Hi, we’re Flipp Advertising! We make brands thrive.

We are a full service advertising agency that integrates a wide range of services, resulting in a marketing engine that drives results.

Since 2009, we have been teaming up with our clients to help them put their best face forward, authentically communicate their offering to the world, and achieve real results. We combine strategy, creative thinking and technology to help brave, forward thinking companies connect and engage with their customers. We push boundaries, challenge our clients to be bold, and have a lot of fun doing it.

Our areas of focus:

• Strategy & Planning
• Creative Services
• Interactive Services
• Media
• Public Relations

Learn more about how we help our clients thrive.

Now that you know more about Flipp Advertising Inc. (“the Company”), it is our pleasure to welcome you to our team. Whether you recently joined us, or you are an existing employee, we hope that your experience here will be positive and rewarding.

Our mission and values, organizational structure, policies, and current practices are all elements that shape the culture and expectations of Flipp Advertising employment. You can find the details about these in this Handbook, but if anything is unclear or missing, you can reach out to our management team.

We reserve the right to revise, at any time, the nature and content of our policies, practices and benefits. While we will try to communicate any such amendments as soon as possible, we reserve the right to make these changes to the Handbook without notice to you.

This Handbook shall be interpreted and applied in accordance with the Alberta Employment Standards Code, any successor legislation, and the regulations thereto, as amended from time to time (collectively referred to as the “ESC” or the “Code”. For further clarity, should any provision of this Handbook conflict with the provisions of the ESC, or any other applicable legislation, the provisions of the ESC or other applicable legislation shall prevail. Similarly, should the ESC, or any other applicable legislation, impose any requirement not included in this policy, or if the ESC, or any other applicable legislation, is amended so as to provide greater or lesser benefits, or impose greater or lesser obligations, than those set out in this Policy, then the provisions of the ESC, and all other applicable legislation shall prevail.

At Flipp Advertising, our values are the foundation of our culture. They are what makes us tick, what keeps us going, and what keeps us delivering the high quality of work we are known for. When we are all living up to our values is when we are at our best. They are how we keep ourselves in check and how we make sure we are bringing our best selves to the team and in turn, making the team the best it can be. If you find yourself forgetting any of our values, you can check them out on the wall in the office.

Flipp Advertising was built around these three core values:

We thrive on positivity and as a result cultivate a fun, lighthearted working environment. We don’t take ourselves too seriously. Feel free to keep your coat on (brrr), but please check your ego at the door.

We are inclusive, compassionate and always listening. We are aware that our personal viewpoint is not the only viewpoint. We are a stronger team as a result.

To build on our value of empathy, Flipp Advertising employees participate in a self-awareness assessment called the Enneagram. To learn more about this tool, visit the Team Optimization Program section.

We have each other’s backs and are resilient problem solvers. We’re passionate, loyal and committed to our word.

At Flipp Advertising, we have customs that we have developed since the start of the company. They are a mix of policy, tradition, and celebration. 

At Flipp Advertising, as a way of saying thanks for everything you do, we’ll get you a little something on your annual anniversary with us. Each year on your anniversary date, you can look forward to a #FlippKicks reward. Pick out one pair of brand new shoes for the office (up to a $200 value) on us! You can see our team’s kicks choices using the hashtag #flippkicks on our IG @flippadvertising.

On your 5-year milestone with Flipp Advertising, your hard work and loyalty will be rewarded with a $1000 WestJet voucher and 3 bonus days off to take that vacation we know you’ve earned.

They say that “teamwork makes the dream work” and working as a team is what keeps Flipp Advertising in business providing the high quality of work that we are known for. We think that the best way for us to trust each other and connect as a team is to spend some time together outside of work. That is why we strive to have monthly team events where we can get to know each other aside from the regular work chat. Some examples include: lawn bowling, pumpkin carving, and brewery tours.

We have the brilliant minds of our Social Committee to thank for the planning of these events. If you have an idea for a team event, want to join in on the planning fun, or just want to say thanks, you can reach out to them!

Nothing feels better than recognition for a job well done. That’s why we encourage people to shoutout a job well done at our Monday Morning Meetings. Whenever you witness something that you thought deserves a shoutout in front of the team, whether it be problem solving, living into our values, or something else worthy of recognition, save it to share as part of your weekly good news. If you want to share it instantly, you can also post in our group chat (Watercooler) on Google Chat. 

At Flipp Advertising, we love working to some good tunes. We’ve set up Sonos speakers around the office so we can all share in our love of music. To skip songs or add your favourites to the playlist, just download the Sonos App on your computer or phone. You’ll need to be connected to the office wifi and then select “join an existing system”. The rest should be automatic. If you need assistance getting set up, contact your Office Manager. So, what’s playing next?

Every Monday morning, we have a meeting to kick off the week. We’ll go over work stuff, of course, but we also want to know what your wins were for the past week or weekend! Going around the group each person will share a little good news, whether it be work-related or personal, so we can all celebrate the wins together. The meeting starts at 9:oo am on the dot.

As mentioned in our Open Door Policy and Team Satisfaction Surveys, feedback is a huge part of how we operate at Flipp Advertising – essential even.

We use a performance review tool called a ‘Scorecard’, which is specific and unique to every role at Flipp Advertising. Each card includes scoring on the employee’s Outcomes, Competencies, and Values and is submitted annually on your anniversary by the Managing Partners and/or applicable Directors. As members of our team depend on each other to make our work the best it can be, completed on time, and on budget, so do the scorecards. Scorecards are interconnected so that in order for one person to hit their outcomes, they require others to do the same.

Our scorecards are scheduled, completed and stored in our Human Resources program, BrightHR. You will have access to all submitted scorecards about yourself so that you can review your own progress year after year.

The scorecard provides you and your Scorecard Keeper an opportunity for open communication and to flag any potential challenges. If you have any questions or concerns about your scorecard or how it has been completed, please contact Craig or Emily to discuss further.

Your Managing Partners and/or Directors might not see you as often as some of the other members of the team. In order to get a full picture and provide you with a Scorecard with accurate wins and opportunities, they will ask other members of the team a few questions about you before your scorecard is completed. This peer feedback will be shared with you anonymously.

You may be asked to complete a 360 review for some of your teammates throughout the year. You will receive a notice and a link to a Google Form no less than one month before the due date of the review so that you have enough opportunity to observe the person in question.

If you receive the invitation to review a fellow employee, please keep this information to yourself, as we do our best to keep all feedback anonymous. The scorecard keepers will be able to see who submitted the feedback, but they will relay any valuable feedback, both positive and constructive, to the subject anonymously.

