Governance & Policy
- Code of Ethics
- First Nations and Indigenous Peoples
- Environmental Protection
- Sustainability & Climate Change
- Health & Safety
- Zero Tolerance
- Driving Policy
- Social Media
- Equal Opportunity Employer
Code Of Ethics
Hive has developed a Code of Ethics that affirms our commitment to uphold high moral and ethical principles in our day-to-day activities and beyond. It provides guidance on the basic norms of expected behavior for those employed with Hive or conducting business of our behalf. We will strive to be adaptable to local customs, traditions and laws of the communities we work in, but will base all work on honesty, integrity and respect.
Respect for the Law
Hive and its employees shall comply with all laws, rules and regulations and governmental requirements of those jurisdictions in which it conducts business. Employees must diligently seek to avoid conduct which might be interpreted as being in contravention of laws governing the affairs of Hive and our Clients in any jurisdiction in which it operates.
Compliance with the general laws and ethics of Canada applies to all jurisdictions where we are active. For example, bribery, sexual harassment, substance abuse, exploitation of any labour or abuse of human rights is not tolerated, irrespective of local laws governing such matters.
Hive values its reputation for fair dealing and holds itself and its employees to the highest standard when contracting with others and fulfilling those contracts. We will honour commitments, duly perform our obligations and treat with respect those that are obligated to. Employees should treat fairly those they have dealings with and be honest with the Company, suppliers, clients, subcontractors, customers, partners, communities and others in its employ.
Dealing with Public Officials
All dealings between employees of Hive and public officials or other persons will be conducted in a manner that will not compromise the integrity or question the reputation of any public official or other person, Hive or its affiliates.
Conflict of Interest
Employees will avoid all situations in which their personal interests conflict or might appear to conflict with their duties to Hive. Any potential conflict shall be reported to management accordingly.
Employees should avoid acquiring interests or participating in any activities that would tend
- to deprive Hive of the time and attention to perform their duties properly,
- to create an obligation or distraction which would affect their judgement or ability to act solely in the best interests of Hive or our clients,
- to result in improper personal benefit to them or their family
Any opportunities that become available through his / her / their job, position or employment activities must be disclosed and treated as belonging to Hive even if they arise outside of normal working hours.
Employees owe a duty to Hive and its clients to advance its legitimate interests when the opportunity to do so arises.
Employees are prohibited without the consent of management from
- taking for themselves opportunities that are discovered through the use of corporate property, information or their position,
- using corporate property, information or their position for personal gain, and
- competing with the Company directly or indirectly
Protection and Proper use of Company Assets
Employees should protect Hive’s assets and ensure their efficient use. This also extends to any equipment or assets supplied by the client, subcontractor or any other persons involved in a project.
Our policies permit the appropriate use of electronic communication assets and, when authorised, the personal use of leased automobiles. Employees will take steps to prevent theft, carelessness and any manner that has a direct impact on Hive’s profitability.
Inside information obtained as a result of an individual’s employment with Hive will not be disclosed to others nor used for personal financial gain. Employees may find themselves in violation of applicable securities laws if they misuse information not generally known the the public or if, while possessing specific confidential information, they either trade or induce others to trade in stock of a client or other linked corporation.
Hive supports and promotes a work environment with which individuals are treated with respect, provided with equality of opportunity based on merit and are kept free of all forms of discrimination.
Discrimination should not be tolerated at any level of the Company or in any part of the employment relationship. This includes areas such as recruitment, promotion, training opportunities, salary, benefits and terminations. Employees will be treated as individuals and given opportunities based on merit and ability to do the work.
We will sustain an environment that encourages personal respect. Differences between individuals, such as in age, race, sex, religion and physical limitations will be respected. Employees can expect to have their dignity honoured and their rights protected. Employees are entitled to freedom from sexual and all other forms of personal harassment.
We all have a right to work in an environment free from violence and threats. Hive prohibits all acts of physical, verbal or written aggression or violence. This applies whether the aggression is committed by one employee against another, or against anyone else an employee comes in contact with when carrying out his or her responsibilities.
