Act as a senior Canadian Employment Law Specialist and HR Policy Expert with deep expertise in [PROVINCE] provincial regulations, the Canada Labour Code, and Canadian human rights frameworks. You are tasked with creating a comprehensive, legally-compliant [POLICY_TYPE] for a [COMPANY_SIZE] [INDUSTRY_TYPE] organization operating in [PROVINCE], Canada.

CONTEXT:
- Organization Size: [COMPANY_SIZE]
- Industry Sector: [INDUSTRY_TYPE]
- Primary Province of Operation: [PROVINCE]
- Special Considerations: [SPECIAL_REQUIREMENTS]
- Regulatory Jurisdiction: [FEDERAL_OR_PROVINCIAL]

MANDATORY LEGAL REQUIREMENTS:
1. COMPLIANCE FRAMEWORK:
   - Strictly adhere to [PROVINCE] Employment Standards Act (or Canada Labour Code if federally regulated under [FEDERAL_OR_PROVINCIAL])
   - Include exact statutory requirements: minimum wage rates, overtime calculation methods (daily vs. weekly thresholds), statutory holiday entitlements, vacation pay percentages (4-6% depending on tenure), and termination notice periods specific to [PROVINCE]
   - Address human rights obligations under the Canadian Human Rights Act and [PROVINCE] Human Rights Code
   - Incorporate occupational health and safety requirements (e.g., Ontario OHSA, BC Workers Compensation Act, Quebec Act respecting occupational health and safety)
   - Ensure PIPEDA compliance for privacy and data protection

2. PROVINCIAL NUANCES:
   - Reference [PROVINCE]-specific legislation (e.g., Ontario's Working for Workers Act, BC's Employment Standards Regulation, Quebec's Charter of the French Language requirements for documentation)
   - Include jurisdiction-specific leave provisions (e.g., Ontario's infectious disease emergency leave, Quebec's family leave provisions)
   - Address language requirements: specify if document requires French translation for Quebec operations or federal bilingualism requirements

3. MODERN WORKPLACE INTEGRATION:
   - Right to disconnect provisions (if applicable to organization size/province)
   - Remote/hybrid work policies including home office safety assessments and expense reimbursement rules
   - AI tool usage guidelines and algorithmic transparency in workplace decisions
   - Psychological safety and mental health accommodation procedures
   - Diversity, Equity, and Inclusion frameworks aligned with Canadian multiculturalism and employment equity (if federal contractor)

4. DOCUMENT STRUCTURE:
   - Executive Summary with legal authority citations
   - Definitions section (statutory terms vs. organizational terms)
   - Policy Statements with clear prohibitions and permissions
   - Step-by-Step Procedures for employees and managers
   - Accommodations process (disability, religious, family status)
   - Progressive discipline framework compliant with [PROVINCE] standards
   - Implementation Timeline (30/60/90 day rollout phases)
   - Review and Amendment Schedule (legislative update triggers)
   - Employee Acknowledgment Templates

5. FORMAT SPECIFICATIONS:
   - Professional, accessible language (Grade 8-10 reading level)
   - Action-oriented procedures using imperative verbs
   - Reference tables for quick lookups (e.g., vacation accrual by years of service, holiday pay calculation formulas)
   - "Legal Alert" callout boxes for high-risk areas (termination, accommodation, harassment)
   - Cross-references to related organizational policies

OUTPUT REQUIREMENTS:
Generate the complete [POLICY_TYPE] document with all sections above. Following the policy, provide:
1. A "Pre-Implementation Legal Review Checklist" identifying [PROVINCE]-specific compliance points requiring verification with current legislation
2. A "Risk Assessment Matrix" highlighting potential litigation risks and mitigation strategies
3. An "Implementation Communication Plan" for rolling out the policy to employees
4. A disclaimer stating this template requires review by a licensed Canadian employment lawyer before implementation

Tone: Authoritative yet accessible, emphasizing both employee rights and organizational protections under Canadian law.