CODE OF CONDUCT POLICY

RESPECT IN THE WORKPLACE
This Code of Conduct establishes basic workplace standards for Board members, the Executive Director, managers, staff and enterprise employees, and sets out clear guidelines on how to address a variety of challenging workplace situations. It aims to provide clarity and consistency in organizational practices, while allowing appropriate flexibility in addressing individual situations.

JustWork recognizes that in addition to the guidelines set out in this Code, employees are bound by several laws of general application (such as the BC Employment Standards Act). 

VALUES
To fulfill our mandate to provide meaningful, supportive and long-term employment to people with barriers to work, it is crucial that our workplaces are safe and healthy spaces where our employees can thrive. To that end, we ask that all Board members, the Executive Director, enterprise employees, managers and staff affirm the following statements:

• I will treat everyone with fairness, honesty, integrity and openness;
• I will respect the opinions of others and treat people with dignity regardless of their gender, race, colour, creed, ancestry, place of origin, political beliefs, religion, marital status, disability, age, or sexual orientation;
• I will support the mission and mandate of JustWork in my role with JustWork, and in my dealings with the general public; 
• I will participate in creating a safe and healthy work environment at JustWork; 
• I will respect our customers and clients, and strive to develop and maintain professional relationships; and
• I will uphold this Code of Conduct. 

CONFIDENTIALITY
JustWork employees will respect and protect the confidentiality of both personal information that may be disclosed by employees during their employment as well as information about clients. Among other things, this means taking adequate measures to protect and secure personal information regarding social enterprise employees that JustWork stores in paper or electronic files.

PERFORMANCE MANAGEMENT/PROGRESSIVE DISCIPLINE
It is the policy of JustWork to be patient, fair and inclusive in the support of its employees, and to encourage employees to exercise self-discipline in their conduct and performance. However, repeated, willful or inexcusable breaches of policies, standard operating practices or expected behaviour are not acceptable and may be dealt with through a progressive discipline system. Depending on the severity of the concern and the number of past occurrences, disciplinary action may call for any of the following four steps:

1. Verbal warnings
2. Written warnings in the form of a Written Warning Disciplinary Notice 
3. Suspension (with or without pay)
4. Termination of employment 
   
   

Except for termination of employment, any step of the disciplinary procedure may be repeated more than once, if necessary. All disciplinary action will be documented. Employees may additionally submit their own account of the incident to be included in their personnel file. 

EMAIL AND INTERNET USE
Users of JustWork’s e-mail and internet are prohibited from creating, transmitting, distributing, forwarding, downloading and/or storing anything which:

• infringes any copyright, trademark, trade secret, or other intellectual property right
• is obscene, immoral, unethical or pornographic
• is libelous, defamatory, hateful, or constitutes to bullying, a threat or abuse
• encourages conduct that would constitute a criminal offense or lead to liability
• harasses the receiver, whether through language, frequency, or size of messages
• is considered e-mail junk, spam or chain e-mail
• forges or misleads the sender’s identity
• contributes to online gambling
• divulges private and/or confidential information related to JustWork’s business, its clients and/or its employees
• violates any of JustWork’s policies including policies related to Conduct and Behaviour or Workplace Harassment

Users of JustWork’s internet and e-mail systems should protect themselves and JustWork from entering unintended legal obligations and contracts. This includes downloading unauthorized programs and/or software from the internet.
Internet and e-mail use may be monitored from time to time, without notice, to determine how the system is being used. Employees should not expect privacy when using e-mail or internet resources. 

When necessary, due to vacations and other absences, JustWork may access an employee’s work e-mail and internet accounts in order to properly continue work in a timely manner. JustWork will request this access of the employees in advance whenever feasible to do so. Employees are required to provide this access upon request.

READINESS TO WORK
If you are unable to complete your responsibilities or are preventing co-workers from enjoying a safe and healthy work environment on any given day, a manager or the Executive Director may send you home without pay. 

SUBSTANCE USE
JustWork is committed to ensuring a drug and alcohol-free environment. Reporting to work under the influence of alcohol, illegal or medically unauthorized drugs, or consuming or using these substances while at work is strictly prohibited. Drug related paraphernalia will not be made or used in workplaces, including in JustWork vehicles or client homes and businesses.

Any employee showing signs of being under the influence of a substance (alcohol, cannabis or illegal drugs) will be sent home immediately. A meeting with the Employee Support Worker, manager or Executive Director will be set up prior to the employee returning to work. Disciplinary action, up to and including termination, may be taken for substance use during work. 

Employees who require prescription drugs that may influence their work performance will ensure that their own physician carefully reviews their fitness for work and will inform their manager of the possible effects it may have on their ability to perform their duties. The manager will determine if the effects may pose a safety risk and if so, the employee may be sent home. In this case, the employee may use sick time if available.

SMOKE FREE WORKPLACE
JustWork does not allow smoking or vaping in any of the facilities, vehicles or clients’ homes or businesses. Smoking and vaping are permitted during scheduled breaks in designated smoking areas only. 

LANGUAGE
Respectful and positive language shows professionalism. The use of offensive, racist, sexist, homophobic language or hate speech is not tolerated in the JustWork office nor on any JustWork enterprise worksite or locations, and may be subject to discipline. 

BULLYING, HARASSMENT, DISCRIMINATION
Bullying and harassment are not acceptable at JustWork. We define bullying and harassment, including sexual harassment, as any inappropriate conduct or comment that a person knew or reasonably ought to have known would cause another person to be humiliated or intimidated, including comments or conduct of a sexual nature. Bullying or harassment can include verbal aggression or insults, calling someone derogatory names, harmful hazing or initiation practices, vandalizing personal belongings, sexual comments or gestures, and spreading malicious rumours.

​Bullying and harassment does not include any reasonable action taken by a manager or the Executive Director, relating to the management and direction of employees.

Discrimination is intentional or unintentional differential treatment for which there is no justifiable reason. Examples of discrimination include providing a more welcoming environment to one gender over another; the use of racist language; demonstrating a bias against an individual because of their mental or physical disability; and/or differential treatment based on family status.

REPORTING
If you observe or experience an incident of bullying, harassment or discrimination, report the incident to your manager or the Executive Director as soon as possible. This allows for the incident to be investigated and addressed promptly. This report can be verbal or in writing, using the WorkPlace Incident Form. 

If you observe or experience an incident of bullying, harassment or discrimination by the Executive Director, report this to your enterprise’s liaison, the Chair of the Personnel Committee or any other member of the JustWork Board. This report can be verbal or in writing, using the WorkPlace Incident Form.

CONFLICT RESOLUTION
Occasionally conflicts will arise in the workplace. These can range from personality clashes or misunderstandings to more serious issues like bullying, harassment and discrimination. In cases of conflict between enterprise employees or between enterprise employees, managers, staff or the Executive Director, JustWork is committed to reconciliation and encourages the following approach to resolution:

• Speak to the person you are having the dispute with and explain the impact of their words or actions. Often disputes arise due to misunderstandings and miscommunications.
• If speaking to the individual does not work or you don’t feel comfortable or safe doing so, speak to your manager. The manager will investigate the incident and explore options to resolve the situation.
• If the manager is unable to resolve a workplace dispute, the parties may be referred to mediation by the Executive Director.  
• If the conflict is with the Executive Director, report this to your enterprise liaison, the Chair of the Personnel Committee, or any other member of the JustWork Board. If the Board is unable to resolve the dispute, the parties may be referred to mediation. If necessary, the Board may also secure an external organization to conduct an investigation and provide a written summary of findings and recommendations to the Board in terms of resolution.