The Humberview Group
Welcome to The Humberview Group Playbook.
Our playbook is written under the guiding principles of "The Humberview Way". All
of the key components of "The Humberview Way" can be easily remembered by our rallying
cry - ogata
ogata is "One Goal
· Thousand Assists"
When you perform consistent with ogata we all reap the benefits.
This playbook details important information about your employment with The Humberview
Group. It is intended to give context and provide details of our relationship together.
Should you require clarification about the contents of this document, or need assistance
on an issue which is not covered within, please speak with your manager or contact
a representative of the People Department.
I am always available to assist.
If you have any ideas to improve this document, please send them to a member of
the People Department. These will be reviewed and where appropriate, they will be
incorporated. Updates of this Playbook will be communicated to you.
Safety and respect in the workplace are crucial to our success and well being. At
The Humberview Group we take responsibility for these key areas as a company and
as individuals. Rules and guidelines are only as good as the people that live them.
Please follow the rules and most importantly improve these rules to create good
habits that meet the needs of all team members and customers within the boundaries
of all applicable legislation.
The words to follow give you a look inside an organization of which we are proud.
We have enjoyed continued growth since 1962.
Please review the attached playbook for the guiding principles so that we can continue
to enjoy success.
Sincerely,
John Esplen
What drives us?
HG serves individuals and corporations with unique qualities that value a partnership
approach to doing business together.
The company operates the business in the "HG Way". There are 3 main principles to
the HG WAY
- It's an honour to work with you.
- We learn from our mistakes.
- We are in the game.
Further:
- We measure our success in terms of customer and team member satisfaction.
- We are in the business of taking the stress and anxiety out of finding and acquiring vehicles for people.
- We are entrepreneurs who believe that less bureaucracy equals more productivity.
- We believe long-term relationships only grow through trust, mutual respect and open communication.
- We are ethical. We believe that there are no short cuts, no grey areas, and no maybes.
- We are talented, idea-oriented people who have a passion for cars and trucks.
- We are winners. So we understand that winning takes teamwork, focus, dedication, professionalism and competitive pride.
- We can only improve our services by anticipating what customers want. And exceeding their needs consistently.
- We harness the power of technology in all aspects of our business. But technology is only a tool. Names mean more to us than numbers.
- We believe in our goals and commitments, but if we're not having fun accomplishing them, none of the above matters.
In addition to practicing the first principles which make up the HG Way, the company
uses ogata as an easy way to connect with and remember what drives us in the HG
Way.
ogata
One Goal · A Thousand Assists
An ogata requires you to either:
- Be the proactive party in identifying or finding a way to assist another team member even if it benefits the other person more than it would benefit you; or
- When a person asks you to do something and it is an "inconvenience", yet you get it done because you know that it is more important (to that person) to have it done.
Assists are what drive us:
- Assists from you to customers.
- Assists from you to other team members.
- Assists from you to other business units.
- Assists from you to your friends.
- Assists from you to your families.
When everyone operates with the ogata principle, you too will receive assists in
the execution of your job.
Let’s be aware of "assist opportunities" and let’s act on them.
RPM speaks to results, performance and measurement.
A number of events include the RPM initials in the name to keep us focused. The
signature RPM Event is our RPM Annual National Sales Conference held in the first
quarter of the year.
Strategic Framework
The following expresses the fundamental vision and direction of The Humberview
Group of companies. All strategic plans and business plans within the organization
follow this format and nomenclature.
Vision - Automotive with integrity
Since the early days of C. Stewart Esplen, this organization was committed
to set itself apart in an industry with a "checkered" past. We promised to deliver
a quality product in an honest and straight forward manner. We stand behind the
brands we sell by doing what is right and proper. This commitment has never been
more valuable than it is today when the world is flooded with data and media. Humberians
know trust, integrity and delivering on the promise. This is what has us rising
above the crowd.
Mission
The mission of the Humberview Group is to sell, service, and lease all makes
and models of vehicles across Canada, through a combination of dealerships and independent
leasing company offices. The Humberview Group serves individuals and corporations
with unique qualities that value a partnership approach to doing business together.
Purpose
The purpose of the Humberview Group is to provide inspiring leadership, corporate
infrastructure and people development opportunities that create the best repeat
customer business in Canada for vehicle purchases, financing, parts & service.
Systems
Practice doesn’t make perfect. - Perfect practice makes perfect.
Anyone who has ever played a sport or watched a game understands this truism. We
live it. Excellent processes and systems allow us to reach our maximum potential.
By combining this discipline, with a thoughtful use of the right technology, we
are able to reach our goals of superior team member and customer satisfaction.
Team
We love to be a part of winning teams. We understand this takes sacrifice and
a commitment to be your best. We also understand this means not winning every time,
but we always learn from losing.
Goal
Help our customers manage their automotive transportation and fleet requirements
Strategy
Focus on being the best repeat customer, automotive sales, service, finance
and fleet management business in Canada
Key Tactics:
- Make sure people matter.
