Codes of Conduct
Zenith Code of Conduct
Our own Code of Conduct is one of the ways we put our values into formal practice.
Zenith provides equal employment opportunities to all employees, applicants, and job seekers, and is committed to making decisions using reasonable standards based on each individual’s qualifications as they relate to a particular employment action (e.g., hiring, training, promotions).
No person shall be discriminated against in employment or harassed because of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability or pardoned conviction.
Zenith is committed to fostering a safe, harassment-free workplace where all employees are treated with respect and dignity. The Canadian Human Rights Act protects employees from harassment based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability or pardoned conviction.
- offending or humiliating someone physically or verbally;
- threatening or intimidating someone;
- any act of aggression resulting in physical or psychological damage, pain or injury; or,
- making unwelcome jokes or comments about someone’s race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability or pardoned conviction.
Sexual harassment is:
- offensive or humiliating behaviour that is related to a person’s sex or gender identity or expression;
- behaviour of a sexual nature that creates an intimidating, unwelcome, hostile or offensive work environment; or
- behaviour of a sexual nature that could reasonably be thought to put sexual conditions on a person’s job or employment opportunities.
Zenith has a zero-tolerance limit with regards to harassment and violence. Employees engaging in either harassing or violent activities will be subject to discipline, which may include termination of employment and possibly criminal charges. This includes any employee who: interferes with the resolution of a harassment complaint; retaliates against an individual for filing a harassment complaint; or files an unfounded harassment complaint intended to cause harm.
All parties to a harassment complaint are expected to respect the privacy and confidentiality of all other parties involved and to limit the discussion of a harassment complaint to those that need to know.
This policy applies to all behaviour that is in some way connected to work, including during off-site meetings, training, on business trips and during company social or volunteering events. This policy applies to all current employees of Zenith, including full and part-time, contract, permanent and temporary employees. This policy also applies to job applicants.
Whistle Blower Policy
Zenith requires every team member to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. Management and employees must practice honesty and integrity in fulfilling their responsibilities and comply with all applicable laws and regulations.
Every team member of Zenith has an obligation to report questionable or improper business practices. Any concerns can be discussed with Daniel Boyton or Kris Cox directly, in confidence to the extent possible. No employee who, in good faith, reports a concern shall be subject to retaliation or adverse employment consequences.
Should a violation of this become known to Zenith and not be corrected, we shall discontinue the business relationship, and if necessary, file a report to the required authorities.
Conflicts of Interest Policy
A conflict of interest occurs when a person’s personal interests, activities or relationships conflict, or appear to conflict, with their responsibility to act in the best interests of Zenith. Personal interests include direct interests as well as those of family, friends, or other organization a person may be involved with. A conflict of interest may be actual, potential or perceived and may be financial or non-financial.
Every employee is responsible for disclosing any financial or personal interests, activities or personal or familial relationships that create an actual or perceived conflict of interest. This policy does not seek to unreasonably limit external activities but emphasizes the need to disclose conflicts and potential conflicts of interest to ensure that the Zenith’s interests are not compromised.
Depending on the circumstances, an employee’s continued participation in activities in which an actual or perceived conflict of interest exists may be permitted but affirmatively managed, or it may be prohibited. Ultimately, we are seeking honesty and transparency so we can operate in the fairest way possible.
Supplier Code of Conduct
Zenith has developed a Supplier Code of Conduct that embodies our sustainable and social considerations into our procurement process.
The Zenith Supplier Code of Conduct sets out the minimum standards for our suppliers and subcontractors to promote safe and healthy workplaces, fair labour practices and environmental responsibility. We expect all of our suppliers to ensure their compliance with the standards within this Code. We expect our suppliers to inform us of any challenges they have in meeting these standards and we will work with and support suppliers who are committed to continuously improving their workplace practices.
Zenith will reserve the right to discontinue business with suppliers who are not responsive to requests to address concerns around workplace practices and instances of non-compliance with these policies.
Supplier Diversity Commitment
Zenith is committed to developing mutually beneficial relationships with businesses that serve our communities according to our Values. When all business considerations are determined to be equal among competitive suppliers, Zenith gives preference to: B Corp certified companies; companies with verified third party certifications that relate to our business; suppliers that are owned by women or under-represented populations, and; to local and independent companies as this helps them to compete with larger institutions for local business and reinvests money back into the local economy.
Sustainable Procurement Commitment
In all procurement, Zenith seeks to:
- Make purchases from businesses that are in align with our Supplier Diversity Commitment
- Make purchases of products that have third-party environmental and/or social certifications
- Purchase goods that considers the full life cycle of a product; specifically, the sustainability of input materials, production, packaging, transportation and end-of-life disposal. This may include procuring second hand items when available.
- Refer customers to responsible suppliers and/or sustainable products and services offered by businesses that are in alignment with our Supplier Diversity Commitment
All procurement activities carried out by Zenith are to be conducted in accordance with:
- The laws of British Columbia and Canada
- Recognized professional and ethical business practices
- Zenith’s Code of Conduct Policies
Legal and Ethical Requirements
Suppliers will comply with national and other applicable laws of the country of manufacture of products, including those laws relating to labour, worker health and safety and the environment. In addition, they will meet national and legal requirements for wages and benefits, hours of work, and health and safety.
Child & Forced Labour Policy
Zenith will not tolerate the use of child or forced labour by any of our suppliers and/or contractors with whom we do business with.
A “child” is defined as persons under the age of 15 (or 14 where the law of the country of manufacture allows). Where hazardous working conditions exist, workers must be at least 18 years of age. The use of legitimate workplace apprenticeship programs, which comply with all laws and regulations, is permitted.
“Forced Labour” is any and all work or service that they do not offer voluntarily. Providing wages, accommodations or other compensation does not necessarily indicate the labour is not forced.
Non-Discrimination and Diversity
Employment decisions must be made solely on the basis of knowledge, skill, efficiency and ability to do the job and meet its requirements and no person shall be subject to discrimination in hiring and employment practices such as promotions, rewards, and access to training. No person shall be discriminated against in employment or harassed because based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability or pardoned conviction, as per the Canadian Human Rights Act.