Compliance with Hive policies protects all employees as well as the value of our assets and operations and its reputation for acting properly. Identifying problems or violations to enable them to be quickly and properly resolved or to prevent them from escalating or recurring, benefits all workers and enhances the workplace for the betterment of all concerned.
Accountability for Adherence to the Code
Failure by any employee to comply with the laws or regulations governing the Hive’s business, this Code or any other Company policy or requirement may result in disciplinary action including termination and, if warranted, legal proceedings. All employees are required to cooperate in any internal investigations of misconduct.
Health and safety
All employees, direct hires and contracted are expected to understand and abide by these rules:
- All accidents, incidents, and injuries, as well as unsafe acts and conditions, must be reported immediately to your supervisor or designated escort. Concerns about poor workstations, task design, and early signs or symptoms of soft tissue injuries must also be reported;
- First aid treatment must be obtained promptly for any injury and recorded in the First Aid logbook. If you intend to report to your physician due to a workplace injury or condition that developed at or is aggravated by work, you must inform your supervisor or site first aid attendant;
- Employees must comply with the applicable Occupational Health and Safety (OHS) legislation in the jurisdiction in which they are working;
- All work must be carried out according to appropriate safe work practices and safe work procedures;
- You must wear appropriate Personal Protective Equipment (PPE) in accordance with safe work practices, and must maintain and clean PPE which is issued to you;
- Tools are to be used only for the purpose for which they were intended and only tools which are in good repair can be used;
- Tools which are designed for use with guards and safety devices must not be used if those guards or safety devices have been removed or tampered with;
- All tools and equipment that has been damaged or become worn must be promptly tagged, including warning of the damage/malfunction and taken out of service for repair or replacement; and
- Good housekeeping practices must be maintained daily in all work areas. This includes personal work areas and offices.
- You are prohibited from arriving at work or remaining at work when your ability to perform the job safely is impaired for any reason.
- You must not smoke tobacco, except for in designated areas;
- You must actively participate in SGDS Hive safety program, including attendance at training sessions.
- Horseplay, fighting, violence, harassment or bullying of any kind, and otherwise interfering with another employee is strictly prohibited.
- Where there is a danger of entanglement, employees must not wear rings, watches, or other jewelry or loose-fitting clothing, and must confine long hair to avoid entanglement.
- The above list is a minimum standard and not exhaustive. Additional rules may be developed by SGDS Hive management team on a project-by-project basis.
Health and Safety Communication
The OHS performance of a workplace depends heavily on the quality of communication between employees, contractors and management. The importance of good communications for the health and safety of employees cannot be overstated.
Employees must be aware of the hazards they are likely to encounter on the job in order to protect themselves. SGDS Hive, and particularly workplace supervisors, have a duty to obtain accurate and sufficient information about the hazards and communicate the information effectively to all employees in their area of responsibility. Employees have a duty to report hazards to their supervisors and ask questions about any aspect of the job of which they are not sure.
SGDS Hive employees will receive health and safety information from management and from Client representatives having authority over the sites on which SGDS Hive personnel are working. SGDS Hive Inc. has developed the following Element to detail how the company will fulfill this commitment.
Health and Safety Communication Policy
Effective health and safety communication is an integral component of SGDS Hive’s Health and Safety Management System. To support effective health and safety communication, SGDS Hive is committed to:
- Communicating senior management’s commitment to improving OHS culture;
- Communicating the company’s health and safety expectations throughout the organization;
- Complying with all legislative requirements in regards to OHS communication;
- Holding monthly safety meetings and weekly toolbox meetings with employees and, where applicable, contractors to ensure two-way health and safety-communications;
- Using a variety of communication tools to ensure the information is received and understood by all workers; and
- Maintain appropriate records of health and safety communications where required for review or regulatory compliance; and
- Correcting significant items identified through two-way communications in a timely manner.