- Communicate Goal and Strategy to all staff using consistent language.
- Hire the best people: then lead, train, motivate and keep them.
- Anticipate what our customers need and constantly strive to exceed expectations.
- Put in place the most effective systems and processes.
- Foster collaboration to capture and communicate best practices.
Implementation:
- Work together according to an organized plan of action that includes a sustained commitment to timely execution of the initiatives/action plans which are articulated in the Business Units’ Strategic/Business Plans.
- Work to ensure that: i) we have codified policies and procedures that facilitate "repeatable" execution; and ii) there is a commitment at HG and in the Business Units to adopting and following these policies and procedures.
- Foster a work environment that places a high value on "teaching and learning".
- Communicate with other people in a clear, concise and timely way.
- Recognize and celebrate our successes and learn from our mistakes.
- Respect each other and act everyday in the best interests of people around us.
- Use our best judgment in all situations.
The Humberview Group Story
We are a service oriented organization that has grown from a single automotive dealership
founded by Stewart Esplen in 1962 to an organization with hundreds of competent
hard working people, multiple locations across Canada and assorted disciplines including
all automotive related services and fleet management offerings.
The Humberview Group ("HG") was founded by Stewart Esplen in 1962 with the acquisition
of a Toronto-based Pontiac Buick dealership. As of December 2006, the group is comprised
of ten automotive dealerships, two light-medium duty commercial truck businesses,
one of Canada’s leading automotive fleet management companies, Jim Peplinski’s Leasemaster
(JPL), and a real estate business with holdings in both Ontario and Alberta. The
group employs approximately 600 team members.
In 1990, Stewart Esplen transitioned management responsibility over to his sons,
John and Scott Esplen, and his son-in-law, Jim Peplinski. Together they have assembled
a team of experienced and skilled executives that work closely with them to manage
and develop HG’s various businesses.
Disclaimer
All parts of this document are supplementary to any applicable federal and provincial
legislation, in the event of a conflict, the legislation shall prevail.
History of JPL
JPL is the leasing division of the Humberview Group of Companies. The Leasing Division
began as two separate companies. Hartfield Chieftain Leasing was a well-recognized
name in the Alberta business community since its inception in 1957. Leasemaster
National was incorporated in Ontario in 1960. The Humberview Group purchased Hartfield
in the spring of 1990 as a compliment to the already established Leasemaster National.
Hartfield followed the same honest, straightforward, no-nonsense approach to the
automotive business that allowed Jim Peplinski to be successful in the National
Hockey League. This same approach built the Humberview Group from ground zero into
one of the largest automotive sales, service, and finance forces in the country.
Our range of fleet management, automotive lease, and related services has been developed
to industry leading standards using the simple premise of "One Goal, A Thousand
Assists". That's the motto of JPL. Everything we do is customized to meet our clients’
objectives. Unlike financial institutions that are only interested in the financial
component of a lease, we are value-obsessed and proud of the fact that every lease
ever written by the company, has been customized to meet the particular needs of
the individual or organization for which it was written. Our customers, many of
whom have been with us for over 10 years, often show their appreciation by referring
friends, colleagues and family members to us.
We are dedicated to providing comprehensive fleet management and automobile leasing
services to organizations and individuals, all with one consistent requirement in
common - Trust. That's our goal. Our knowledgeable, courteous and trained staff
are here to assist every step of the way. We are known for unmatched client continuity,
personnel stability, long-term commitment to the public, dynamic information systems
with a precise customer focus and hands-on management by our top executives and
business principals.
Presently, JPL has branches in Calgary, Edmonton, Montreal and Toronto. With key
operating management in both Calgary and Toronto offices, we have an appreciation
for the unique economic and financial requirements of our clients throughout Canada.
Introduction to Leasing
An appropriate question might be…. Who does not? Our portfolio includes individuals
and companies from every sector of the economy engaged in production, sales, service,
distribution, development and design.
Our personal lease customers include individuals from young professionals to pensioners.
Leasing has grown as a way for more and more individuals to acquire their vehicles.
Anyone who drives a vehicle is a potential customer and there is a good chance a
client with a similar profile is already dealing with JPL. Both profit and non-profit
organizations lease, they are motivated by more than tax considerations.
The determining factor from JPL’s point of view is credit worthiness, character
and ability to pay. The decision process is carried out in each case on an individual
basis.
Whether a client leases or purchases is specific to the individual client. We present
vehicle acquisition alternatives to a variety of clients and corporations, who under
their specific criteria for decisions, determine if they will place the business
with our organization.
There is nothing mysterious about leasing!
Leasing is very simple yet few people take the time to understand it completely.
WE DO!
Leasing is using someone else’s property for a period of time at a predetermined
rate based on projected usage. It is commonly described as renting the portion you
use as opposed to the entire asset and consequently monthly payments are typically
less than conventional bank financing. You will often hear people say that you should
lease a depreciating asset; this may or may not be the case depending on a client’s
situation.
