1. SCOPE
  • This Statement of Policy and Procedure applies to all employees, directors, executives, supervisors, and managers. All should receive a copy of the Code and certify each year that they have complied with this Code.
  1. PURPOSE
  • 2.01.  The purpose of this Statement of Policy and Procedure is to provide guidelines, which may be changed from time to time, to promote understanding of what is considered acceptable and unacceptable conduct and behaviour, and to encourage consistency throughout the company.
  • 2.02.  This Code clarifies the Company’s expectations of its employees, and re-affirms our commitment to caring for our customer needs and maintaining fiscal responsibility on behalf of the public and our employees. It provides a guide for consistent behaviour in delivering goods and services. This Code is simply a formal statement of the policies and principles of conduct the Company has always embraced. Contravention of this Code is a serious matter to the Company and will be treated as such.
  1. RESPONSIBILITY
  • 3.01.  Each employee including a supervisor or a manager is responsible for observing rules of conduct that are normally accepted as standard in a business enterprise.
  • 3.02. Employees, supervisors and managers of the Company must follow the highest standards of ethical behaviour in the course of their work to ensure that public confidence and trust is maintained. The Company and all its employees must be above suspicion and beyond reproach, and must be perceived in this manner.
  • 3.03.  Supervisors and managers are responsible for counseling employees promptly when their conduct or behaviour is inconsistent with the intent of this Statement of Policy and Procedure.
  1. POLICY
  • 4.01.  Employees must perform their duties in a manner that maintains and enhances public confidence and trust in the integrity, objectivity and impartiality of the Company. Trust and mutual respect are the cornerstones of any relationship between an employer and its employees. As its most valuable and important asset, Tradesmen employees, therefore, are expected to demonstrate the highest standards of behaviour.
  • 4.02.  Regulations for the acceptable conduct and behaviour of employees are necessary for the orderly operation of any business, for the benefit and protection of the rights, safety of employees, and the protection of Tradesmen’s assets. Employees are expected to govern their conduct and behaviour in a manner consistent with the guidelines set out herein.
  • 4.03. Tradesmen is committed to maintaining a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. The possession, transfer, sale, or use of such materials on company premises or during the conduct of Tradesmen’s business is prohibited. A breach of this policy will result in discipline up to and including discharge.

Those who, in good faith, report concerns of the kind described below will be protected by the company.

Appropriate Conduct and Behaviour

Includes but is not limited to:

    • Adherence to published policies, practices and procedures
    • Competent performance of all job duties assigned
    • Prompt and regular attendance at work
    • Courtesy to and respect for co-workers, customers, suppliers or any other person who deals with Tradesmen in the conduct of its business
    • Wearing proper business attire and footwear during working hours, appropriate to the performed work activity.
    • Holding in confidence any information obtained about a customer, supplier or employee in the performance of their duties consistent with the requirements of the workplace and legislation
    • Having a responsibility to promote and safeguard the well-being and safety of the customers, suppliers and fellow employees at all times by ensuring that no act or omission on their part places them at risk or in harm’s way

Inappropriate Conduct and Behaviour

Includes but is not limited to:

    • Loitering or loafing
    • Leaving work early or leaving department without supervisor’s permission
    • Using obscene, abusive language
    • Spreading malicious gossip or rumors
    • Harassing, threating, intimidating, coercing any person at any time
    • Horseplay or throwing objects
    • Reporting to work or working while under the influence of alcohol, drugs, or prohibited substances
    • Creating or contributing to unsanitary conditions
    • Gambling, lotteries, or any other game of chance while on company premises
    • Insubordination
    • Excessive personal use of telephones or computer facilities

Unacceptable Conduct or Behaviour

Includes:

    • Perceived inappropriate comments directed at an individual related to the person’s sex, sexual orientation, racial background, religion, or physical ability
    • Possession, consumption or use of alcoholic beverages or illegal substances while on company premises
    • Solicitation of other employees, for any reason, during working hours, unless approved in advance by Tradesmen
    • Willful violation of safety rules and procedures
    • Willful neglect and/or mishandling equipment and machinery
    • Unsafe driving of company or in-plant vehicles
    • Theft and/or falsification of company records; Threat of/or actual physical contact of any kind when there is a perception of physical violence (ex. violent grabbing, pushing, or shoving and throwing of instruments, materials, tools or equipment of any kind)
    • Sexual harassment of any kind. Types of conduct which may constitute sexual harassment include but are not limited to: Sexual remarks or jokes causing embarrassment or offence after the person making the joke has been informed that they are embarrassing or offensive or that are by their nature reasonably known to be embarrassing or offensive. Sexual solicitation or advance made by a person in a position to confer, grant, or deny a benefit or advancement where the person making the solicitation or advance knows or ought reasonably to know it is unwelcome. Sexually degrading words used to describe a person.
    • Sexually suggestive or obscene comments or gestures. Leering, touching, advances, propositions or requests for sexual favours.

Derogatory or degrading remarks, verbal abuse, or threats directed towards members of one gender or regarding one’s sexual orientation. The display of sexually suggestive material in the workplace. Persistent unwanted contact or attention after the end of a consensual relationship. Comments which draw attention to a person’s gender and have the effect of undermining the person’s role in a professional or business environment. Comments regarding a person’s physical appearance or attractiveness.

    • Indecency
    • Fighting
    • Poor or careless work
    • Sleeping while on duty
    • Accepting gifts, favorites or gratuities from firms, organizations, agents, employees, or other individuals who may or do conduct business with Tradesmen. The Company has developed the following gift/entertainment guidelines:
      • Gift or entertainment has a value less than C$100 ~ No reporting or pre-clearance is needed.
      • Gift or entertainment has a value greater than C$100 and less than C$200 ~ No pre-clearance is needed, but details of the gift or entertainment need to be reported to your manager with 7 days of the event.
      • Gift or entertainment has value greater than C$200 ~ An Executive team member (CEO, CFO, VP Operations) must be contacted for approval.

Inappropriate and Unacceptable conduct could result in disciplinary action up to and including termination without notice or pay in lieu thereof.

  1. REQUIRED ACTION
  • Every employee, director, executive, supervisor, and manager is required to comply with this Policy and any other company Policy or procedure, and to immediately report any known or suspected violation. Failure to do so will subject a board director, executive, supervisor, manager, or employee to disciplinary action, up to any including termination of employment or service, or such other action as may be appropriate under the circumstances, subject to applicable domestic and international laws, regulations and collective agreements.
  • Any board director, executive, supervisor, manager, and employee who has questions about this Policy or who needs to report a known or suspected violation should contact a company representative. Supervisors, mangers and Human Resource department can help determine how compliance matters should be handled.
  1. NON-RETALIATION
  • The Company will not retaliate against any board director, executive, supervisor, manager, or employee who reports a suspected violation of this Policy or who assists in an investigation or proceeding relating to a suspected violation. Any form of retaliation or adverse action against any board director, executive, supervisor, manager, or employee for reporting a suspected violation of this Policy or for participating in complaint investigation efforts will not be tolerated and is expressly prohibited.
  • Any board director, executive, supervisor, manager, or employee who engages in retaliatory conduct in violation of this Policy will be subject to disciplinary action, up to and including immediate termination of employment or service, or such other action as may be appropriate under the circumstances, subject to applicable domestic and international laws, regulations, and collective agreements.
  • Any suspected retaliation, reprisal or intimidation must be reported immediately to supervisors, managers or HR department.
  1. EFFECTIVENESS
  • No provision of this Policy shall have force in any jurisdiction where such provision would contradict or violate any applicable law, regulation or collective agreement affecting the Company’s board directors, executives, supervisors, managers, or employees.
  1. CONTACT
  • If you have information regarding actual or suspected violations of the Tradesmen Policy, you may report it to your supervisor, another member of management or the HR/Payroll department.