Human Resources Policy
Objective of the Human Resources Policy: Professionalism, Respect, and Joy
The objective of the Human Resources Policy of the Reykjavík International Film Festival (RIFF) is to have motivated and competent staff, with progressiveness and employee well-being as guiding principles. The policy is intended to promote a positive work environment and working conditions, where respect and equality characterize all communication.
Emphasis is placed on creating a positive workplace culture with a strong team spirit, opportunities for development, encouragement to show initiative, open exchange of opinions, and effective communication. The HR policy embodies the shared vision of staff regarding the elements that make the festival an attractive workplace.
Guiding Principles of the Human Resources Policy:
- Respect and equality
- Knowledge and initiative
- Cooperation and flexibility
- Well-being at the workplace
- Efforts to help employees balance work and private life
- Enabling employees to make use of their talents and education
This means that the Reykjavík International Film Festival (RIFF):
- Values all employees and their perspectives
- Engages all employees in shaping and improving operations
- Operates in a spirit of equality and fairness
- Offers projects that allow individual talents to flourish
- Emphasizes job quality and reliability
- Informs employees about their roles and responsibilities
RIFF requires employees to:
- Respect their coworkers
- Be prepared for development and change and participate in it
- Maintain and enhance their knowledge
- Perform their work with integrity and ambition
- Show responsibility
1. Recruitment and Onboarding
1.1. Recruitment
Equality must be maintained during the recruitment process. Hiring decisions should be based on the applicant's ability to perform the job. Diversity should be taken into account. Equality must be upheld in interviews, and hiring must be formalized appropriately. New employees should be introduced to RIFF’s operations as appropriate to their role.
- RIFF ensures that hiring practices are legal and professional
- Hiring is based on applicant qualifications
- Equality principles are observed
- Opinions are sought from those who will work closely with the new hire
- All applicants will be informed of the hiring decision once it has been made
1.2. Onboarding New Staff
RIFF emphasizes welcoming new employees and educating them about their job, tools, and work methods necessary for success, by:
- Providing guidance and support
- Ensuring access to essential information and introductions to key aspects of the festival’s operations
- Providing job descriptions and information about rights and responsibilities
1.3. Equality
RIFF ensures no employee is discriminated against in terms of pay or conditions due to gender, race, political beliefs, religion, or other irrelevant factors. Management must promote effective adaptation of foreign employees.
1.4. Termination of Employment
Termination must have objective reasons. If accusations about misconduct arise, the employee must have the opportunity to respond, unless the behavior is so severe that it justifies immediate dismissal.
2. Work Environment
2.1. Work Environment and Facilities
RIFF’s work environment is modern, progressive, and flexible. The facilities are diverse, and employees can choose among various workspaces suited to their needs. These include open areas, private spaces, meeting rooms, and collaborative areas, as available. The festival strives to offer the best possible resources, support, and facilities to promote creativity, flexibility, and collaboration.
2.2. Flexibility and Remote Work
Emphasis is placed on flexible working hours where possible. Flexibility is mutual—employees may handle personal matters during work hours and, in return, show flexibility when needed. Family situations such as child illness or eldercare are accommodated.
Remote work is available when possible. Employees who choose to work remotely must do so based on suitable arrangements agreed upon with their supervisor.
2.3. Work-Life Balance
RIFF aims to help employees balance professional and personal demands. Staff should be allowed part-time positions and flexible hours where feasible. Overtime is minimized, and events and training sessions are held during work hours when possible.
Managers should encourage expectant parents to take parental leave and ensure that both men and women are equally supported in staying home to care for sick children.
2.4. Well-being
RIFF strives to create an environment that supports health, satisfaction, and well-being. Emphasis is placed on constructive communication, teamwork, and a workplace culture of trust and respect. Staff are encouraged to express opinions, share ideas, ask questions, and make mistakes—this fosters a safe, trusting, and supportive work atmosphere.
3. Education and Growth
3.1. Continuing Education
RIFF promotes opportunities for continuing education both on and off-site to enhance knowledge and professional competence relevant to work. Both employee and supervisor share responsibility for maintaining and improving job-specific knowledge and skills. Employees may request more responsibility or take on new projects.
3.2. Feedback
Managers are encouraged to regularly check in on how employees are doing, how their projects are progressing, whether they have the tools and support they need, and whether there are any obstacles hindering their work. Constructive and targeted feedback is essential for staff development and performance improvement.