Vehicle leasing first had success with companies that provided company cars for
their sales people. Initial leasing products, such as full service closed end maintenance
leases, allowed the company to avoid the headaches of servicing, sourcing and disposing
of the vehicle.
As this was a popular alternative to owning a vehicle, all sectors of the economy
became involved and individuals now look to leasing as an excellent alternative
to use or eventually own a vehicle. (Full service maintenance leases are virtually
extinct with the improved manufacturer’s warranties.)
There are advantages and disadvantages of leasing depending on a client’s requirements.
It is imperative to understand a client’s needs and then tailor a lease to the application.
If a leasing application does not suit a client, we have other services they may
find of value to acquire a vehicle.
Fixed Term Net Open Lease
A Fixed Term Net Open Lease, commonly referred to as a finance lease, places the
risk of the future value (Residual Value or Buyout) on the Lessee. The Lessor (JPL)
determines a depreciation schedule, interest and profit component and arrives at
a residual value at the end of term of the lease.
The value is based on the lessee’s best guess at the usage the vehicle will endure
combined with JPL’s expertise in the future value of the given vehicle. This is
not an exact science and there is always a variation between the book value at the
end of the term and the actual cash value.
All true Fixed Term Net Open Leases have the following characteristics:
- No mileage restriction although the rate and residual are a function of the mileage and usage the client has represented to us.
- Terms to 60 months.
- Lessee is responsible for the residual value.
- Finance charges are applicable to all terminations.
What this lease does do is predetermine the client’s cost as he knows what his payment
is and what his residual is. Upon expiration of the lease, if the client does not
want to purchase the vehicle, JPL appraises the vehicle and either refunds or invoices
the client the difference.
When the appraisal provides for a refund, the lessee is said to be in an equity
position. When a deficit exists, the lessee is said to be upside down.
The key in this or any lease is to match usage to depreciation. Qualifying the client’s
application and kilometres will allow for proper structuring of the lease and a
satisfied, REPEAT customer at the end of the term of the lease. (It is far better
to refund an excess, than to ask for a cheque from the client for the deficiency.)
At JPL we offer two variations of the lease. They are as follows:
- Fixed Term (individuals usually)
This lease incorporates level payments over terms up to 60 months. It is most often used for individual lessees and executive leases as it reduces the payment and hence the taxable benefit. - Net Open (corporate customers)
This lease is actually a combination of 12 month leases placed back to back. This results in “stepped” payments that decrease every 12 months. This lease has more flexibility and actually charges less interest over the term of the lease.
These leases are more commonly utilized by the corporate client and are seldom used
for a personal lease contract.
Rental or Net Lease are other words for Closed End Lease. The lessor (JPL) takes
responsibility for the residual based on the agreed-upon mileage restriction on
the contract. There are wear and tear clauses and true optional buyouts for the
Lessee.
This type of lease is ideal for the person who wants absolutely no involvement with
the vehicle other than driving and servicing it. He typically would not buy it at
end of term and would take excellent care of the unit.
Closed End Leases can be arranged for anyone and in some cases are necessary as
a true lease for tax purposes. They typically leave a grey area and misunderstandings
are common due to the latitude in parts of the agreement like the wear and tear
clause.
In this type of lease agreement, the lessee’s responsibilities at the end of the
term is often misrepresented during the sales process and therefore the client misunderstands
his obligations under the terms and conditions of these contracts. These Closed
End Contracts can be a challenge to sell against the times.
- 100% financing at competitive rates.
- Preserves working capital and credit lines for other purposes.
- Fixed rates for full term provide hedge against inflation.
- Simplifies budgeting and accounting.
- Permits immediate availability of new equipment and increases productivity.
- Seasonal payments can be tailored to cash flow.
- Realistic purchase options and renewal privileges at pre-determined dates.
- Standard documentation and procedures ensure prompt response and maximum convenience in acquiring equipment.
- Lease payments may be charged in full as an operating expense.
- Lease term related to economic life enables equipment to “pay for itself”.
- Restrictive covenants and legal fees are not usually required.
- Leasing frequently reduces cash flow requirements compared to other methods of financing.
The JPL intranet is the main information resource for JPL employees.
Health and Safety
The Humberview Group recognizes the importance of respecting all of its resources
and assets, both human and material. The company’s foremost concern is for the safety
and well-being of its team members. In fulfilling this commitment, The Humberview
Group will provide and maintain a safe and healthy work environment in order to
minimize and/or prevent occupational injuries/illness. Consistent and continuous
efforts by all shall be directed to preventing workplace accidents and maintaining
the workplace and equipment in a safe condition. At all times, The Humberview Group
and its team members are required to observe and comply with the requirements of
the appropriate provincial health and safety legislation and their respective regulations.
Every team member is under a legal duty to take reasonable steps to work in a safe
manner.
Injuries and property damage losses can be controlled through good management systems
and practices, combined with everyone’s active involvement and co-operation, and
most importantly, everyone’s commitment.