Forms of Health and Safety Communication
The following are ways in which OHS information will be communicated:
- SGDS Hive will provide an orientation to new employees that includes:
- SGDS Hive OHS policy, program manual and behavioral expectations;
- Applicable OHS legislation, employee rights (including the right to refuse unsafe work) and responsibilities;
- Workplace procedures, e.g. completing job hazard analysis (JHA) forms, contacting supervisor, summoning first aid, emergency evacuation routes, etc.;
- General safe work practices and safety rules; and
- Site-specific hazards, rules, contact information and evacuation routes.
Orientations will be held within the employee’s first week of employment with SGDS Hive. Site-specific orientations will be arranged by the employee’s supervisor with a client site representative and will be completed before the employee commences work on site. If the employee is absent from a client site for greater than six months, the employee will complete a new orientation.
- Formal training courses, seminars, and conferences. These may be presented by authorized trainers focusing on specific topics. Formal training courses, seminars and conferences will be held on an as-need or availability basis subject to management approval.
- Management communications and tours: Communications from senior management demonstrating their commitment to improving the company’s health and safety culture. These may be presentations, letters or other OHS demonstrations. Senior and middle managers will also tour work sites, observe work practices and discuss safety issues with workers at minimum once per year.
- General health and safety meetings. General health and safety meetings will be held monthly. A wide range of topics may be covered including current issues in the workplace, review of safe work practices or procedures, emergency preparedness, and safety related general interest or off-the-job safety. Relevant safety-related videos, presentations or demonstrations may occur. Each meeting will include a two-way communication component where all employees may express OHS-related ideas, issues and concerns. Meeting minutes will be documented and posted to ensure those employees who were not present during the meeting also receive important information.
Tool Box Meetings
SGDS Hive employees will attend in-house or client held toolbox meetings on site. Toolbox meetings are brief (5-15 minutes) meetings usually hosted by the supervisor or crew foreperson for small groups of employees (4-10). Contractors present on the worksite under SGDS Hive direction must also attend client-led toolbox meetings. Toolbox meetings focus on 1-3 key topics, intended to heighten general awareness of safe work practices. Employees are encouraged to voice safety issues and concerns and to participate in two-way communications regarding OHS issues during Toolbox meetings. At minimum, toolbox meetings will be held weekly if not more frequently depending on the hazards present at the work site and/or client requirements.
- Pre-project meetings. SGDS Hive employees will attend pre-project meetings to review the work to be completed during the shift and the details of the hazards and controls recorded on the JHA form. Employees may voice any additional hazards they feel are likely to be met during the shift (e.g. due to site-specific or environmental impacts) and update the JHA form to reflect such hazards and their controls accordingly.
- Job Specific Training. Employees new to the company or a specific task will receive job-specific training from their supervisor. Job specific training will include the following:
- Job responsibilities
- Regulations and legislative requirements
- Review of job specific hazards, appropriate controls and accepted work procedures and practices.
- Emergency procedures.
- Work Mentoring. Once workers have been deemed competent for their role and have received on-the-job training, they may be subject to ongoing coaching to reinforce good health and safety habits and practices. The trainer may be the supervisor or an experienced coworker. Trainers will periodically observe the employee performing the task and provide instructions to ensure development of the correct, safe procedures.
- Coaching and mentorship provides employees with an opportunity to demonstrate their competence in performing the work task safely and to a satisfactory standard. Employees may also feel more comfortable asking for assistance from or reporting concerns to their mentor rather than their direct supervisor.
- Safe Work Procedures. Step-by-step procedures developed specifically for hazardous or critical tasks.
- Hazard Alerts. Hazard Alerts are short descriptions of a hazardous condition or act which will be communicated throughout the company to ensure similar conditions or acts are prevented or corrected. Hazard Alerts may be derived from incidents, near misses, inspections or reports. They may also be developed from events in the news or bulletins from the regulator which may be related to SGDS Hive’s operations.
- SGDS Hive Occupational Health and Safety Program Manual
- Outlines the company’s Occupational Health and Safety Program.
- Tool/equipment manuals
- a. Contains information about the precautions to be taken when using particular tools and equipment.
- Postings and signage
- Posting monthly General health and safety meetings (JHSC) meeting minutes, toolbox talks, employee policies, regulatory orders, Hazard Alerts?etc.
