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Providing a great work environment and treating each other with respect and dignity

HOW WE TREAT ONE ANOTHER

At Canway, we treat each other with respect and dignity.   This means, for example, that employment decisions are made without regard to race, religion, national origin, citizenship, age, gender, sexual orientation, veteran status or the presence of any disability.
Treating each other with respect and dignity also means that all our staff is entitled to work in an environment that is free of harassment.   Sexual harassment or any other type of harassment will not be tolerated at Canway.  Harassment can take many forms, including (as examples):

  • Unwelcome remarks, gestures or physical contact

  • The display or circulation of sexually explicit or derogatory pictures or other materials

  • Sexual or derogatory jokes or comments (explicit or by innuendo)
    and
  • Verbal abuse, threats, taunting or leering
If you believe that you or another staff member has been treated unfairly or harassed, immediately notify your manager or your Partner Resources manager.  If you prefer, you may call the Helpline.  Your concerns will be investigated promptly and treated in a confidential manner.

Canway managers have a special responsibility to ensure that this policy is understood and followed.   Managers are available to answer questions about this policy and to help our staff obtain more information.   Materials provided to you upon hire contain additional information about Canway’s equal employment and anti-harassment policies.

EMPLOYEE PRIVACY AND PERSONAL ACTIVITIES

Treating each other with respect and dignity includes respecting one another’s privacy.   Of course, you may keep your personal activities outside of the workplace confidential.   However, you should always keep in mind that you are a representative of Canway.   Further, if you use the equipment or resources of Canway for any communication from or to anyone, you have consented to the right of Canway to intercept such communication and to monitor your use of Canway’s equipment and resources.   Do not use the equipment or resources of Canway if you intend a communication to be private.

Canway understands the need for balance between work and personal and family life, and we encourage staff to get involved in their communities.   However, staff members should not impose their personal beliefs or opinions on other staff members or represent their personal opinions as those of Canway.

HEALTH, SAFETY AND WORKING ENVIRONMENT

Canway is committed to providing all staff with a clean, safe and healthy work environment.   To achieve this goal, we must recognize our shared responsibilities to follow all safety rules and practices, to cooperate with officials who enforce those rules and practices, to take necessary steps to protect ourselves and other staff members, to attend required safety training and to report immediately all accidents, injuries and unsafe practices or conditions.

You can find additional information about maintaining a safe, healthy working environment at Canway in the information provided to you upon hire and in the Safety, Security and Health Standards manual.  Please be sure that you are familiar with this information.

WORKPLACE SECURITY AND VIOLENCE PREVENTION

Canway strives to provide a safe work environment for all our staff.  Safe working conditions and common-sense work practices lead to a safe and secure work environment.   In order to enhance workplace security, you should be familiar with and follow the information provided to you upon hire and in Canway’s Safety, Security and Health Standards manual.

Canway also strives to prevent workplace violence.  Factors such as an unpleasant work environment or job stress may increase the potential for workplace violence.  Canway works hard to train effective, supportive managers and to treat all staff with respect and dignity.  Information provided to you upon hire and in the Safety, Security and Health Standards manual describes the warning signs associated with workplace violence, ways to reduce your vulnerability and what to do if you are faced with a potentially violent situation.

If you have any questions or concerns about workplace security or violence prevention issues, please talk with your manager.

SUBSTANCE ABUSE AND WEAPONS

In order to promote the safety of our employees, customers and suppliers, Canway has a strict policy regarding substance abuse and weapons.

Our staff is not permitted to use or possess alcoholic beverages on company and/or customer property, except at Canway’s-sponsored social events where Canway permits alcohol.  You also may not use or possess illegal drugs or controlled substances on customer and/or Canway’s property or while you are engaged in any job-related activity.  Staff may not report to work under the influence of alcohol or illegal drugs or controlled substances.  Staff may not have or possess any weapon while in a Canway and/or customer property.

Canway takes this policy very seriously.   It is essential that you understand and follow it.  Please review the materials provided to you upon hire and the Safety, Security and Health Standards manual, which contain more information about Canway’s Substance Abuse and Weapons policies.   If you have questions, please contact your manager or call the Helpline.

WAGE AND HOUR RULES

Canway has a compensation and benefits package for some of its employees. As an employee, your job is classified according to the nature of your employment.   Your classification affects things like your benefits, eligibility for overtime pay, and meal and rest periods.

Canway is committed to following all applicable minimum wage, overtime wage, child labor and other wage and hour laws and regulations.  To assure that all work performed for Canway is compensated correctly, it is essential that all work time is reported and recorded accurately.   Every employee is responsible for this important recordkeeping task, both for yourself and for any staff whom you supervise.  If you have questions about your classification, or any other wage and hour issues, please consult your manager or the information provided to you upon hire.  Any problems with recordkeeping or any inaccuracies in compensation should be reported promptly to your manager.

 

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