HEALTH AND SAFETY ENFORCEMENT AND DISCIPLINE
It is everyone's responsibility to observe and promote safe work practices and a healthy workplace. All managers/supervisors have the responsibility to enforce rules and practices related to safe work conditions, and that safe and healthy work conditions are maintained. Safety training will be provided for all team members operating equipment or working around equipment, and safety manuals will be available. Unacceptable health and safety performance will not be tolerated. The success of our accident prevention and loss control program depends on the support and commitment of everyone. You are expected to observe safety rules, use any protective equipment provided, and immediately report any hazardous conditions or injuries to your manager/supervisor. You will not be reprimanded or disciplined for reporting a legitimate safety concern or hazard, or for refusing unsafe work. Anyone not observing safety rules will be subject to corrective disciplinary action.
OCCUPATIONAL HEALTH AND SAFETY TRAINING
All new team members, and team members moving to new jobs, will receive instructions on job safety and will be warned of workplace hazards to health and safety according to the provisions of all legislative standards. Job hazards and safe procedures will be explained fully to you before you begin work. All supervisors and managers have the responsibility for properly training the team members reporting to them, ensuring that everyone works safely, and maintaining safe and healthy working conditions.
In case of an emergency (police, poison and/or ambulance) stay calm, locate a telephone
and dial 911.
In case you must be reached by a family member because of an emergency, you should
tell all members of your immediate family how to contact you while you are at work.
Your family should know the name of your manager/supervisor and the department in
which you work.
All accidents are caused by lack of proper attention, thought, or concentration.
Accidents can be hazardous not only to you, but also to other team members and customers.
Please exercise thought and caution when fulfilling your duties. The Company and
all its team members must closely follow all current Provincial and Federal Safety
and Hazardous Material Regulations.
Please execute your duties with the following principles in mind:
- Report to your manager/supervisor, immediately any condition or practice you think might cause injury to yourself, other team members, customers or damage to equipment.
- Put everything you use in its proper place. Disorder causes injury and wastes time, energy, and material. Keep your work area clean and orderly.
- Use the right tools and equipment for the job and use them safely. If a tool or equipment is damaged in any way, it should not be used and should immediately be reported.
- When lifting, bend your knees, grasp the load firmly, and then raise the load, keeping your back as straight as possible. Get help for heavy loads.
- Do not roughhouse or horseplay; avoid distracting others.
- Obey all rules, signs, and instructions.
- Team members working in the shop must wear the prescribed safety equipment and protective gear at all times.
- All spills, especially oil and grease, should receive immediate clean¬up attention.
- Recoil all hoses, extension cords and drop lights when not in use.
- Jack stands must be used when vehicles are jacked up.
- All flammable materials must be stored in the appropriate containers and designated areas.
It is your responsibility to help keep our work area tidy and safe, for your benefit and for the benefit of other team members. This responsibility includes the following:
- Keep corridors, doorways, stairs, and fire exits accessible.
- Use caution when approaching corners and opening doors.
- Keep flammable material from accumulating where it could create a fire hazard.
- Report broken or malfunctioning equipment promptly to your supervisor or a manager.
- Keep the floor around your work area clean.
- Keep filing cabinet drawers closed.
Remember, a clean and safe workplace is everyone's responsibility!
Unsafe conditions which are not being addressed in a timely fashion should be reported
to a senior member of management or any member of the People Department.
If you are involved in or aware of any workplace accident that results in personal
injury or illness (no matter how slight) or could cause a disabling injury or property/equipment
loss you must report the situation immediately to your manager/supervisor and make
arrangements to complete an accident investigation form. This form assists The Humberview
Group in determining basic causes of accidental injury and illness so that we can
improve working practices and prevent a recurrence. Your manager/supervisor will
also use the information to complete a Workplace Safety and Insurance Board (Ontario)
and Worker’s Compensation (Alberta) accident report form if one is required.
At a minimum, and in all cases, accident and/or injury reporting shall comply with
the requirements of the appropriate provincial Workers’ Compensation, Occupational
Health and Safety Act and Regulations, and Occupational Health and Safety Code.
Let your manager/supervisor know as soon as possible if the injury or illness requires
medical attention or will prevent you from performing your work. Any team member
prevented from performing his or her regular work with The Humberview Group, due
to an occupational accident that is recognized by the Workers' Compensation Board
(Alberta) and Workplace Safety and Insurance Board (Ontario) as compensable, and
that was incurred in the course of his or her employment, will receive benefits
during any period off work.
JOINT WORK SITE HEALTH AND SAFETY COMMITTEE
The Humberview Group shall establish and maintain a Joint Work Site Health and Safety Committee (JWSHSC) for each branch in accordance with the relevant legislation. The workplace partnership to improve health and safety depends on the Committee. It meets to discuss health and safety concerns, review progress and make recommendations. The Committee's main purpose is to identify hazards, such as machinery, substances, procedures, working conditions or anything else that may endanger team members' health and safety. The Committee shall conduct its meetings, business, and proceedings in compliance with the appropriate provincial Occupational Health and Safety Legislation. The Committee has the power to make recommendations to The Humberview Group management and team members on ways to improve workplace health and safety. The Humberview Group fully supports the work of the JWSHSC in making The Humberview Group a healthier and safer place to work and will endeavor to cooperate, whenever possible, with the JWSHSC. You are encouraged to bring your health and safety concerns to the attention of the Committee. If requested, your identity will remain confidential. You will not be reprimanded or disciplined for coming forward. All managers, supervisors, and team members are expected to extend their full cooperation to the Committee and its individual members.