- Signage containing warnings or cautions to be heeded so that employees may be alerted to particular hazards in the area. Signs must meet the requirements of the applicable OHS legislation
- Safety posters
- Posted at workplaces to increase general safety awareness.
- Often posters are provided on the applicable regulatory agencies website.
- Provide discussion of particular safety issues. Examples include news bulletins from OHS prevention regulators.
Communications required by legislation
OHS legislation places duties on all employers to communicate with employees regarding health and safety for the purpose of controlling hazards and preventing injuries and illnesses. Some formal communication requirements are listed below.
Management responsibilities include:
- Provide information, instruction, training, and supervision to ensure the health, safety, and welfare of employees;
- Consult with the JHSC or OHS Rep on all matters pertaining to occupational health and safety at the workplace;
- Respond in writing within 30 days to formal recommendations made by the JHSC or OHS Rep;
- Consult with the JHSC or OHS Rep about scheduling workplace inspections to ensure that employees, and particularly supervisors, are made familiar with health and safety hazards that may be met by them in the workplace;
- Establish, maintain and communicate the provisions of the employee OHS program;
- Post the names of JHSC members or OHS Rep in the workplace as well as the names of persons holding valid first aid certificates; and
- Maintain records and statistics on significant matters pertaining to health and safety including safety inspections and accident investigations.
Employee duties include:
- Immediately report a hazardous condition to their supervisor;
- Ask their supervisor questions if they are unsure of the safe procedure to follow; and
- Bring outstanding safety concerns to the attention of the JHSC or OHS Rep (if applicable).
Joint Health and Safety and/or Occupational health and safety representative duties include:
- Receive complaints from employees as to their concerns about the health and safety of the workplace and keep records of the complaints and how they were dealt with;
- Establish and promote health and safety educational programs for employees;
- Make recommendations to the workplace management, employees and contractors regarding standards to protect the health, safety, and welfare of employees;
- Make formal (written) recommendations to the workplace management regarding necessary improvements for the benefit of workplace health and safety;
- Hold regular JHSC meetings and record and post minutes of the meetings;
- OHS Representative must meet with workplace management at a frequency determined by legislation;
- Investigate refusals of unsafe work which are referred to them and keep records of proceedings; and
- Keep records of workplace inspections and communicate findings to workplace management.
New and young employee orientation
Regulatory OHS statistics have identified new and young employees as having an extremely high frequency rate of accidents and occupational injuries. Specifically, male employees between the ages of 15 to 25 are identified to be at the highest risk. As such, multiple Canadian OHS regulators have enacted legislation mandating requirements specific to the protection of these employees.
In an effort to protect new and young employees and to remain in good standing with OHS legislation, SGDS Hive has implemented provisions for providing new and young employee orientations. All newly-hired SGDS Hive employees are required to attend orientation within a reasonable time from being hired.
Records of the orientation detailing the topics reviewed and signed by both the designee conducting the orientation and the employee being oriented will be kept in the project OHS files. Employees will be required to complete orientations again should they move to a new project site or if they return to the project after a an absence of six months or more.
New and young employee orientations will include, at minimum, the following information.
- SGDS Hive OHS Policy and Program Summary:
- The company’s safety objectives and expectations;
- Employees safety responsibilities;
- The company’s disciplinary procedures
- Company process for reporting OHS issues or concerns:
- Who to contact if the employee has questions or concerns regarding OHS;
- Employee’s ability/responsibility to report safety concerns to the appropriate personnel; and
- Employer’s commitment to providing a safe and healthy working environment and the employee’s
- General Safety Rules as they pertain to the Safety Program:
- All general company safety rules and site-specific health and safety rules.
- Hazard assessment and control
- Overview of the SGDS Hive hazard identification, assessment and control process;
- Requirement for employees to participate in hazard identification and control process including development of safe work procedures and JHAs.
- Accident reporting and investigation
- Employee requirement to immediately stop working (so long as cessation of work does not create a further hazard to others in the worksite) following an accident and report the accident to their supervisor;
- Employee requirement to cooperate in any accident investigation; and
- Possible employee testing for drugs and alcohol if required as part of an accident investigation.