Each 360 Review consists of 5 questions:

• What is one thing this team member does that others could learn from?
• What is one thing you would encourage this team member to start doing?
• What is one thing this team member could do to further develop their skills and/or leadership qualities?
• What are 4 words you would use to describe this team member?
• Share an example of a Flipp value this person has brought to life (name of value + example).

When answering these questions about a fellow team member, please try to be as informative and helpful as possible. Answers like “I don’t work directly with them” will not be accepted. You are given several weeks’ notice so that you can observe the person you have been asked to review and provide valuable feedback.

We would like to thank everyone on the Flipp team for your cooperation and assistance in completing these reviews. Feedback is a huge part of our culture, and we couldn’t provide this valuable insight without each and every one of you!

How are things going? How are you feeling about work? Do you have a great suggestion for the company? These are questions that we want to know the answers to.  In addition to our Open Door Policy, we also want to make it very easy for you to express your feedback about working at Flipp Advertising. That’s why we send out annual check-in surveys to gauge the overall feeling around the office. We take this data, analyze it, and make any adjustments we need to make sure that the overall experience of being a team member at Flipp Advertising is a positive one. Although we appreciate and consider any and all feedback, please know that not all items are feasibly actionable at any given time.

If you have specific feedback on a co-worker, please bring that feedback to their manager or a managing partner. Team Satisfaction Surveys are not intended to be used for specific instances with specific people. 

Communication, feedback, and the sharing of ideas is a very important part of what we do at Flipp Advertising. That’s why our Managing Partners, Emily and Craig LePan, have an ‘open door policy’. If you have any concerns, suggestions, or questions, they’ll be ready to hear you out and work with you towards a solution. This communication may be provided by email, text, verbally, or otherwise (e.g. in the company group message, etc.).

We have instituted an Open Door Policy to ensure that employees feel comfortable and safe bringing forward items that may need attention in the business. An Open Door Policy also means that in the event that an employee is nervous to bring a concern forward to a specific person, they may bring it forward to another person in the organization without fear of repercussion.

Whether it is about work or you need a coaching session with Emily, next time you have something weighing on your mind, know that their doors are always open to you. We encourage all members of the team to adopt an ‘open door policy’ to the rest of their co-workers as well.

*Please note that in the event that a complaint involves any element relating to discrimination, violence, or harassment, the investigation procedures in those applicable policies (Anti-Violence Policy, Anti-Harassment Policy, Human Rights Policy, etc.) will be followed rather than what is outlined in this policy. Click HERE for details on those policies.

Supervisor / Manager: Employees are encouraged to speak first to their immediate supervisor/manager regarding suggestions for improvements, changes to processes, etc., as their supervisor/manager would be the closest to be able to see how changes could be implemented. In the event that an employee is uncomfortable speaking to their direct supervisor/manager, they may speak to any other member of management they feel comfortable with.

Meeting Time: Employees are encouraged to request a time to speak with their chosen communicator, bearing in mind key operations responsibilities and deadlines. As much as possible, employee requests will take precedence over other issues, although there may be times when it is not possible to grant the time immediately.

Remedies: Employees should consider what an ideal state would mean for them when bringing forward a complaint.

Follow-Up: During the meeting, the supervisor/manager you are speaking with will provide you with a date for follow-up on the concern you brought forward (as needed). For matters of urgency, they will try to resolve them as soon as possible. For matters of process that require input from additional team members, this may take additional time. Regardless, if an employee is not provided with a follow-up date, they should request one.

Violence, Harassment, Discrimination and Investigation: Once in the meeting, employees should feel free to pass along what is concerning them, but must be aware that any complaints relating to discrimination, harassment, or violence, must be pursued further. Reporting any of the above, whether the employee is the subject of or witness to, will trigger an investigation as soon as possible. While requests for confidentiality will be adhered to as much as possible, there are times, for investigative purposes, when an employee’s identity must be divulged.

Matters Relating to Health and Safety: For any matters relating to immediate and urgent safety issues employees should speak with whoever is available immediately, be it their supervisor/manager (if available), a health and safety representative or committee member, or the authorities (9-1-1), rather than book in for a meeting. Safety is not a matter that can wait!

For non-urgent matters, employees are encouraged to email their supervisor/manager or health and safety representative or committee.

Speaking Up for Another Employee: While Flipp Advertising understands there are times an employee may feel uncertain about sharing concerns and ask another person to do so on their behalf, employees are encouraged to speak up for themselves as much as possible. While we will do our best, it is difficult for us to take appropriate action unless the employee who is the subject of the open door policy comes forward.

Repercussions: Employees will not be subject to any repercussions for bringing forward their thoughts, ideas, or opinions for the business. However, if it is found that an employee contravened any other policies, such as Workplace Anti-Violence, Workplace Anti-Harassment, Human Rights Policy, the employee will be subject to the progressive discipline process, up to and including termination of employment.

Flipp Advertising has built a Team Optimization Program which is rooted in our value of empathy using the structure of the Enneagram Self-Awareness Assessment tool. Although our monthly team activities may strengthen our relationships, we believe that team optimization strengthens our understanding of one another, leading to greater work and culture.

The Enneagram provides information about you and your teammates to develop an understanding of perspectives and personalities. We sometimes use the Enneagram assessment as part of our client onboarding. This information helps the team know who they are working with, presenting to, and communicating with, in order to cater to their personalities for a better working relationship. Emily will do Enneagram reviews with the team at least once a quarter. We will review different parts of the Enneagram and refresh everyone on who is what Enneagram number.

For more information on the Enneagram, your results, and the results of our team, or if you have not completed or reviewed your Enneagram Assessment, please contact Emily (emily@flippadvertising.com).

Flipp Advertising also provides Leadership Coaching for any employee who is interested. This involves support for any work or personal issues that you are experiencing. Coaching includes a maximum one-hour, monthly, confidential session. If you are interested in participating, please reach out to Emily LePan (emily@flippadvertising.com) to schedule a meeting.

Location

Suite 630, 602 — 12 Ave SW,
Calgary Alberta Canada T2R 1J3

Monday -Thursday

8:50 AM to 5:00 PM

Friday

Closed, but available.

Saturday & Sunday

Closed

Rest Periods

Flipp offers a paid 1 hour lunch break. It is encouraged to use your discretion to self-schedule this break around 12:00 p.m. – 1:00 p.m. but it can be moved based on workload, meetings, and other operational needs.

We start our days by 8:50 AM so that we are ready to hit the ground running by our daily morning meeting at 9:00 AM. Coffee made and task list for the day ready to be discussed.

