Code of Business Conduct
- In order to preserve and build upon PROVINCIAL HOME CARE’s reputation, the organization expects every Employee to observe the highest standards of honesty, integrity and fairness in conducting the company’s business and to avoid any action that might expose PROVINCIAL HOME CARE to potential embarrassment or liability.
- In most situations, Employees will be guided to the right decision by their personal values, discretion and good judgment. But as Employees and representatives of PROVINCIAL HOME CARE, we must always consider how our actions affect the integrity and credibility of the company as a whole. This Code of Business Conduct depicts the principles that constitute our way of doing business
- For our Employees, we are committed to attracting, developing, motivating and retaining talented Employees. We strive to provide a fair, challenging and rewarding work environment in an atmosphere of open communication; and to treat our Employees at all times with fairness and respect.
Employee Responsibility
- It is the responsibility of each Employee to ask questions, seek guidance and express concerns regarding compliance with this Code of Business Conduct and Ethics and the related procedures. Every Employee should be aware of and abide by the laws, regulations and Company policies governing the Company’s activities, regardless of his/her position. No Employee will be subject to retaliation by PROVINCIAL HOME CARE for reporting in good faith a violation of this Code.
- The Code will be amended and updated from time-to-time as the situation warrants. Employees will be notified of changes and will be bound by them.
Confidentiality
- Confidential information about PROVINCIAL HOME CARE, its clients, or employees should not be divulged to anyone other than persons who are authorized to receive such information. When in doubt as to whether certain information is confidential, no disclosure should be made without the consent of the Regional Manager. This basic policy of caution and discretion in handling of confidential information extends to both external and internal disclosure.
- Confidential information obtained as a result of employment with PROVINCIAL HOME CARE is not to be used by an employee for the purpose of furthering any private interest, or as a means of making personal gains. Use or disclosure of such information can result in civil or criminal penalties, both for the individuals involved and for the organization.
- During the course of any employment, an employee may become aware of personal and confidential information. PROVINCIAL HOME CARE depends on the maturity and loyalty of each employee to keep private any such information. Each employee may also depend on his/her supervisor to keep confidential any personal matters discussed. Upon hire and on an annual basis, every employee will review and sign off on the Confidentiality Policy.
Work Environment
- PROVINCIAL HOME CARE is committed to maintaining a secure and productive work environment in which all Employees are treated fairly and with respect. Every Employee has the right to a workplace that promotes equal employment opportunities and prohibits discriminatory practices, including harassment (sexual, physical or verbal). Employees and candidates will be judged on the basis of their behavior and qualifications to perform their jobs, without regard to race, gender, religion, disability, age, marital status, sexual orientation, political beliefs or any other characteristic protected by applicable laws. Further, PROVINCIAL HOME CARE will make reasonable accommodations and provide access to facilities for disabled Employees.
Substance Abuse
Any Employee found using, selling or in possession of illegal drugs on PROVINCIAL HOME CARE premises will be subject to disciplinary action, up to and including termination. Similarly, the unauthorized use of alcohol or marijuana on PROVINCIAL HOME CARE premises is strictly prohibited. Being impaired by drugs or alcohol while performing any work-related functions is unacceptable and will lead to disciplinary action. The use of cannabis, alcohol, prescription medications or illegal drugs can cause impairment. This creates a significant risk in the workplace and will not be tolerated.
Employees should:
- Always work in a safe manner
- Discuss with their supervisor anything that might impair their ability to work safely (medical or non-medical)
- Follow workplace policy, education and training
- Report concerns to their supervisor
Conflict of Interest
- PROVINCIAL HOME CARE respects the privacy of every Employee in the conduct of his/her personal affairs; however, all Employees have a duty to ensure that their personal and financial interests do not conflict with, or appear to conflict with, their duties on behalf of PROVINCIAL HOME CARE. Employees must be able to perform their duties and exercise their judgments on behalf of the company without impairment by virtue of outside or personal activity, interest or relationship.
Outside Requests for Information
- In order that PROVINCIAL HOME CARE can communicate to the public with a single, consistent voice, outside requests for company information should only be handled by authorized persons.
Penalties for Violations
- PROVINCIAL HOME CARE is committed to taking prompt and consistent action against violations of this Code of Business Conduct. Violations are subject to disciplinary action up to and including immediate termination. The following are situations that may result in discipline:
- Retaliation against any person within PROVINCIAL HOME CARE for reporting a conduct concern;
- Failure to cooperate in internal investigations of possible violations of this Code or applicable policies; and
- Failure to demonstrate the leadership and diligence needed to foster compliance with this Code or policies.
- Employees are encouraged to bring any questions concerning this Code or its application to their direct supervisor. In many cases, what appears prohibited may, under certain circumstances be permitted through disclosure and prior approval. No set of principles can eliminate the need for human judgment.
- This Code is not intended to be a comprehensive rulebook. Most of the items covered are dealt with in more detail by policies and procedures. Certain situations may require specific advice. If an Employee is in any doubt as to the applicability of this Code or any policies referred to in this Code, he/she is advised to seek advice from his/her supervisor.