- SGDS Hive fitness for work policy and procedure:
- When and how to notify their supervisor regarding prescription or over the counter drugs that may affect the employee’s ability to perform their work safely;
- When and how to notify their supervisor of fatigue affecting their ability to perform their work safely;
- Resources for assistance for alcohol and drug addictions;
- Potential for termination of employment should the employee report to work under the influence of drugs or alcohol;
- Emergency Response Plans:
- Locations of emergency evacuation routes and muster points;
- Information regarding how to report emergencies and summon emergency responders; and
- Employee responsibilities before, during and post emergency.
Housekeeping and fire prevention;
- Expectations regarding housekeeping and prevention of slip/trip hazards;
- Expectation to keep fire exits free of obstacles at all times;
- How to report potential fire hazards;
- The locations of fire extinguishers and fire alarms;
- Requirements for hot work permits and fire watch responsibilities; and
- Locations of designated smoking areas
First aid, injury management, gradual return to work and blood borne pathogens
- How to summon first aid attendants;
- Requirement to report all injuries (including perceived minor injuries) and illnesses to the first aid attendants;
- Location of first aid kits or designated first aid rooms;
- Locations of eye wash stations or emergency showers;
- The appropriate process for submitting compensation claims;
- Options for gradual return to work following an injury or illness;
- Requirement to wear personal protective equipment when dealing with blood or body fluids and to properly dispose of any blood, body fluid or materials that has been touched by blood or body fluid; and
- Process to manage events of potential exposure to bloodborne pathogens including post exposure care.
Violence, harassment and bullying
- Definition of violence, harassment and bullying;
- Prohibited workplace items (e.g. weapons);
- ZERO TOLERANCE for workplace violence and harassment;
- What to do if an employee is experiencing harassment or bullying; and
- How to respond to violent workplace situations.
Program audits and change control
The main purpose of program audits is to ensure that what has been planned and intended in the SGDS Hive safety program manual is actually implemented, maintained and current. It ensures that the description outlined in the Program Manual is actually fulfilled in the workplace. It also allows monitoring of changes in workplace conditions and provides a basis for continual improvements of the OHS Program.
SGDS Hive will conduct internal annual audits of the OHS Program at all workplaces.
Zero Tolerance Policy
Drugs and Alcohol Policy
SGDS Hive is committed to providing a safe and healthy work environment at every client site. The company recognizes that the use and misuse of certain substances, including alcohol, illegal drugs, prescription and non-prescription medication, can have adverse effects on individual health, safety, and job performance, and on other contractors and the work environment.
According to the Canadian Center on Substance Use and Addiction, substance use affecting the workplace includes use that occurs during operational hours that can have an impact on employee behavior or performance (e.g., consuming alcohol at lunch, taking certain medications) and use that occurs outside of operational hours but still has an impact (e.g., getting high before going to work, calling in sick due to a hangover).
The company is committed to promoting awareness to maintain a safe and healthy work environment and has zero tolerance of drugs and alcohol for all positions.
All SGDS employees are expected to abide by this Drugs and Alcohol Policy.
The company and its employees share the responsibility of maintaining a safe work environment. The Company expects all employees to:
- Arrive on site “fit for work”;
- Conduct themselves in a safe and lawful manner at all client sites, free of drugs and alcohol. All of our camps will operate as “Dry” locations, meaning no drugs or alcohol are permitted in camp.
- Not be under the influence of drugs and alcohol when in transit to and from site. The company expectation is that employees should not consume drugs or alcohol eight hours before leaving for the site and are not to consume drugs or alcohol until they have arrived at the location that they will be departing their field time from. For example, the Yukon field team, will not consume drugs or alcohol eight hours before they leave Whitehorse for the field and will not consume drugs or alcohol until they have returned to Whitehorse from the field.
- Not to be under the influence of drugs and alcohol when on site;
This policy applies to all SGDS Hive employees, contractors and subcontractors.