Every Monday morning, we have a meeting to kick off the week. We’ll go over work stuff, of course, but we also want to know what your wins were for the past week or weekend! Going around the group each person will share a little good news, whether it be work-related or personal, so we can all celebrate the wins together. The meeting starts at 9:00 am on the dot.

Following the group’s good news update, there may be smaller meetings you are expected to attend. You will have an invite to these meetings if they apply to you.

Tuesday-Thursday morning meetings each team member gives a quick update on what they are working on for that day. The key here is to keep it brief and actionable so that everyone is aware of what is going on in the agency.

Monday – Thursday our day wraps up at 5:00 PM, unless deadlines and workload require us to stay later.

Parkside Place is currently open to the public from 7:00 AM to 5:00 PM Monday to Friday.

After regular business hours, the entrance to the building is secured by an RFID lock pad. This same RFID card will allow you access to the elevator if using it on weekends or outside of office hours. You will be provided with a RFID card, as well as a key to the office when starting at Flipp Advertising. 

If you prefer to take the stairs, the stairwell code on all floors is: 5757

Our washrooms are located across from the elevators. These spaces are shared with the other offices on the floor and are locked at all times. You will need a code to enter. The codes are posted in our boardrooms for reference.

6th Floor Washroom Codes:

Women’s: 5310

Men’s: 3333

Our building, Parkside Place, is a condominium office building. We ask that our team treats our space like they own it, because we do! Flipp Advertising owns the office on the 6th floor and we take pride in keeping it in good shape.  To help keep it tidy, we have a rotating calendar for daily office chores. This ensures that these tasks are shared equally and that our office space stays tidy. The chore chart is posted on the fridge, where you will find your name and which day(s) are assigned to you.

Morning chores:

• Unload dishwasher

End-of-day chores:

• Do a last call for dishes
• Turn on dishwasher 
• General tidying of the kitchen space (sink is empty, counters are wiped, things are put away)

If your day happens to fall on a day that you won’t be in the office, reach out to your teammates and find someone to swap with. 

If you are the last person in the office, please make sure to turn off the lights, music, and lock the door behind you. 

Primary network:
FLIPP-5G: a5x283!!
Note: Must be used for in-office printing.

Secondary network:
Flipp Advertising Inc: smartwifi
Note: Must be used for screen casting in the 6th floor boardroom.

Flipp Advertising runs on a bi-monthly payroll schedule. That means that you can expect your pay to be directly deposited into your bank account on the 15th and last business day of every month by end of the day. Your bank account information will be collected during your onboarding.

Payroll is processed through Quickbooks Online. You will get an invitation to join Quickbooks Workforce when you are entered into the system. This portal will give you secure access to your paystubs and T4 information so make sure you complete the registration.  

If you have any questions about paydays, reach out to our Office Administrator, Ashley Lutz (lutz@flippadvertising.com).  

From time to time, you may find you have purchased something for work using your personal money or driven somewhere for a work meeting in your personal car. We try to eliminate the need for this with the use of our company’s Float cards, but at times, it is unavoidable. Before making a purchase with your own money, please get the expense(s) approved first by your Office Manager or Managing Partner. If you know there will be an expense ahead of time, please let your Office Manager or Emily know so that we can load and provide you with a company card in advance.

Float Cards:
Please keep all receipts from purchases made with your Float card. The pin will be provided to you when you are given the card. When returning the card, please give it and all receipts to your Office Manager. That’s all! Easy peasy and our preferred method.

Personal Expenses:
Our Human Resources program, BrightHR has a tool that we use for Expense Reports called PoP. You can download the app on your mobile device here. Please submit your expense with a receipt or mileage details using the app. If you are having issues with this method, please let Ashley (lutz@thinkflipp.com) know and she will process your submission.

Expenses are reimbursed separately from payroll, so they may not be processed on payday. Our accountant will authorize payment to your bank account. If you do not receive reimbursement for a submitted expense within two weeks of submission, please reach out to Ashley or Emily for an update on the status of your reimbursement.

If you have any questions about expenses, reimbursements, or Float cards, reach out to your finance team. (Ashley and/or Emily)

As an employee at Flipp Advertising, you and your dependants have access to our shared health benefits plan. Flipp Advertising pays for a portion of the premiums for our extended benefits and dental plan as outlined in your employee contract. Our entire benefits plan includes:

• Life Insurance
• Accidental Death and Dismemberment Insurance (AD&D)
• Long-term Disability Insurance (LTD)
• Critical Illness Insurance
• Optional Extended Health Coverage
• Optional Dental Coverage
• Employee Assistance & Resources through Manulife

Enrollment in life insurance, AD&D insurance, Long-term disability insurance, and critical illness insurance is mandatory but enrollment in extended health and dental coverage is optional. Information on your current plan can be found on the Manulife portal, which you will sign up for when your benefits take effect. For any other questions, you can reach out to our Office Administrator, Ashley Lutz (lutz@flippadvertising.com).

Continuing Education is important at Flipp Advertising. If there is an academic venture, conference, webinar, or event that you would like to enroll in, reach out to management to discuss it further as you may be eligible for support.

Flipp Advertising follows the Alberta Employment Standards Code for all time off. To learn more about Protected Leaves and legislated requirements, please visit the Employment Standards Policy section.

Flipp Advertising understands the importance of taking time away from work to relax and recharge. We are committed to providing vacation time and pay in accordance with the Alberta Employment Standards Code, at a minimum. In the event an employee’s employment contract provides a greater benefit, the employment contract shall take precedence. 

Your individual vacation plan is in your employee contract and reflected in BrightHR when booking time off. It is indicated as Vacation time.

Flipp Advertising applies a Use It or Lose It Vacation Policy. This means that vacation time does not roll over to the following year and cannot be paid out instead of taking the time off. This is meant as an incentive to use your vacation time filtered throughout the year as part of maintaining your work/life integration.

Vacation requests are to be placed in our Human Resources software, BrightHR. From here, you will be able to make requests, edit future approved requests, and check balances, and plan vacations based on the shared calendar. Regeusts will be granted according to operational needs. Flipp Adversing Inc. reserves the right to schedule vacation for employees to ensure the smooth operation of the business and that all vacation time is used prior to the end of the year.

Vacation time is accrued as the year passes and is prorated for your start date. All Flipp Advertising vacation policies run in tandem with the Flipp Advertising fiscal year. This means that you will have a minimum of 15 days to use between March 1st of the current year and the end of February the following year, depending on your vacation policy. Vacation time is earned monthly, regardless of time taken.

