We are in the midst of creating a Business Continuity Plan and we are
analyzing vital documents held by various parts of the organization that
would be necessary in case of a disruption in business, either through
inaccessibility or through damage.

 

We have already performed an inventory of our Legal and Finance areas,
but other areas need to be done. Our problem now is that due to a
deadline we have to face, we cannot perform all the inventories
necessary for a complete and proper assessment of our vital documents.

 

Since we are a broadcasting company, many of our work processes are
rather unique and I don't expect there are many broadcasters/TV
production people on this listserve.

 

However, I think y'all can help in one area we all hold in common: HR.
They haven't allowed us into their sanctum to do an inventory. But I
suspect that one HR dept. is pretty much like any other. Is there anyone
out there in the Canadian context that can help out with their
assessment of which types of documents in an HR dept. is deemed vital
for business continuity in windows of 24 hours, 72 hours, 1 month and 3
months? They claim, in our case, that they have no vital documents
whatsoever: everything is in HRIS. This may be true, but with your help
in determining what kinds of documents HR depts. usually deal with, we
can ask further questions as to whether they indeed have no vital
documents that require special treatment.

 

Any takers?

 

Ghyslain Sabourin

Director, Records Management

Alliance Atlantis Communications Inc.

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