The Drug & Alcohol Policy is at a minimum reviewed on an annual basis and updated as required to keep the information current and consistent with regulatory and procedural changes.
Bullying and Harassment Policy
What is bullying and harassment?
Bullying and harassment includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment.
There is a difference between bullying and harassment and other types of incidents that can happen in the work environment. The following behaviors may not be bullying and harassment if they are approached in an appropriate manner:
- Expressing differences of opinion
- Offering constructive feedback, guidance, or advice about work related behavior and performance
- Making legitimate complaint about someone’s conduct through established procedures
A ‘person’ includes any individual, whether or not they are a workplace party. This means that a ‘person’ could be a workplace party such as an employer, supervisor, or co-worker, or a non- workplace party such as a member of the public, a client, or anyone a worker comes into contact with at the workplace.
In order to determine what is reasonable in the policy, a definition below is included for a ‘reasonable person’.
Black’s Law Dictionary, Ninth Edition, defines a reasonable person as follows:
“…a person who exercises the degree of attention, knowledge, intelligence, and judgment that society requires of its members for the protection of their own and of others’ interests. The reasonable person acts sensibly, does things without serious delay, and takes proper but not excessive precautions…”
If you feel that you are being subjected to bullying or harassment, please contact Andrew Randell or Jennifer Sly. Based on this conversation, an investigation may occur following the below procedures.
Workplace bullying and harassment investigation procedures
- How and when investigations will be conducted?
- Bullying and harassment investigations at SGDS Hive will initially be conducted internally. In complex or sensitive situations, an external investigator may be hired.
- Investigations will:
- be undertaken promptly and diligently, and be as thorough as necessary, given the circumstances
- be fair and impartial, providing both the complainant and respondent equal treatment
in evaluating the allegations
- be sensitive to the interests of all parties involved, and maintain confidentiality
- be focused on finding facts and evidence, including interviews of the complainant, respondent, and any witnesses
- incorporate, where appropriate, any need or request from the complainant or respondent for assistance during the investigation process
- What will be included
- Investigations will include interviews with the alleged target, the alleged bully, and any witnesses. If the alleged target and the alleged bully agree on what happened, then SGDS Hive will not investigate any further, and will determine what corrective action to take, if necessary.
- The investigator will also review any evidence, such as emails, handwritten notes, photographs, or physical evidence such as vandalized objects.
- Roles and responsibilities
- Andrew Randell and/or Jennifer Sly are responsible for ensuring workplace investigation procedures are followed.
- Workers are expected to cooperate with investigators and provide any details of incidents they have experienced or witnessed.
- Andrew Randell and /or Jennifer Sly will conduct investigations and create a written report with conclusions.
- If external investigators are hired, they will conduct investigations and provide a written report with conclusions to Andrew Randell and Jennifer Sly.
- The alleged bully and alleged target will be advised of the investigation findings by Andrew Randell and/or Jennifer Sly
- Following an investigation, Jennifer Sly will review and revise workplace procedures to prevent any future bullying and harassment incidents in the workplace. Appropriate corrective actions will be taken within a reasonable time frame.
- In appropriate circumstances, workers may be referred to the employee assistance program or be encouraged to seek medical advice.
- Record-keeping requirements
- SGDS Hive expects that workers will keep written accounts of incidents to submit with any complaints. SGDS Hive will keep a written record of investigations, including the findings.
- Annual review
- These procedures will be reviewed annually. All workers will be provided with a copy as soon as they are hired, and copies will be available in their New Hire package and in the company standard operating procedure binder.
This policy has been created to ensure the safety of those individuals who drive SGDS Hive vehicles or vehicles rented or leased by SGDS Hive. Vehicle accidents are costly to the company, but more importantly, they may result in injury to the driver or passengers within the vehicle. It is the driver’s responsibility to operate all vehicles in a safe manner and to drive defensively to prevent injuries and property damage. As such, SGDS Hive endorses all Provincial and Territorial motor vehicle regulations relating to driver responsibility. SGDS Hive expects each driver to drive in a safe manner pursuant to the following safety rules.