Here are some examples to illustrate the policies:

• Prorating: If you started working for Flipp on February 1st, you will have prorated vacation earnings for the remainder of the fiscal year. You will have roughly 1.25 days to use before the end of February comes when your policy will reset for the new year. Our HR program, Humi BrightHR, will give you exact balances based on this information when you start.
• Accrued: For each full month of employment with Flipp, you will have earned 1/12 of your vacation balance. For someone with 15 days, that will be roughly 1.25 days. Flipp doesn’t believe in limiting when you can take your vacation, though, so you will still be able to book a week in March, just know that your accrued vacation balance will be in the negative until you have accrued enough time to cover those days.

Flipp Advertising may allow employees to take vacation time in advance of when the time is earned, provided the request is submitted in writing. If the advance request is approved, Flipp Advertising will deduct the number of days taken in advance from the employee’s future vacation entitlement. If you happen to use more days than you have accrued and have to leave your position at Flipp Advertising, the vacation overpayment will be deducted from your final paycheck.

Termination of Employment
In the event employment is terminated prior to an employee taking their vacation time, it will be
paid out to them according to the Employment Standards guidelines, along with any other amounts owed. This vacation pay will either be paid:

• within 10 consecutive days after the end of the pay period in which termination occurred, or
• 31 consecutive days after the last day of employment.

Flipp Advertising is closed on Statutory Holidays. To see what days those land on, you can view the calendar in BrightHR or to your Flipp Holidays calendar of your Google Calendar. During your onboarding, you should have been shown how to sync your calednar to BrightHR. If you need help with this, reach out to our Office Administrator for help (lutz@thinkflipp.com).

In addition to Statutory Holidays, Flipp Advertising also grants paid time off at Christmas. This usually covers the week between Christmas and the New Year. To see what dates it is for this year, check the BrightHR or Google calendar mentioned above. Please note, this changes annually and is at the owner’s discretion.

For more information regarding Statutory Holiday Standards and Policies, please visit the General Holidays section on Employment.

Please request sick time whenever you are too ill to work. This means you are unavailable for that day. Each person is allocated 5 sick days per Flipp Advertising’s fiscal year. If you are sick for more than 5 days in the fiscal year (resetting March 1st), you can request vacation time or have it recorded as unpaid sick time.

Notifying or “Calling In”
Please contact your Office Manager (lutz@thinkflipp.com) or post on the public group chat (Watercooler) whenever you are taking a sick day. Requests cannot be made directly by the employee and must be entered by an admin so it is important that either Ashley or Emily are made aware of your request. You can check your sick day balance in BightHR or request an update from Ashley.

The ESC sets out several different statutory leaves of absence that can be taken by employees. For a complete list and details regarding each leave, please consult the ESC.Employees must notify their manager in writing as soon as reasonably possible before taking any statutory leave of absence under the ESC, including:

Personal and Family-Related Leaves

• Personal and Family Responsibility Leave
• Bereavement Leave
• Compassionate Care Leave
• Critical Illness Leave

Parental and Child-Related Leaves

• Maternity Leave (Pregnancy Leave)
• Parental Leave
• Death of a Child Leave
• Disappearance of a Child Leave

Crisis and Emergency Leaves

• Domestic or Sexual Violence Leave
• Long-Term Illness and Injury Leave

Civic and Public Duty Leave

• Jury Duty
• Reservist Leave
• Citizenship Ceremony Leave

If an employee must begin their leave before notifying management, they must inform their manager as soon as possible. In some cases, employees may be required to provide reasonable evidence of their eligibility for the leave.

Effect of a Leave

The purpose, length, and eligibility for each leave may vary. Employees may be entitled to more than one leave for the same event, and each leave is separate from others. Employees should refer to the ESC for further clarification on leave entitlements.

During a statutory leave, the terms of employment will remain the same unless otherwise specified by law.

Other Leaves of Absence

The Business recognizes that employees may occasionally need to take a leave of absence for reasons not covered by statutory leaves. While it is not possible to define every potential situation, the following factors will be considered when reviewing requests for non-statutory leave:

• Previous leave requests
• Availability of suitable replacement staff
• Timing of the request
• Reason for the leave

Requests for non-statutory leave will generally be considered unpaid and without continuation of benefits unless otherwise agreed upon or required by law.

Employees must give their manager at least 30 days’ notice to request non-statutory leave. If the employee must begin the leave before giving advance notice, they should notify their manager as soon as possible.

At Flipp Advertising Inc., we are dedicated to creating a workplace that promotes both personal and professional growth. We believe in treating all employees with fairness and dignity.

To uphold these values, it is the shared responsibility of the Company and its employees to:

• Foster open communication and collaboration
• Encourage and consider diverse perspectives while promoting participation in decisions that impact careers.
• Support the personal and professional development of colleagues
• Strive to prevent workplace conflict and, when necessary, resolve disputes promptly and fairly
• Apply all policies and procedures consistently and equitably; and
• Recognize and respect every employee’s right to fair and dignified treatment.

We strive to provide a welcoming and professional environment for its employees, clients and visitors. This policy sets out the employee responsibilities for ensuring that all employees and clients have a high-quality experience.

• Employees should treat clients with respect and professionalism
• Employees should avoid the use of vulgar or profane language, as well as excessive loudness
• Respect clients regardless of age, gender, race, national origin, sexual orientation, religion, socioeconomic status, body type, political affiliation, state of health or personal habits
• Employees should not spread gossip, rumours or engage in behavior that creates friction and threatens the well-being of other employees or clients

We are an equal opportunity employer and employ personnel without regard to race, colour, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, ethnic origin, citizenship, creed, sex, record of offences, marital status, family status or sexual orientation.

It is our policy to select the best qualified person for each position within our organization based on demonstrated ability, experience, training and potential. This policy applies to all our employment and personnel practices, including decisions regarding hiring, transfer, promotion, demotion, and dismissal.

In addition, Flipp Advertising Inc. pays compensation based on comparable value and does not discriminate in employment based on gender.

Flipp Advertising Inc. reserves the right to require applicants and employees to consent to background checks to ensure they possess the requisite skills and qualifications for their roles.

Background checks may include but are not limited to:

• Criminal background and police checks
• Credit checks
• Academic and professional reference checks
• Any other inquiries permitted or required by law

All information provided to the Company must be complete and accurate. Any misrepresentation, falsification, or material omission may result in the withdrawal of a conditional job offer or disciplinary action, up to and including termination.

We recognize the diversity of our employees and will make reasonable efforts to accommodate requests for an exception to this policy, while having regard for our Company needs.

