At JG-I Group of Companies (JG-I) employees are our most important asset. Standards and procedures are identified, and measures are taken to ensure that JG-I employees benefit from a safe and healthy working environment.
Equality of opportunity is observed in all human resources activities including hiring, training and development, promotion and pay. We oppose all forms of discrimination, including those based on race, religion, language, skin color, sex, and sexual orientation.
The JG-I Code of Business Conduct states the points that all employees should be aware of in order to work together in a harmonious and respectful manner, and mindful of human rights.
DIVERSITY AND INCLUSION
Diversity and inclusion are foundational to our core value of teamwork. Our workforce comprises skilled professionals and trade personnel who are dedicated to achieving excellence for all of our stakeholders. JG-I's goal is to sustain its diverse workforce by leveraging each individual’s knowledge and talents while promoting cross-cultural understanding and collaboration.
JG-I employees are expected to demonstrate dignity and respect by valuing the diverse backgrounds, experiences, and ideas among their colleagues and in the locations where our company operates. Employees must also promote an inclusive work environment by practicing appropriate and fair behaviours towards all JG-I employees, clients, and individuals in our communities.
FAIR EMPLOYMENT PRACTICES
JG-I has implemented standards so that our employees are treated with respect and fairness and free from all forms of discrimination regardless of location. All employment decisions such as hiring, promotion, pay, termination, training opportunities and job assignments are based on merit, not a person’s characteristics such as gender, race, color, religion, national origin, marital status, age, disability, pregnancy, veteran status, sexual orientation and other characteristics protected by law.
JG-I respects the rights set out in the Canadian Human Rights Act and the Federal Labour Standards.
As well, JG-I recognizes and conducts business in alignment all applicable Provincial Legislation, such as the Alberta Human Rights Act and Alberta Employment Standards Rules.
HARASSMENT FREE WORKPLACE
JG-I is committed to providing a work environment in which all workers are treated with respect and dignity. Harassment will not be tolerated from any person at or outside of the work site including JG-I employees, subcontractors, clients or members of the public.
JG-I as the employer is committed to eliminating or, if that is not reasonably practicable, controlling the hazard of harassment. Everyone is obligated to uphold this policy and to work together to prevent workplace harassment.
Workplace harassment means any single incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying or action by a person that the person knows or ought reasonably to know will or would cause offence or humiliation to a worker, or adversely affects the worker’s health and safety, and includes conduct, comment, bullying or action because of race, religious beliefs, colour, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status, gender, gender identity, gender expression and sexual orientation, and a sexual solicitation or advance. Reasonable action taken by the employer or supervisor relating to the management and direction of workers or a work site is not workplace harassment.
In support of this policy, JG-I has put in place workplace harassment prevention procedures. It includes measures and procedures to protect workers from the hazard of harassment and a process for workers to report incidents or raise concerns.
JG-I will investigate and take appropriate corrective actions to address all incidents and complaints of workplace harassment in a fair, respectful and timely manner. JG-I pledges to respect the privacy of all concerned as much as possible and will not disclose the circumstances related to an incident of harassment or the names of the parties involved (including the complainant, the person alleged to have committed the harassment, and any witnesses) except where necessary to investigate the incident, to take corrective action, to inform the parties involved in the incident of the results of the investigation and corrective action taken, or as required by law.
No workers can be penalized, reprimanded or in any way criticized when acting in good faith while following this policy and the supporting procedures for addressing situations involving harassment. This harassment prevention policy does not discourage a worker from exercising the worker’s right under any other law, including the Alberta Human Rights Act.
EMPLOYEE PERSONNEL INFORMATION
For personnel, payroll, health care benefits and other routine operations, JG-I maintains and uses private and sensitive personal information about employees (such as personal contact information, identification numbers, resumes and compensation data) for legitimate business only. JG-I follows all applicable data privacy laws and has policies and practices regarding the handling of such information. Information privacy is maintained by only accessing and sharing confidential employee data for legitimate business purposes, with appropriate authorization, and on a need-to-know basis.