All locations of The Humberview Group are to be examined on a regular basis to identify potential and actual hazards associated with people, buildings, equipment, environment, processes and practices. The inspection should also identify any hazards that require attention, and recommend corrective action. Among the hazards that will be identified are:
- Unsafe conditions.
- Unsafe behaviours
- Health hazards and non-compliance with regulations
Under the terms of provincial legislation, these inspections are conducted jointly
by the manager/supervisor and the team member representative(s) of the Joint Work
Site Health and Safety Committee. Any hazards identified are recorded on an inspection
form that is filed with the department manager/supervisor and the Committee. Subsequent
inspections will report on action taken to alleviate these hazards.
WORKPLACE HAZARDOUS MATERIALS INFORMATION SYSTEM (WHMIS)
The Humberview Group believes in a working environment that is safe and healthy for every person at all times. WHMIS is a national system designed to ensure that everyone working with chemicals is properly informed and uses them according to health and safety procedures. WHMIS applies to hazardous materials known as "controlled products". A Material Safety Data Sheet (MSDS) must be provided by the supplier for every controlled product we purchase. The MSDS describes the hazard created by the product, safe handling procedures and the steps to take if you come into contact with the product. Always check the MSDS if you have not handled the product before or are unsure about the proper procedure. A container of any controlled product will be labeled according to its hazard and the MSDS will be available to anyone dealing with it. If you will be using or coming into contact with controlled products, you will be trained in their proper handling. This training will be updated and reinforced periodically. If you require further information at any time, please check with your manager/supervisor.
PERSONAL PROTECTIVE EQUIPMENT (PPE)
Wherever possible, measures will be put in place at the source of a health and safety concern, to eliminate the need for Personal Protective Equipment. However, when these measures are not sufficient, you will be required to wear PPE. In these cases, the wearing of this clothing and/or equipment is a condition of your employment. You will be trained in the proper use and maintenance of this clothing and/or equipment.
All workplace accidents or other incidents must be investigated immediately if the incident
- Results in an injury requiring medical attention or death, or could have caused an injury or death.
- Involves a structural failure or collapse of a building, structure, or component of a building or structure that affects the structural integrity of the building or structure
- Involves an unplanned or uncontrolled fire, explosion, or flood that causes or may have caused injury.
- Involves significant property/equipment loss or potential loss (near-misses).
- Involves the major release of a hazardous substance.
The Humberview Group will make reasonable efforts to schedule work to minimize the incidence of team members working alone or in isolation. However, we recognize that there are certain circumstances in which team members will be required to work alone. When team members are required to work alone or in isolation, The Humberview Group is committed to providing and maintaining procedures and equipment which promote a safe and healthy work environment.
EMERGENCIES AND BUSINESS INTERRUPTIONS
In any emergency or business interruption, The Humberview Group has a responsibility
to ensure the safety of its team members, customers and the public, and to manage
emergencies and business interruptions so as to minimize loss and inconvenience
to all concerned. Each branch shall establish an Emergency Response Team, comprised
of at least one (1) team member and one (1) representative from management to be
responsible for assessing risks to The Humberview Group, team members, equipment
and data, and for developing strategies and procedures to both prevent disruption
and minimize loss from disruption of operations.
In the event of a public health quarantine, affected team members are required to
adhere to public health directives.
The Humberview Group complies with all provincial and federal Regulations protecting
our environment. As a team member of The Humberview Group, you agree to adhere to
this standard. Your manager/supervisor will inform you of the laws impacting your
specific job and will instruct you regarding compliance procedures.
These areas of regulation include, but are not limited to the following:
- Hazardous Materials Management.
- Emissions Inspection and Training.
- Tank Management.
- Waste Water Management.
Harassment
It is The Humberview Group's policy to provide equal opportunity for all qualified
team members and applicants for employment, without regard to race, ancestry, place
of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age,
and record of offences (for which a pardon has been granted), marital status, family
status, religion or physical/mental disability.
Reasonable accommodation will be made for persons who may require it. This policy
applies to hiring, placement, promotion, termination, layoff, recall, transfer,
leaves of absence, compensation, training and any other employment related matter.
The responsibility for creating and maintaining a positive work environment rests
with all of us. In addition to avoiding discrimination, The Humberview Group will
not, and team members should not, condone behavior in the workplace that is likely
to undermine work relationships or productivity. Managers, supervisors and team
members are expected to recognize and refrain from actions and language that offend,
embarrass or humiliate others, whether deliberate or not.
