Our Code Of Conduct
Global IQX promotes the highest standards of integrity by requiring employees to conduct Global IQX business affairs in an honest and ethical manner. Obeying the law, both in letter and in spirit, is the foundation of this Code, and Global IQX success depends on each employee operating within legal guidelines and cooperating with local, regional and national authorities.
Global IQX respects the rights of its employees to manage their personal affairs. At the same time, employees must avoid actual or apparent conflicts of interest that occur when their personal interests may interfere with the performance of their duties or with the best interests of Global IQX. If:
- You have any questions regarding an action or circumstance which might be considered an actual or apparent conflict of interest;
- You suspect a violation of this Code, or
- You encounter a situation and its appropriateness is unclear
Please discuss the matter promptly with your manager without fear of any form of retaliation. All complaints or suspected Code violations will be investigated and appropriate action will be taken.
Violations of the Code will lead to disciplinary action, up to and including, when appropriate, immediate termination of employment for cause. Such violations may also have legal consequences
Your Personal Code Of Conduct
It is the desire of Global IQX to provide a positive work environment in which all employees can contribute to a productive and professional atmosphere.
All employees are expected to conduct themselves in a friendly, courteous and professional manner, anywhere during work time, and at any Company-related functions or social events, by:
- Treating others in a fair and respectful way
- Showing a positive and helpful attitude, being honest, trustworthy, reliable, dependable and punctual
- Showing respect for your managers, which entails taking direction or co-operating to achieve the Company’s goals
- Complying with all guidelines, policies and procedures of Global IQX
Your positive attitude and respect for others will contribute to preserving and enhancing Global IQX image and reputation.
It’s not possible to list all the forms of behaviour that are considered unacceptable in the workplace. The following are some but not all examples of infractions of rules of conduct that may result in disciplinary action, up to and including, when appropriate, immediate termination of employment for cause:
- Theft, attempted theft, destruction, wilful damage, defacing or misuse of Company property or the property of another in the workplace;
- The use of Company property including equipment, tools and materials on non-Global IQX projects unless otherwise given permission by Management;
- Dishonesty, including falsification or unauthorized alteration of any Company document, record or report, such as (but not limited to) timesheets, employment applications, medical reports or expense reports, or fraud affecting Global IQX or its interests;
- Disorderly conduct, including fighting or threats;
- Possession or consumption of illegal drugs, or a drug not prescribed for the employee on Company property, anywhere during work time, or at any Company-related functions or social events;
- Distribution, transfer and/or sale of alcohol, illegal drugs, or a drug not prescribed for the employee on Company property, anywhere during work time, or at any Company-related functions or social events – except alcohol served with Company permission;
- Being intoxicated, under the influence of, or impaired from the use of alcohol or drugs while performing Company business or while on call or reporting to work;
- Unauthorized use of the Company name, Company property and/or Company publications;
- A continuing minor infraction where a final warning and/or suspension does not correct the behaviour;
- Employees knowingly placing themselves in a position or situation that is a conflict of interest (see: Our Code of Conduct);
- Job abandonment
- Possession of a firearm, weapon, or explosive on Company property or at any Company-related functions or social events is prohibited;
- Conduct which constitutes discrimination or harassment (see: Workplace Discrimination and Harassment Policy);
- Insubordination or other disrespectful conduct;
- Making false, vicious, profane or malicious statements concerning fellow employees, the Company, its services, methods or customers;
- Violation of safety or health rules;
- Sleeping on the job;
- Excessive or chronic tardiness or absenteeism.
Maintaining A Drug-Free And Alcohol-Free Workplace
Alcohol, drugs and controlled substances can adversely affect safety, productivity, attitude, reliability and judgment. It is Global IQX desire to provide a drug-free, healthy, and safe workplace. To promote this goal, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner.
While on Global IQX premises and while performing Company business or attending Company-related activities or functions off Global IQX premises, no employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. An exception applies to alcohol when served with Company permission. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.
Violations of this policy will lead to disciplinary action, up to and including, when appropriate, immediate termination of employment for cause. Such violations may also have legal consequences.
Preventing Discrimination And Harassment
This policy covers and protects all employees, contractors/consultants and agency staff, directors and officers of the Company, customers, suppliers and other visitors to the Company.
This policy is in effect at all work-related locations or events (including, without limitation, conferences, seminars and business trips), anywhere during work time, and at any Company-related functions or social events. This policy also applies outside of those situations, when discrimination or harassment takes place between persons covered by this policy, and adversely affects Global IQX working environment or working relationships.
Global IQX is committed to providing a work environment where all individuals are treated with respect and dignity. Discrimination and harassment in the workplace are unacceptable and will not be tolerated.