The attitude you take when behind the wheel is the single most important factor in driving safely.
- Driver’s must have a valid Class 5 license issued in their home province and keep that license on them at all times when operating a vehicle for SGDS Hive
- Company vehicles are to be driven by authorized employees only. Other employees, contractors, subcontractors, guests, friends or family members are not permitted to operate company vehicles
- Company vehicles are to the driven for company business only. Personal use of company vehicles is prohibited. No unauthorized persons are allowed to ride in company vehicles. Passengers should be limited to employees, clients, contractors, subcontractors and, with permission, family members.
- Any employee who has a Driver’s License revoked or suspended shall immediately notify head office and discontinue operation of the company vehicle. Failure to do so may result in disciplinary action up to and including dismissal.
- All accidents involving company vehicles, regardless of severity, must be reported to the police and to head office. Failing to stop after and accident and/or failure to report an accident may result in disciplinary action up to and including dismissal.
- Any damage to the vehicle must be reported as soon as possible to head office and the site supervisor.
- The use of a company vehicle while under the influence of alcohol, illegal drugs, or misused prescription or non-prescription medication is forbidden and is sufficient for discipline up to and including dismissal.
- All drivers and passengers operating or riding in company vehicles must wear seatbelts.
- Report any mechanical issues or repairs needed to the site manager and to head office.
- Driver’s are responsible for the security of company vehicles. The vehicle engine must be shut off, ignition keys removed, and vehicle doors locked whenever the vehicle is left unattended. If a vehicle is left with a parking attendant, only the ignition key is to be left.
- Familiarize yourself with the equipment in the vehicle including all control switches, before you start driving so you can perform basic functions without taking your eyes off the road. Make sure the seat and mirrors are adjusted.
- Under all circumstances, employees shall obey all motor vehicle laws. Violation or fines incurred by employees shall be the full responsibility of the employee and may affect future driving privileges in company vehicles as outlined above. Picking up hitchhikers is prohibited regardless of local regulations.
- Cell phone use is prohibited. Bluetooth devices should be synced then the cell phone placed in the glove box. All calls, the checking of maps and any other phone related activity should be done only when it is safe to park and talk, look etc.
- Ensure that extra fuel is stored in jerry cans outside of the cabin of the vehicle.
- Complete the vehicle inspection sheet with a focus on tire pressure, fuel, fluids, lights and the condition of the windshield
- Take the opportunity to refuel whenever possible so that there is no danger of running out of gas in an isolated area
- Fill out the log book that is kept in the vehicle with a quick description of what the vehicle is being used for including the site that it is being used for
- If you are leaving the vehicle at the airport, make sure that the tank is full, the vehicle is clean, and all food items have been removed.
- Leave the log book and vehicle inspection form in an obvious place so that the next person using it can use the information on the sheet and in the book to have any issues fixed before leaving town
- If you are staying overnight take the vehicle to be vacuumed and washed if necessary
- Read through log book and vehicle inspection sheet to see if there are any issues that need to be fixed before leaving town with a focus on oil and fluid levels
- If time permits, take the vehicle to be vacuumed and washed
- Take the opportunity to refuel whenever possible so that there is no danger of running out of fuel in an isolated area.
- If you are going to be driving a long distance between gas stations, make sure that you fill provided jerry cans and secure them outside of the vehicle cabin
- Once you arrive at the site, remove everything from the vehicle and ensure that there is no food left in the vehicle.
Social Media Policy
Definition: For the purpose of this policy, social media should be understood to include any website or forum that allows for open communication on the internet including, but not limited to:
- Social Networking Sites (e.g. LinkedIn, Facebook)
- Micro-blogging sites (e.g. Twitter)
- Blogs (including company and personal blogs)
- Online encyclopedias (e.g. Wikipedia)
- Video and photo sharing websites (e.g. YouTube, Snapchat, Instagram)
Using social media at work:
- Employees must limit their use of social media during working hours or on equipment provided by SGDS Hive. Employees should not use email addresses provided by SGDS Hive to register on social networks, blogs or other websites unless discussed and permitted beforehand.