Management will respond immediately to stop any activity in the workplace that undermines
this policy, whether or not there has been a complaint. Team members have an equal
responsibility not to be frivolous or vindictive in making accusations.
Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature, and includes gender-based harassment. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment examples:
- Unwanted sexual touching, advances, or propositions.
- Offering employment benefits in exchange for sexual favours.
- Making threatening reprisals after a negative response to sexual advances.
- Visual conduct that includes leering or making sexual gestures.
- Displaying of sexually suggestive objects or pictures, cartoons or posters.
- Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.
- Verbal sexual advances or propositions.
- Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations
- Physical conduct includes touching, assaulting, or impeding or blocking movements
Unwelcome sexual advances (either verbal or physical), requests for sexual favors,
and other verbal or physical conduct of a sexual nature constitute sexual harassment
when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of employment.
- Submission or rejection of the conduct is used as a basis for making employment decisions or,
- The conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.
The Humberview Group is committed to providing and maintaining a work environment
in which all team members are free from workplace harassment, sexual harassment,
and discrimination. Actions, words, jokes, or comments based on an individual's
sex, race color, national origin, age, religion, disability, sexual orientation,
or any other legally protected ground will not be tolerated. Retaliation or reprisals
are prohibited against any team member who has complained under this policy or has
provided information regarding a complaint. Alleged retaliations or reprisals are
subject to immediate corrective action, up to and including termination. Alleged
retaliation or reprisals are subject to the same complaint procedures and penalties
as complaints of discrimination and harassment.
The Humberview Group recognizes that individuals may find it difficult to come forward
with a complaint under this policy because of concerns of confidentiality. Therefore,
all complaints concerning workplace or sexual harassment or discrimination, as well
as the names of parties involved, shall be treated as confidential.
The Humberview Group’s investigation into the alleged complaint may require limited
disclosure. No record of the complaint will be maintained in the personnel file
of the complainant. If there is a finding of improper conduct that results in disciplinary
action, it will be reflected only in the file of the person who engaged in such
conduct, in the same way as any other disciplinary action.
If you experience or witness harassment or suspicious behaviour in the workplace,
report it immediately to your manager/supervisor. If you are of the view that your
manager/supervisor is personally involved in the harassment, you should report the
matter to your manager/supervisor’s immediate manager and/or a representative of
the People Department. Your manager/supervisor, upon receiving a complaint of harassment,
will immediately contact the People Department. In turn, the People Department will
initiate an investigation in keeping with all procedures to protect all parties
and ensure objectivity, justice and confidentiality. In your best interest, it would
be important to keep notes as to the time, date, place, details and the names of
any witnesses. This documentation would assist any investigation that will take
place in response to a situation of harassment. All allegations of harassment will
be quickly and discreetly investigated. When the investigation is completed, you
will be informed of the outcome of the investigation.
The Humberview Group strives to maintain a positive work environment where team
members treat each other with respect and courtesy. Sometimes issues arise when
team members are unaware that their behavior in the workplace may be disruptive
or annoying to others. Many of these day-to-day issues can be addressed by politely
talking with the team member in question to bring the perceived problem to his or
her attention. In most cases, common sense will dictate an appropriate resolution.
The Humberview Group encourages all team members to keep an open mind and graciously
accept constructive feedback or a request to change behavior that may be affecting
another team member’s ability to concentrate and be productive.
The following workplace etiquette guidelines are not necessarily intended to be
hard and fast work rules with disciplinary consequences. They are simply suggestions
for appropriate workplace behavior to help everyone be more conscientious and considerate
of other team members and the work environment. Please contact a representative
of the People Department if you have comments, concerns, or suggestions regarding
these workplace etiquette guidelines:
- Respect others' work areas and tools.
- Avoid public accusations or criticisms of other team members. Address such issues privately with those involved.
- Try to minimize unscheduled interruptions of other team members while they are working.
- Be conscious of how your voice travels, and try to lower the volume of your voice when talking on the phone or to others in open areas.
- Keep socializing to a minimum, and try to conduct conversations in areas where the noise will not be distracting to others.
- Minimize talking between workspaces or over cubicle walls. Instead, conduct conversations with others in their workspace.
- Refrain from using inappropriate language (swearing, racial or religious slurs) that others may overhear.
- Avoid discussions of your personal life issues in public conversations that can be easily overheard.
- If you carry a cellular phone, please ensure the ringer is not offensive or loud. Do not leave it at your desk unattended.
WORKPLACE VIOLENCE AND UNACCEPTABLE BEHAVIOUR
The Humberview Group will not tolerate violence or unacceptable behaviour in the
workplace perpetrated by or against team members, clients, or other third parties.
In the event of a violent incident or unacceptable behaviour carried out by a team
member, The Humberview Group will act to severely discipline the team member guilty
of the misconduct, up to and including discharge for cause.
The Humberview Group shall establish programs and procedures to reduce the risk
of violence and unacceptable behaviour in the workplace. All team members are expected
to be aware of and participate in such programs and procedures, as required.