An act of discrimination or harassment is a violation of this policy and it is prohibited. It is also against the law. Everyone has the right to work in an environment free from discrimination and harassment.
The law prohibits discrimination and harassment on the basis of race, ancestry, sex, age, marital status, same-sex partnership status, family status, sexual orientation, religion, creed, ethnic origin, place of origin, citizenship status, conviction for which a pardon has been granted, disability, and any other protected status under applicable Human Rights Legislation (the “Prohibited Grounds”).
Discrimination and harassment can take many forms. It should be understood that even if the perpetrator does not intend the conduct to be offensive, it might still constitute discrimination or harassment. It is the impact of the conduct, rather than the intent of the perpetrator, that determines if discrimination or harassment has occurred.
Discrimination and harassment may occur even when the complainant is not the target or direct recipient of the conduct, but is still offended by it. Again, what matters is the impact of the conduct on those who experience or witness it, not the identity of the intended victim. If:
- You have any questions regarding conduct or circumstances which might be considered discrimination or harassment
- You suspect a violation of this policy or
- You encounter a situation and its appropriateness is unclear
- You are strongly urged to discuss the matter promptly with someone in management without fear of any form of retaliation.
All complaints or suspected policy violations will be investigated and appropriate action will be taken.
Violations of this policy will lead to disciplinary action, up to and including, where appropriate, immediate termination of employment for cause. Such violations may also have legal consequences.
Individuals who act in good faith will not be subject to retaliation or disciplinary action for complaining about or reporting incidents of suspected discrimination or harassment.
Harassment is one form of discrimination. Harassment is any unwanted conduct or attention (including attention of a sexual nature) that is related to or motivated by any of the Prohibited Grounds, where it is known or ought reasonably to be known by the person(s) engaging in such conduct that it is offensive or unwelcome.
Harassment often creates an intimidating, hostile or humiliating working environment. However, even when the conduct is not serious and pervasive enough to taint the working environment, it may still be in violation of this policy.
Conduct may be considered harassment whether it occurs on a one-time basis, several times, or on a continuous basis. It is usually insulting, intimidating, humiliating, malicious, degrading, or embarrassing. Harassment includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is visually displayed at or circulated in the workplace.
Retaliation against someone for making a complaint or participating or assisting in any investigation under this policy, will be treated as harassment.
Sexual harassment is a particular form of harassment. Sexual harassment is unwelcome conduct of a sexual nature that detrimentally affects the work environment or leads to adverse job-related consequences for the victims of harassment.
Sexual harassment includes but is not limited to: any sexual advance or request for sexual favour; other verbal or physical conduct of a sexual nature such as uninvited touching, patting or pinching, gesturing or sexually-related comments; or pornographic and/or exploitative material that is visually displayed at or circulated in the workplace. Sexual harassment also includes placing a condition of a sexual nature on employment or on any opportunity for training or promotion.
Sexual harassment is not the occasional compliment, flirtation or banter between employees, as long as it is acceptable to the people involved. Sexual harassment occurs where it is known or ought reasonably to be known by the person(s) engaging in such conduct that it is offensive or unwelcome.
Other Forms Of Discrimination
In addition to harassment, other common forms of workplace discrimination include denial of job access, promotion or training, or adverse treatment, when related to or motivated by any of the Prohibited Grounds.
Raising Issues And Concerns Regarding Discrimination And Harassment
Everyone has a responsibility to promote a working environment that is free from discrimination and harassment.
Whether or not the perpetrator knows, or reasonably ought to know, that the conduct is unwelcome or offensive is a key factor. What may be acceptable to one individual may be offensive to another.
Individuals are encouraged to look for normal indications such as a change in the recipient’s attitude after an offensive remark is made, diversion of eye contact, a general sense of discomfort by the recipient, a surprised look, or attempts to avoid contact with the perpetrator on subsequent occasions.
If you are unclear as to whether or not a particular situation or conduct might be considered discrimination or harassment, someone in Human Resources can assist in clarifying the issue.
Global IQX can only resolve a problem when we know about it. Therefore, if you witness or experience discrimination or harassment, you are strongly urged to follow the informal and/or formal procedures below, so that the problem can be properly resolved. To facilitate the Company’s investigation and resolution of the problem, it is helpful to keep a record of the incidents, stating when they occurred, what happened, where it happened, who was there, and if/how you responded.
If you have any questions regarding conduct or circumstances, which might be considered discrimination or harassment, you suspect a violation of this policy or you encounter a situation and its appropriateness is unclear you are strongly urged to promptly discuss this matter with management or Human Resources without fear of any form of retaliation.
The victim should not feel guilty.