- Employees are not authorized to speak on behalf of the employer, unless explicitly given permission. An employee should never represent him or herself as a spokesperson for SGDS Hive unless given explicit permission or approval to do so. Employees should never post anything to the internet in SGDS Hive’s name without prior written consent.
- If an employee chooses to post online content relating to SGDS Hive, the employee should make it clear that he or she is not speaking on behalf of SGDS Hive. Any online activity relating to or impacting the employer should be accompanied by a disclaimer stating that “The postings on this website are my own and do not necessarily reflect the views of SGDS Hive”. This disclaimer should be visible and easy to understand.
Do not post confidential information:
- Employees must protect SGDS Hive’s trade secrets and private, confidential and proprietary information. Please refer to section 5.6 of your Employee Agreement for what falls under this confidentiality section. For the purposes of this policy, Trade Secrets includes the posting of pictures or descriptions of any mineral samples found in the field, maps generated while in the field or any other data collected within the field that has not been made public.
- Respect Financial Disclosure Law – employees should keep in mind that it is illegal to communicate or provide a tip on inside information with respect to the buying and selling of stocks or securities.
- Employees should act appropriately when posting online. Any online behaviour should be consistent with the employer’s policies and procedures with respect to ethics, confidential information, discrimination and harassment. Because online tone can be interpreted in different ways by readers, employees should not engage in any online conduct that would not be acceptable or appropriate in the workplace, including derogatory, discrimination or stereotypical remarks, threats, intimidation, harassment, insults, slander, defamation or pornography.
- Employees should be aware of who their audience is and should not engage in or post any pictures or anecdotal information of themselves or their co-workers violating any company policy. This includes the Health and Safety, Driving, and Drug and Alcohol policies.
- Demonstrate respect – When posting anything online, employees should always be fair, courteous and respectful to co-workers, clients, customers, colleagues and other individuals who may work on behalf of SGDS Hive. Employees should demonstrate proper respect for the privacy of others. If an employee decides to post a complaint or criticism, the employee should avoid using any statements, photographs, video or audio that may be viewed as malicious, obscene, threatening, harassing or abusive of co-workers, clients, customers, colleagues or other individuals that work on behalf or are associated with SGDS Hive. Employees should refrain from engaging in offensive postings that may create a hostile and abusive work environment based on race, sex, religion or any other protected class.
- Be accurate and honest- Employees should always be accurate and honest in postings any news or information to social media and quickly correct any mistakes or errors. Employees should never post any information which is known to be false about SGDS Hive or any co-workers, clients, customers, colleagues or other individuals that work on behalf of or associated with SGDS Hive.
- Retaliation Prohibited – SGDS Hive prohibits taking negative action against any employee for reporting a possible violation of this social media policy or cooperating in any investigation with respect to a potential social media policy violation. Any employee who retaliates against any employee for reporting a possible deviation from this policy or for cooperating in any investigation will be subject to disciplinary action up to and including termination.
Business-related social media accounts:
- All business-related social media activity and related postings maintained by employees for marketing and/or networking purposes remain the property of SGDS Hive at all times. All information including the account, the login and password should be returned to SGDS Hive at the end of the employee’s employment. No employee has the right to use the account after termination of employment and only SGDS Hive is permitted to change account names and settings.
Equal Opportunity Employer
SGDS Hive is strongly committed to equal opportunities in employment. We welcome applications from all minority group members, women, Aboriginal persons, persons with disabilities, members of sexual minority groups and others who may contribute to the further diversification of ideas. SGDS Hive is committed to practising co-operation, respect and openness with its employees, clients, contractors and candidates. This policy applies to all employees, including full time, part time, temporary employees and contractors.
The main objectives of this policy are to eliminate barriers in the workplace and to develop a work environment that promotes equity and diversity and to embrace the spirit of equity and diversity when receiving applications. It is our objective to ensure that all employees have an equal opportunity to progress within our company. Equity and cultural diversity provides for the effective management of human resources and a representative workforce that reflects the diversity of the communities in which we operate.