LIFE THREATENING ILLNESSES IN THE WORKPLACE
Team members with life-threatening illnesses often wish to continue their normal pursuits, including work, to the extent allowed by their condition. The Humberview Group supports these endeavors as long as the team members are able to meet acceptable performance standards and medical evidence indicates that their continued employment does not present a significant health or safety threat to themselves and/or other team members. As in the case of other disabilities, The Humberview Group will make reasonable accommodation in accordance with all legal requirements, to allow qualified team members with life-threatening illnesses to perform the essential functions of their jobs.
It is The Humberview Group’s policy to make reasonable efforts to provide suitable alternative employment to a team member who is unable to perform his or her normal duties due to pregnancy-related conditions, injury, illness or diminished capacity. Each case will be assessed on its individual merits and will be subject to the efficiency of the operations. The Humberview Group may ask that you be examined by a physician who can assess the seriousness of the illness or physical disability and recommend which restrictions would limit your ability to work. The assessment can be reviewed later if your condition changes. This information will be kept strictly confidential. Each department will attempt to absorb team members who cannot perform the basic duties of their position. Where this is not possible, all departments will co-operate in meeting The Humberview Group’s policy of locating suitable alternative employment.
Working Conditions/Conduct
TERMS AND CONDITIONS OF EMPLOYMENT
- Eligibility for Employment
In compliance with federal legislation, new team members must present documentation establishing their identity and their eligibility to legally work in Canada. A valid Social Insurance Number, landed immigrant papers, employment visa, or temporary work permit is deemed sufficient for this purpose. Failure to prove eligibility for employment in Canada constitutes just cause for immediate dismissal, without notice or compensation in lieu of notice.
- Employment Application
Any misrepresentations, falsifications, or material omissions in any data provided during the hiring process shall result in the exclusion of the individual from further consideration for possible employment or, if the person has been hired, termination of employment for cause, without notice or compensation in lieu of notice.
- Employment Reference Checks
All candidates for employment are required to provide the names and contact information for at least two (2) employment references. The Humberview Group checks the employment references of all final candidates for employment. All offers of employment are contingent upon obtaining satisfactory reference checks. In order to avoid jeopardizing his or her current employment, reference checks with a candidate's current employer are not made unless the candidate's written permission is first obtained.
References will be checked prior to a candidate being issued an offer of employment.
Reference checks shall be carried out in a fair and consistent manner and where there is more than one candidate for a particular position, the same person shall conduct all reference checks related to that position. Employment reference check information and/or any criminal record information shall be kept in a confidential, secure file.
Any concerns regarding the suitability for employment of a candidate with a criminal record shall be referred to the President who shall make a final determination.
- Probationary Period
All newly hired and re-hired team members are required to serve a probationary period during the first three months after their date of hire or re-hire. Any absence during the probationary period will extend the period by the length of the absence. During the time of the probationary period, the team member is ineligible for team member benefits. During the probationary period, either the team member or The Humberview Group may end the employment relationship at any time and the company is not obligated to provide any notice or pay in lieu of notice.
- Confidentiality Agreement
All team members are required to sign a Confidentiality Agreement. Team members who improperly use or disclose confidential business information will be subject to appropriate disciplinary action, up to and including termination of employment.
The company may initiate possible legal action. The obligations under the Confidentiality Agreement form part of the contract of employment between the team member and The Humberview Group and survive termination of employment.
- Driver's License & Driving Record
Team members whose work requires the operation of a motor vehicle must maintain and present a valid driver's license and a driving record acceptable to our insurer. Any changes in a team member's driving record must be reported to his/her manager immediately. Failure to report changes may result in disciplinary action, including possible dismissal. Team members who operate company vehicles or their own vehicles during their assigned work are financially and legally responsible for any traffic or parking violations. Team members driving their own vehicle for business purposes must maintain adequate insurance at all times at their own expense. The third party liability portion of their coverage must be no less than $1,000,000. The team member must provide a copy of an insurance certificate which confirms the team member has adequate coverage.
The Humberview Group reserves the right to check driver abstracts at its discretion.
- Bonding
Certain positions within the organization may include the handling of large sums of money or entrance into the premises after hours. The Company may require you to be bondable as a prerequisite to obtaining or maintaining your position.
For your own protection and that of the Company, the following areas are restricted
to authorized personnel only:
- Computer Area
- Parts Department (excluding back counter and store)
- Cash Office
- Manager’s offices
- File Storage areas
In order to ensure ample parking for our customers, team members are not allowed
to park in designated customer parking areas.
Team members are allowed to park only one vehicle on Company property during
working hours. Vehicles must be placed in designated team member parking areas.
Due to limited space and requirements for new vehicle storage, team members are
permitted to park only their own vehicle no boats, trailers, etc. The Humberview
Group reserves the right to remove an incorrectly parked team member’s vehicle at
his/her expense.
When driving vehicles on Dealership property, the maximum speed should not exceed
10 km/h. When driving off the premises, driving Company or customer vehicles, all
speed limits and rules of the road must be followed.