This policy does not provide an exhaustive list of acceptable or unacceptable dress and appearance standards. Employees are expected to exercise good judgment and adhere to the overall intention of maintaining a professional and presentable work environment. It applies to all employees as well as temporary agency workers, volunteers, students, trainees, and apprentices (if applicable). Failure to adhere to our standards of dress and appearance may result in discipline.

The Company has established a professional dress code to allow employees to work comfortably and efficiently. Examples of Unacceptable Attire include: inappropriate logos or slogans, excessively ripped, torn or stained attire, wet and/or muddy footwear.

If you have any questions about the dress code or appropriate attire, please reach out to our management team.

All employees are expected to work during regular office hours unless their contract states otherwise. Additionally, employees may be required to work outside regular hours to meet the Business’s operational needs and objectives.

Flipp Advertising Inc. reserves the right to adjust the regular work week hours at any time. We will provide as much advance notice as possible regarding any changes.

The Company is committed to fair and constructive treatment of unacceptable work performance. The following progressive discipline process will, where appropriate, be carried out with the intent of improving employee behaviour and/or performance. The purpose of this policy is to:

Deal with allegations of misconduct fairly.

• Encourage employee improvement through continuing education and supervision.
• Ensure that discipline is proportionate to the seriousness of the misconduct.
• Reserve the Company’ right to terminate employment immediately where misconduct is severe and incompatible with continued employment.
• Ensure disciplinary measures are consistent with the Company’ obligations under the ESC.

This policy applies to all employees. It does not apply to independent contractors/consultants.

All incidents or allegations of misconduct will be investigated before the Company proceeds with disciplinary measures. The depth of investigation required will depend on the nature of an incident or allegations and will vary case to case.

Identification of Performance Issues  

The employee’s manager is responsible for promptly identifying and responding to any unsatisfactory conduct or performance by the employee. Before initiating our progressive discipline process, the manager shall first communicate our expectations to the employee both verbally and in writing so that the employee is fully aware of the standards expected of him or her and that failure to comply with those standards will result in discipline.

The Company may place an employee on a performance improvement plan at any time, including before or during the four-step progressive discipline policy as detailed below.

Progressive Discipline 

If the employee’s performance continues to fall short of acceptable standards or if the employee commits a serious initial act of misconduct, such as violating the rules set out in this policy, the employee’s supervisor shall initiate the progressive discipline policy, which involves a verbal warning, a written warning, a final written warning, and a dismissal if management deems appropriate.

Each stage of progressive discipline has the aim of impressing on the employee the seriousness of misconduct, communicating expectations regarding future conduct, and offering the employee an opportunity to improve.

The Company, in its sole discretion, reserves the right to bypass any and all of the below progressive discipline steps as deemed appropriate. The Company will assess all employee performance and behaviour-based issues on a case-by-case basis and may treat each issue differently in accordance with the severity and/or frequency of the issue.

Step One: Verbal Warning

The employee’s manager shall meet privately with the employee to discuss their performance issues and warn the employee that failure to correct their conduct could lead to further discipline up to and including termination of employment. A note regarding the details of the verbal warning will be placed in the employee’s personal file. The manager shall discuss with the employee ways to bring about improvements in the employee’s performance.

If the Company determines that it is appropriate, the employee will be placed on a performance improvement plan with the aim of helping the employee correct their behaviour and improve their work performance.

Step Two: Written Warning 

If an employee’s performance does not improve following Step 1, then the employee shall receive a written warning that their continued misconduct could lead to further disciplinary action up to and including termination of employment. If so, a formal disciplinary letter will be given to the employee and placed in their personnel file. This letter will detail the employee’s misconduct, expectation for improvement, and the consequences of further misconduct, including termination. The employee’s manager will again discuss with the employee ways to bring about improvements in the employee’s performance.

If the Company determines that it is appropriate, the employee will be placed on a new or updated performance improvement plan with the aim of helping the employee correct their behaviour and improve their work performance.

Step Three: Final Written Warning

The final written warning is the last time the employee will be issued a warning before the Company proceeds with terminating the employee.

During this step, the Company will require the employee to provide an explanation as to why their performance continues to suffer so the Company has a final chance to work with the employee before they are terminated. Similar to the previous steps, the employee’s manager will discuss with the employee ways to bring about improvements in the employee’s performance.

If the Company determines that it is appropriate, the employee will be placed on a new or updated performance improvement plan with the aim of helping the employee correct their behaviour and improve their work performance.

Step Four: Termination 

If the employee’s misconduct continues after Step 3, then the employee will be terminated.

Exception For Serious Misconduct 

The Company reserves the right to bypass any or all steps in the progressive discipline process and proceed directly to termination if an employee engages in serious and willful misconduct, including but not limited to:

• Theft or fraud
• Breach of confidentiality
• Workplace violence
• Discrimination or harassment

Each disciplinary case will be assessed individually, considering the nature and severity of the misconduct.

Flipp Advertising Inc. is committed to providing an environment free of discrimination and harassment, in which all individuals are treated with respect, dignity and have equal opportunities.

Relationship to OHS requirements
This policy forms part of Flipp Advertising Inc.’s workplace violence and harassment prevention plan and is intended to support compliance with Alberta occupational health and safety requirements, the Alberta Human Rights Act, and Flipp’s commitment to a safe, respectful and inclusive workplace.
Under the Alberta Human Rights Act, every person has the right to freedom from harassment and discrimination in employment.

Harassment and discrimination will not be tolerated, condoned, or ignored. If a claim of harassment or discrimination is proven, disciplinary measures will be applied against the offending employee(s), up to and including dismissal.

The objectives of this policy are to:

• Ensure that all staff and clients are aware that harassment and discrimination are unacceptable practices and are incompatible with our standards, as well as being a violation of the law;
• Set out the types of behaviour that may be considered offensive and are prohibited by this policy; and,
• Promote appropriate standards of conduct at all times.

Application

The right to freedom from discrimination and harassment extends to all employees, including full-time, part-time, temporary and contract staff, as well as volunteers, co-op students, interns and apprentices.

It is also unacceptable for members of staff or contractors working on our behalf to engage in harassment or discrimination when dealing with clients, or with others with whom they have professional dealings, such as suppliers, service providers and potential clients.

This policy applies to every level of our organization and to every aspect of the workplace environment and employment relationship, including recruitment, selection, promotion, transfers, training, salaries, benefits, and termination. It also covers rates of pay, overtime, hours of work, holidays, discipline, and performance evaluations.

Furthermore, this policy applies to events that occur outside of the physical workplace, such as during business trips and company parties.

Any violation of this policy or its related procedures may result in disciplinary action, up to and including termination of employment, in accordance with the Business’ Disciplinary Policy.

