Code Of Conduct


The Organization expects employees to adhere to a certain standard of conduct in order to foster a work environment that is positive, productive, and motivating for everyone. Employees are expected to conduct themselves in such a manner as to inspire public confidence through fair and honourable activities, as it relates to the business of the Organization. Employees are expected to use common courtesy and good judgment regarding appropriate conduct at work and conduct themselves with integrity and professionalism at all times.


The Code of Conduct applies to all individuals acting in their capacity as employees of the Organization and carries the expectation that the employee will avoid any inappropriate conduct or acts which could negatively reflect on the organization.


It is the responsibility of every employee to know and comply with the provisions of the Organization’s Code of Conduct. If an employee is unsure of the proper course of action to take in a particular situation, they should speak to their manager. If an employee is unsure as to whether their actions may cause embarrassment or compromise the image and integrity of the Organization, they should not proceed before seeking further guidance. The following are examples of inappropriate conduct, (but not limited to):

  • Falsification or destruction of records or documents;
  • Acts of dishonesty or fraud (including falsification of expense claims);
  • Unauthorized disclosure of information;
  • Misuse of property, services, or resources;
  • Abuse or misuse of Organization expense cards (e.g., using cards for non-business-related purposes);
  • Operation of an Organization vehicle in violation of the law;
  • Intentional damage or unauthorized use of Organization property;
  • Inappropriate use of information technology networks and resources, including but not limited to viewing or downloading inappropriate content, downloading software without approval, or attempting to access another individual’s information;
  • Negligence resulting in actual or potential harm to the Organization or its stakeholders;
  • Impropriety or the appearance of impropriety;
  • Breach of trust;
  • Frustration of contract;
  • Misuse of position/abuse of power;
  • Criminal conduct;
  • Unauthorized or excessive absence;
  • Excessive tardiness;
  • Failure to abide with any Organization policy, procedure, guideline or standard resulting in actual or potential harm to the Organization or its stakeholders;
  • Unauthorized possession or use of alcohol and/or drugs on the Organization’s premises or while on Organization business;
  • The possession of dangerous, deadly, or illegal weapons while on the Organization’s premises or while conducting Organization business;
  • Unauthorized monitoring, recording, or accessing of conversations or other communications;
  • Insubordination;
  • Fighting, abusive language, threats, or threatening conduct;
  • Failing to cooperate with, or providing false, misleading, or incomplete statements to, auditors, examiners, or other investigators regarding any matter relating to the Organization; and
  • Other activities not in the best interest of the Organization or its stakeholders.

All violations of this policy will be investigated to the best of the Organization’s ability and in a manner that ensures due process. This policy applies to violations that occur in the following locations:

  • On Organization property; or
  • Off Organization property if
    • the violation was in connection with an Organization-sponsored or authorized activity; or
    • the violation may have the effect of harming the reputation of the Organization.

Violations of these policies may require immediate action or investigation and could result in discipline, including dismissal.

Effective Date

Updated Jan 1, 2023

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