Initially, if you feel able, you should tell the perpetrator that the conduct is unwelcome and to stop. Case studies show that it is not uncommon for individuals to be unaware that their words or actions are offensive. Very often, simply advising the individual to stop brings an immediate end to the unwanted conduct.
Because of the sensitive, personal nature of discrimination and harassment complaints, you may prefer initially to discuss the situation informally with a member of management or Human Resources.
If the discrimination or harassment continues, you should work with a member of senior management or Human Resources to determine a course of action to deal with the problem.
It is helpful to keep a record of the incidents, stating when they occurred, what happened, where it happened, who was there, and how you responded.
If you are not comfortable taking these steps, or if the discrimination or harassment continues, please follow the formal procedure below.
The most undesirable action is to do nothing – action must be taken to stop the discrimination and harassment.
We repeat: everyone has a responsibility to promote a working environment that is free from discrimination and harassment. We strongly urge everyone to notify management or Human Resources of any situation or circumstances that may involve discrimination or harassment.
If you are not comfortable with the informal procedure above, or if the discrimination or harassment continues, please follow this formal procedure.
Step One: Report the complaint (verbally and written) to management or Human Resources. A complaint of this nature should be reported as quickly as possible after the incident(s). The complaint should include a detailed record of the incidents, stating when they occurred, what happened, where it happened, who was there, and if/how you responded.
Step Two: Once a complaint has been received, management and/or Human Resources will take prompt and appropriate steps to investigate and resolve the complaint. What is appropriate in a given situation will depend on the nature of the complaint, and other relevant circumstances. An investigation will include individual interviews with the parties involved and, where necessary, with others who may have observed the incidents or who may have other relevant knowledge.
General obligations – Everyone covered by this policy is required to:
- Cooperate fully in the investigation and resolution of any complaints;
- Respect the need for confidentiality, and to refrain from discussing complaints, or their involvement in any investigation of a complaint, except as required for the purposes of any investigation and resolution
What are your rights if you make a complaint? Any complainant has the right:
- To make a complaint and to obtain a prompt investigation and resolution of the complaint without fear of embarrassment or retaliation;
- To be represented or accompanied by another person of his or her choice (including legal counsel) at any stage in the complaint process;
- To contact the appropriate provincial human rights commissions directly, if desired.
What are your rights if someone makes a complaint about you? Any person who is the subject of a complaint has the right:
- To be informed promptly that a complaint has been made;
- To be provided with a copy of any written complaint, or if no written complaint exists, to be provided with written details of the allegations;
- To be afforded a reasonable opportunity to respond to the complaint;
- To be represented or accompanied by another person of his or her choice (including legal counsel) at any stage in the complaint process.
Step Three: Once the investigation is complete, the Company will determine:
- Whether the conduct complained of constitutes discrimination or harassment;
- Whether the complainant falsely accused the alleged perpetrator knowingly or in a malicious or retaliatory manner, and,
- The appropriate disciplinary or remedial actions to be taken.
Global IQX will then take appropriate disciplinary and/or remedial actions, as it deems necessary.
If for any reason, the complainant is not satisfied with the outcome of the investigation or the disciplinary or remedial action taken, he or she is entitled and encouraged to bring those concerns to management.
Step Four: A follow-up may be conducted by Human Resources (on a one-time or regular basis) after the investigation to ensure that the problem has been resolved.
Note: Records of complaints, including contents of meetings, interviews, results of investigations and other material pertaining to the complaint and its investigation will be collected and maintained in a confidential manner, to the extent consistent with the need to properly investigate and take appropriate action. Results of the investigation will be reported to both the complainant and the subject of the complaint.
Disciplinary and Remedial Action
Global IQX will not condone or ignore discrimination or harassment. The selection of the appropriate disciplinary or remedial action, or any action to be taken, will be in the Company’s sole discretion. What is appropriate in any given situation will vary, and will depend on a number of factors including (among other things) the nature and seriousness of the problem, and whether this is a new or recurrent problem.
Appropriate disciplinary or remedial actions may include, but are not limited to, any or all of the following: requirement to deliver an apology, disciplinary probation, temporary or permanent suspension or demotion, transfer, training, and when appropriate, immediate termination of employment for cause.
It is everyone’s obligation to ensure that all types of discrimination and harassment are eradicated. We cannot turn a blind eye to this, nor can we assume that because no one has had the courage to file a formal complaint, that discrimination or harassment does not exist in our work environment.
Everyone covered by this policy will be held responsible for their actions, including failing to take action to prevent known or suspected discrimination and harassment from continuing.
Everyone is encouraged to create a climate of understanding and mutual respect for the dignity and worth of each individual. This enables the organization to strengthen as a whole and helps to provide everyone with a work environment that is free of discrimination and harassment.