Protected Grounds

This policy prohibits discrimination or harassment based on the protected grounds listed in the Alberta Human Rights Act, and any combination of such grounds.

Definitions of Prohibited Behaviour

For the purposes of this policy:

“Discrimination”

means any form of unequal treatment based on a protected ground, whether imposing extra burdens or denying benefits. It may be intentional or unintentional. It may involve direct actions that are discriminatory on their face, or it may involve rules, practices or procedures that appear neutral, but have the effect of disadvantaging certain groups of people.

“Harassment”

means a course of vexatious comments or actions that are known, or ought to reasonably to be known, to be unwelcome. It can involve words or actions that are known or should be known to be offensive, embarrassing, humiliating, demeaning, or unwelcome. Prohibited harassment is not necessarily based on any prohibited grounds.

“Workplace Violence”

means the threatened, attempted or actual conduct of a person that causes or is likely to cause physical or psychological injury or harm, and includes any threatening statement or behaviour that gives a worker reasonable cause to believe they are at risk of injury. Workplace violence may involve employees, managers, clients, contractors, suppliers, visitors, or other third parties and may occur in the workplace, during work‑related travel, at work‑related events, or through electronic communications related to work.

“Sexual Harassment”

means engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome; and/or making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

Examples of Prohibited Behaviour

Examples of the type of behaviour prohibited by this policy include but are not limited to:

• Any form of sexual harassment, including touching, petting, pinching, kissing, unwelcome sexual flirtations, advances, requests, or invitations, leering or other suggestive gestures;
• The display of visual sexual material that is offensive, or which one ought to know, is offensive;
• Bullying;
• Demeaning and/or belittling comments;
• Nicknames, remarks, jokes or innuendos related to a protected ground;
• Obscene remarks or gestures;
• Display or circulation of offensive pictures, graffiti or materials, whether in print form or via e-mail or other electronic means;
• Singling out an individual for humiliating or demeaning teasing or jokes because they are a member of a protected group;
• Comments ridiculing an individual because of characteristics that are related to a protected ground; and,
• Creating a poisoned work environment through comments or conduct. The comments or conduct may not be directed at a specific individual, and may be from any individual, regardless of position or status. A single comment or action, if sufficiently serious may create a poisoned environment.
• Derogatory statements or sexually suggestive postings through the use any of information or communication technology, or online media including, but not limited to social media platforms such as Facebook, Microsoft Teams, X (also formerly known as Twitter), Instagram, TikTok, Snapchat, etc.).

Examples of Workplace Violence

• Threats of physical harm or intimidating behaviour
• Attempted or actual physical assault, pushing, hitting, grabbing, or unwanted physical intimidation.
• Aggressive or threatening conduct by a client, supplier, contractor, or other third party toward a worker.
• Stalking, threatening messages, or repeated behaviour that causes a worker to reasonably fear for their safety.

What isn’t Workplace Harassment or Discrimination?

Reasonable action or conduct by a manager or employee that is part of his/her normal work function will not normally be considered harassing or discriminatory. This is the case even if there are sometimes unpleasant consequences for an employee. Examples include:

• Changes in work assignments;
• Scheduling;
• Job assessment and evaluation;
• Workplace inspections;
• Implementation and enforcement of dress codes; and,
• Counselling/disciplinary action.

Differences of opinion or minor disagreements between co-workers will also generally not be considered workplace harassment.

Roles and Responsibilities

All employees are expected to uphold and abide by this policy, by refraining from any form of harassment or discrimination, and by cooperating fully in any investigation of a harassment or discrimination complaint.

Managers have the additional responsibility to act immediately on observations or allegations of harassment or discrimination. Managers are responsible for creating and maintaining a harassment and discrimination-free organization and should address potential problems before they become serious.

Any employee who believes they have been subjected to workplace discrimination or harassment should report the matter to their manager for investigation in accordance with the procedures set out below. If an employee’s manager is alleged to have engaged in workplace discrimination or harassment, the employee may report such matters to the next level of management.

Complaints Procedure

Step One: Reporting

Any employee who believes they have been subjected to or witnessed workplace violence, harassment or discrimination should report the matter as soon as reasonably possible. Reports may be made to the employee’s manager, the complaints officer, HR, or another designated member of management. If the employee’s manager is involved in the concern, the employee may bypass that person and report directly to any other designated reporting contact. Flipp will take all reports seriously and will respond promptly, impartially and as confidentially as circumstances permit.

Step Two: Workplace Investigation

The investigator, upon receipt of a complaint or allegation of workplace discrimination or harassment, shall conduct a prompt, thorough and confidential investigation into the allegation or complaint.

The Business will also conduct an investigation if it indirectly becomes aware of an incident of workplace harassment or discriminatory conduct, such as where an employee witnesses an incident of workplace harassment or discrimination or learns about it from a third party.

The Business may, at its discretion or where required, utilize the services of a third-party investigator, outside legal counsel, or such other external expertise as necessary in the circumstances.

Under no circumstances will a complaint or allegation be investigated by the individual who is the alleged harasser or by the individual who is alleged to have engaged in discriminatory conduct. Furthermore, under no circumstances will a complaint be investigated by an individual who is under the direct control of the alleged harasser or by an individual who is alleged to have engaged in discriminatory conduct.

The investigation procedure is as follows:

1. Interview with the complainant: The investigator will interview the complainant concerning the facts underlying their allegation(s).

2. Interview with the respondent: The investigator will interview the employee accused of committing the workplace discrimination or harassment. The employee will be asked for their response to the allegation(s) being made and for their side of the story.

3. Interviews with witnesses and other individuals: The investigator will then interview any other employees or individuals who may have witnessed the incidents of alleged workplace discrimination or harassment, or who may otherwise be able to provide information relevant to the investigation.

4. Records: The investigation will be documented, and the record will consist of, among other things, detailed notes of all interviews with employees and witnesses and all other information relevant to the investigation.

5. Report: The results of the investigation will be reported, in writing, to management. The results will include an assessment of the validity of the complaint.

Step Three: Action

The results of an investigation must be communicated in writing within ten (10) calendar days of the investigation being concluded to the worker(s) who has/have claimed the alleged harassment or discrimination. Where an investigation results in disciplinary action, the complainant(s) and the respondent(s) will be informed in writing. If the investigation does not corroborate the complaint(s), then the complainant(s) and the respondent(s) will be advised in writing and the matter will be closed. It is important to note that the results of the investigation are not the same as the investigation report. The results of the investigation are a summary of the findings of the investigation.