4. Competence and Career Development
4.1. Employee Reviews
RIFF places great importance on employees utilizing their talents at work. Employees have the right to at least one performance review per year. The purpose is to clarify expectations and collaborate on necessary improvements. These meetings include discussions on training needs, well-being, performance, and career goals.
4.2. Career Development
Employees are expected to adapt to job demands, including technical and professional developments, and be willing to train for new or changed tasks. Career development is the joint responsibility of the employee and supervisor and occurs through reviews, training, and collaboration.
The goal is to enable employees to deliver more valuable work—to the benefit of both themselves and the festival. Staff are supported in strengthening their knowledge and skills in response to the ever-changing demands of the workplace and external environment. This is achieved by:
- Creating conditions that allow employees to grow in their roles and influence their work environment
- Encouraging employees to maintain their skills, enhance professional expertise, and acquire the knowledge necessary for their work
- Supporting employees in adapting to evolving job demands driven by technological and professional developments
- Employees are responsible for their own career development, in collaboration with management
5. Workplace Communication and Culture
RIFF promotes trust in staff relationships and emphasizes equality in communication. Communication rules and information channels must be clear, simple, and accessible. The festival encourages a positive spirit and respectful, tolerant, and friendly behavior among colleagues.
5.1. Health-Promoting Workplace
RIFF emphasizes workplace well-being and encourages employees to lead a healthy lifestyle and use eco-friendly transportation.
5.2. Workplace Safety
Managers must foster a healthy work environment. The well-being and health of employees are in the mutual interest of the festival and staff. Employees must care for their own health and avoid excessive overtime.
The workplace must be free from hazardous materials or dangers wherever possible. Employees must follow all safety and care guidelines relevant to their jobs.
5.3. Substance-Free Workplace
RIFF maintains a substance-free workplace. The use of intoxicants at work is strictly prohibited.
5.4. Violations of Communication Rules
An employee who threatens, disrupts, or provokes others through words, gestures, or behavior—or engages in bullying or sexual harassment—is violating fundamental workplace communication rules. Such behavior may result in termination.
6. Salary Policy and Decisions
6.1. Salary Policy
RIFF’s goal is to attract capable employees who are satisfied and motivated to tackle tasks. The salary policy must align with the festival's objectives and plans.
The executive director is responsible for a salary policy based on equal pay and gender equality principles. The aim is to ensure that all genders receive equal pay and conditions for the same or equivalent work.
6.2. Salary Decisions
Salary decisions must be objective and based on job requirements—considering responsibility, workload, and specialization. They must also reflect employee competence and performance.
- The executive director formally oversees all salary decisions and ensures consistency
- Decisions must be transparent, objective, in line with collective agreements, and supported by job descriptions for all roles
- Equal pay must be provided for comparable and equally valuable work
- Job descriptions must outline the requirements for each position
6.3. Responsibilities of Management and Employees
Managers and employees share joint responsibility for ensuring that long-term goals are achieved. Managers are expected to adopt good and modern leadership practices. These include, among other things, a positive attitude toward employees, active communication, and the distribution of authority and responsibility. A manager shall consistently strive to consult with their employees on workplace matters and promote broad agreement on such issues. Managers are responsible for the work of their employees and must work toward the goals that have been established.
- Managers are responsible for ensuring that the flow of information is effective and communication channels are clear
- Efforts shall be made to resolve disputes or controversial issues in a democratic manner
- Managers are responsible for ensuring that disputes are addressed through proper channels
- Managers are responsible for ensuring that long-term goals are met
RIFF emphasizes the importance of punctuality and that employees are present during the hours agreed upon in their employment contracts. Managers are responsible for monitoring employee attendance.
Employees are expected to perform their duties with care and integrity, and to conduct themselves with courtesy, helpfulness, and fairness. They should cooperate honestly with their colleagues toward the common goals of the organization.
Employees are required to follow lawful instructions from their supervisors and to maintain confidentiality regarding any information obtained through their work—even after their employment ends. They must ensure that their conduct and actions align with their role, and avoid any behavior that may bring disrepute or harm to themselves, their position, or the profession.
Employees must not accept payments or other forms of compensation from clients if it could be interpreted as a favor in return. They are expected to uphold the highest standards of integrity, honesty, and a strong sense of justice in their professional conduct.