If the investigation corroborates the complaint(s), then the Business will, among other things, take appropriate disciplinary action against the offending employee(s) and any other measures it deems necessary to properly address the incident and prevent future incidents of workplace discrimination and harassment. The nature and extent of any disciplinary or remedial action will be determined by the Business in its sole discretion and may include dismissal of the offending employee(s) for cause. The Business also may require that a worker participate in an anger management program or other form of counselling, either voluntarily or as a condition of continued employment.

Any corrective action must be communicated to the complainant(s) and the respondent(s) in writing within ten (10) calendar days of the investigation being concluded. The amount of information provided about the corrective action will depend on the circumstances but must indicate what steps the Business has taken or will take to prevent a similar incident of workplace harassment if workplace harassment was found.

Protection From Retaliation

No retaliation or reprisals will be undertaken or tolerated against any employee who, in good faith, raises a concern, makes a complaint, reports an incident, seeks advice, or participates in the investigation of any allegation of workplace violence, harassment or discrimination. Any employee who engages in retaliation or reprisal may be subject to disciplinary action, up to and including dismissal.

Employee Cooperation

If it is necessary for the purposes of completing, carrying out or protecting the integrity of an investigation, or if it is necessary to maintain a work environment that is safe and free of harassment and discrimination, the Business may require an employee to remain out of the workplace while an investigation is being conducted.

The participation and cooperation of all employees is critical to the development and implementation of this policy. The refusal or failure of any employee to cooperate with the Business is a serious form of misconduct for which an employee may be disciplined up to and including dismissal.

Confidentiality

The Business recognizes the difficulty of coming forward with a complaint of workplace discrimination or harassment and a complainant’s interest in keeping the matter confidential. To protect the interests of the complainant, the respondent, persons who may report incidents of workplace harassment and the integrity of the process, confidentiality will be maintained throughout the process and information relating to the complaint will be disclosed only to the extent necessary for the purposes of investigating or taking corrective action with respect to the incident or complaint, or is otherwise required by law.

All individuals involved in a workplace investigation are expected to keep the substance of the investigation strictly confidential. Unless otherwise set out in this policy, all records of complaints, including records of meetings, interviews, results of investigations and other relevant material, will be maintained in a confidential file and will be disclosed only to the extent necessary to carry out these procedures and where disclosure is required by law.

All such records will be retained in accordance with our privacy policy and procedures.

Prevention, Communication and Training

Flipp Advertising Inc. will take reasonable steps to prevent workplace violence and harassment and to foster a respectful workplace culture. These steps may include policy communication, leadership expectations, early intervention, review of reported concerns, and assessment of work‑related risks that could contribute to violence or harassment.

All employees will receive information and instruction on this policy, including prohibited conduct, reporting options, investigation procedures, protection from retaliation, and expectations for respectful workplace behaviour. Managers and supervisors may receive additional training regarding their duty to respond to concerns, escalate issues promptly, and support a safe workplace. Training will be provided at onboarding and on a periodic basis thereafter, and records of training will be maintained by the Business.

Policy Review

This policy and the related workplace violence and harassment prevention process shall be monitored on an ongoing basis and reviewed at least annually, and more frequently if required due to legislative changes, workplace incidents, or identified gaps in the effectiveness of the policy or procedures.

The Business is committed to its duty to accommodate an employee and to actively engage in the accommodation process with employees, their physicians, and, where applicable, their representatives.

This policy covers all employees of the Business requiring short or long-term accommodation because of any injuries, disabilities, or illness originating on or off the job, or any other protected need or rights under applicable human rights legislation.

The process described in this policy applies when accommodation is requested and documented by an employee, by a qualified medical care provider or physician on behalf of an employee, or objectively determined and documented by management.

Accommodation Process

The accommodation process involves a systematic and in-depth review of the job requirements and the limitations or performance problems the accommodation needs creates.

The purpose of this review is to identify changes or modifications that may allow the employee to perform the essential job duties free from workplace obstacles.

Accommodation is a shared responsibility between employees requesting accommodation and the Business.

A review to determine the feasibility, type and duration of accommodation involves an interactive process and dialogue that should involve at a minimum the employee requesting the accommodation and local management. Depending on the circumstances, the Business may also mandate a third party to help with the assessment of the available positions and determining the possible accommodations.

Each request for accommodation will be assessed on a case by case basis, considering, among other things, the employee’s particular situation and the potential impact of the requested accommodation on the Business. This process may take several discussions to determine the feasibility, type and duration of accommodation.   Other factors, including the employee’s ability to perform the essential functions of his or her role with the accommodation and the reasonableness of the accommodation, will be considered.

If the Business determines that it cannot reasonably accommodate the employee’s request, the employee’s continued employment with the Business will be assessed based on applicable employment laws and regulations, the Business’s policies and procedures, and any collective bargaining agreements. During continued employment, the Business will continue the interactive process towards identifying accommodation(s) that meets the needs of the employee and does not create an undue hardship on the Business.

The Business may require an employee to provide medical documentation supporting the requested accommodation. Acceptable documentation will clearly include the employee’s specific functional limitations, the prognosis for recovery and the anticipated length of time the accommodation will be required. Vague or generic statements in documents are not acceptable. Examples of unacceptable statement include: “light duty”, “cannot work full time”, or “can only be assigned to [particular piece of equipment or task]”. If an employee refuses to provide this supporting documentation, the employee may not be entitled to reasonable accommodation.

The Business has the right to retain and use a medical professional of its choice to review and advise it on accommodation matters and to review relevant documentation and the employee has the obligation to cooperate with this process.

Our Responsibilities

The Business is responsible for:

• providing information to employees about accommodation and return-to-work assistance;
• identifying and eliminating barriers that may prevent an employee from performing his or her job;
• managing employee requests for accommodation in a timely, confidential and sensitive manner;
• ensuring that appropriate individuals are involved in the accommodation process;
• informing individuals as to what information and documentation they need to provide to facilitate the accommodation process; and,
• initiating discussions about accommodations with employees or job applicants where appropriate.

Employee Responsibilities

Employees are responsible for:

• making their accommodation needs known to management;
• helping to identify potential accommodation options;
• providing information and documentation in support of their request for accommodation;
• accepting the accommodation solution that meets their needs, even if it is not their preferred accommodation option; and,
• informing the Business of any changes to their needs to allow it to properly assess and revise any accommodation, if required.

The Business is committed to ensuring that it operates according to the highest standards of ethical conduct and in compliance with applicable laws and its internal policies. The purpose of this Whistleblower Policy (the “Policy”) is to set out the Company’ policy and procedures in respect of reporting and investigating allegations of breaches of ethical or legal duties.

Scope

This Policy applies to all employees, contractors, and volunteers of the Company, as well as its directors and officers.

Definition of Incident

For the purpose of this Policy, a complaint may be submitted if any one of the following incidents occurs, is reasonably suspected to have occurred, or there are reasonable grounds to believe will occur (each an “Incident”):

• Accounting, auditing, or other financial reporting fraud or misrepresentation;
• Violations of federal or provincial laws that could result in criminal charges, fines, or civil and/or statutory liability payable by the Company, or that could otherwise significantly harm the Company’ reputation or public image;
• Unethical Business  conduct in violation of any of the Company’ policies;
• Danger to the health, safety, or well-being of employees, volunteers, contractors, and/or members of the public, or environmental damage.

All individuals subject to this Policy have a duty to report an Incident as soon as practicable.

Procedure for Reporting Complaints

Employees, volunteers, or contractors who reasonably suspect an Incident should submit a written complaint to the Designated Authority. If the Designated Authority is implicated or unavailable, the complaint should be directed to an independent director or third party.

The written complaint should include the following information:

• Description of the alleged Incident
• Date complainant became aware of the alleged Incident
• Name of the individual suspected of engaging in or contemplating engaging in the alleged Incident
• Steps taken (if any) prior to making complaint

Individuals are not required to prove the truth of an allegation, but they are required to act in good faith, and to provide sufficient evidence to show that there is a reasonable basis for the complaint warranting an investigation.

All complaints will be treated confidentially and reviewed in a timely manner.

Investigation Procedure

Once a complaint is received, an investigation will commence. The investigation will be conducted by a manager, officer, or director who is not implicated in the complaint, or, where that is not possible or where the involvement of any manager, officer, or director may give rise to the appearance of bias, the Business may, in its sole discretion, engage an outside party to act as investigator.

The investigator will interview all relevant personnel and review any evidence provided by the individual who made the complaint. All employees, volunteers, contractors, directors, and officers are required to cooperate with the investigator to the extent legally permissible.

The investigator may enlist the assistance of other employees, legal counsel, and other advisors as appropriate.

The investigator will prepare a report, and any legal or other action will be taken as appropriate. The results of the investigation will be shared with the complainant to the extent possible while respecting the privacy of individuals involved and the confidentiality of Business information.

Records pertaining to any complaint made pursuant to this Policy will be retained in compliance with applicable laws.

No Retaliation

Where an employee, volunteer, or contractor, in good faith and on reasonable grounds, reports an Incident pursuant to this Policy, the Business will not take any deleterious action against the employee, volunteer, or contractor as a result of such report. For greater certainty, employees, volunteers, and contractors will not be discharged, demoted, suspended, threatened, denied an opportunity or benefit, harassed, or in any other manner discriminated against as a result of reporting a genuine concern.

Where an individual believes that they have been retaliated against for submitting a complaint in good faith under this Policy, they may submit a follow-up complaint in respect of the alleged retaliation in accordance with the procedure for reporting complaints outlined in this Policy. The retaliation complaint will be investigated according to the investigation procedure set out in this Policy.

Any individual who is found to have retaliated against an individual for reporting a complaint in accordance with this Policy will be subject to discipline.

Nothing in this Policy restricts the Business from taking disciplinary action or steps to manage the performance of any employee, volunteer, or contractor for reasons that are not connected to a good faith complaint made pursuant to this Policy.

Where, after investigating a complaint, the Business reasonably concludes that an employee, volunteer, or contractor made an unfounded complaint in bad faith or without reasonable grounds, the employee, volunteer, or contractor will be subject to discipline, up to and including dismissal or termination of contract.

Review of the Policy

This Policy may be amended from time to time.

Employees are strictly prohibited from reporting to work and engaging in work while impaired by drugs, alcohol or other substances (including cannabis) which may cause impairment.

The use, possession, transfer, or sale of any illegal substance on our premises or in any parking lot or work site is strictly prohibited.

However, if any employee requires accommodation due to a disability (such as substance abuse issues) or as a result of being prescribed medically required drugs (including cannabis), the worker should immediately report his or her condition to management in confidence.

Definitions

“Impairment” or “being impaired” means that an employee’s normal physical or mental abilities, or faculties, while at work have been detrimentally affected by the use of substances (legal or illegal, including cannabis) as determined by the Business in its sole discretion. Without limiting the generality of the foregoing, “impairment” includes the inability to perform work duties safely, competently, or efficiently.

Application

Employees must be fit for work at all times, without becoming unfit due to drug or alcohol use. An employee must not attend work or perform work while unfit due to drug or alcohol use.

Any employee who reports for work impaired will not be allowed to work and any worker who is found to be impaired while working will not be allowed to continue working. Employees must not use drugs or alcohol during work hours or during breaks from work. If, in the opinion of management, the employee is considered impaired, the employee shall be sent home by taxi or another safe means of transportation. An impaired employee shall not be allowed to drive under any circumstances.

Subject to any overriding obligations at law (such as a duty to accommodate a disability), any employee who violates this policy by either reporting to work impaired, becoming impaired at work or working while impaired is guilty of serious workplace misconduct and can be subject to severe disciplinary action including immediate dismissal for cause.

The Business recognizes that an addiction to drugs, alcohol, or other illegal substances can qualify as a “disability” for purposes of human rights legislation and will accommodate any disability up to the point of undue hardship.

The Business is committed to creating a safe, healthy, and comfortable workplace for all its employees and visitors. The Smoke-Free Workplace Policy (the “Policy”) sets out the Business’s prohibition on smoking in the workplace.

This Policy applies to all employees of the Business.

Definitions

For the purposes of this policy,

• “Smoking” means:
• Inhaling and exhaling or holding lighted tobacco or cannabis (medical or recreational); and
• Inhaling and exhaling the vapor produced by an electronic cigarette or similar device, whether or not the vapour contains nicotine.
• “Workplace” includes but is not limited to:
• All company-controlled premises, including but not limited to offices, meeting rooms, waiting rooms, washrooms, lounges, dining rooms, and immediate surrounding areas; and,
• All non-company-controlled premises where an employee is performing work for, and on behalf of, the business.

Policy Statement

Smoking in the workplace is strictly prohibited. All employees and visitors must comply with and support the Policy.

Appropriate “no-smoking” signs will be clearly displayed in the workplace.

Repeated contraventions of the Policy may lead to disciplinary action up to and including dismissal.

In the event of an emergency, please contact one of the following:

Craig LePan: 403-613-1973

Emily LePan: 403-818-8460