Our insurance policy dictates that all Company and customer’s vehicle keys must be kept in a secure place at all times. When using or attending to any vehicle belonging to the company or our customers, please ensure the keys are returned to their proper location for safekeeping.
Since interruptions are disruptive to yourself, as well as other team members, we discourage having friends and/or visitors come to the Dealership unless they are conducting business with us.
The Humberview Group will not cash personal or pay cheques.
All cash payments and/or deposits are the property of The Humberview Group and must immediately be turned over to the appropriate department. A receipt must be obtained at the time funds are turned over for your protection. Any lost or misplaced monies you have collected from customers or staff is your responsibility.
Any new customer referred to the Sales Department, who subsequently purchases a vehicle, will entitle the referring team member to a $100.00 finder's award, please note that this is taxable income and needs to be included as earnings. Awards will only be paid for customers who have not previously conducted business with The Humberview Group.
SOLICITATIONS AND CHARITABLE CONTRIBUTIONS
The Humberview Group and its team members co-operate in many ways with worthwhile charitable causes. You are encouraged to participate in Company organized charitable causes. Since solicitation and/or literature distribution can be disruptive to the work day and many team members consider them to be a nuisance, outside persons are not permitted to canvass our team members during working hours. You should never feel obliged to contribute to a collection.
All team members are required to report for work fit to execute their respective
duties to an acceptable level.
No team member shall consume alcohol or illegal drugs while in the normal course
of his or her duties, lunch hours, or rest periods, and while on company premises.
The legal use of prescribed drugs is permitted on the job only if it does not impair
a team member's ability to perform the essential functions of the job effectively
and in a safe manner and which does not endanger other individuals in the workplace.
Violations of this policy may lead to discipline, up to and including discharge
and/or required participation in a substance abuse rehabilitation or treatment program.
Team members with questions or concerns about substance dependency or abuse are
encouraged to discuss these matters with their manager/supervisor or a representative
of the People Department without fear of reprisal, and where appropriate, to receive
assistance or referrals to appropriate resources in the community. Team members
with drug or alcohol problems that have not resulted in, and are not the immediate
subject of disciplinary action may request approval to take unpaid time off to participate
in a rehabilitation or treatment program. Leave may be granted if the team member
agrees to abstain from use of the problem substance; abides by all The Humberview
Group policies relating to conduct in the workplace; and if granting the leave will
not cause The Humberview Group undue hardship.
The Humberview Group is committed to recruiting and selecting individuals who are
the most qualified to perform the requirements of each position available. Candidates
for job vacancies may come from existing staff or from outside sources, and where
qualifications of candidates are deemed equivalent, preference will normally be
given to internal candidates.
The successful applicant for a job vacancy shall be given a written offer of employment
which outlines the terms and conditions of employment for that job. The applicant
must accept the offer by signing it before commencing work.
No offers or commitments, financial or otherwise, are to be made to any job candidate
until all appropriate approvals have been obtained.
The Humberview Group makes every effort to create and maintain accurate job descriptions
for all positions within the organization.
The Humberview Group maintains job descriptions to aid in orienting new team members
to their jobs or existing team members to new assignments, identifying the requirements
of each position, establishing hiring criteria, setting standards for team member
performance evaluations, and establishing a basis for making reasonable accommodations
for individuals requiring such under the applicable Human Rights legislation.
All team members, and their managers/supervisors, will be expected to help ensure
that their job descriptions are accurate and current, reflecting the work being
done.
Team members should remember that job descriptions do not necessarily cover every
task or duty that might be assigned, and that additional responsibilities may be
assigned as necessary.
Contact the People Department if you have any questions or concerns about your job
description.
The Humberview Group uses Performance Review techniques based on the following principles:
- Job Performance Standards are developed and documented for each job against which the incumbent’s job performance is evaluated.
- Managers will train, coach and otherwise assist team members to meet or exceed Job Performance Standards.
- Regular feedback is provided to team members on their job performance.
Manager/Supervisors and team members are strongly encouraged to discuss job performance
and goals on an informal, day-to-day basis. A formal written performance review
will be conducted at the end of a team member's initial period of hire, known as
the probationary period.
Additional formal performance reviews are conducted to provide both manager/supervisors
and team members the opportunity to discuss job tasks, identify and correct weaknesses,
encourage and recognize strengths, and discuss positive, purposeful approaches for
meeting goals. The aforementioned performance review will be conducted at least
annually.
Your performance over the period will be compared against the written expectations
set down in the previous review. You and your manager/supervisor will discuss how
effective you have been and how much you have contributed to the department's achievement.
Objectives for the coming year will then be decided upon. These may include targets
set out by The Humberview Group’s Business Plan, objectives for growth within your
job and even personal goals.
All objectives will be specific, measurable, clear and realistic, and have a target
date for completion. Be sure to clarify with your manager/supervisor how success
will be measured when the goals are set in advance, not at the end of the review
period.
Do not hesitate to contact a member of the People Department for advice on how to
proceed with performance evaluations, whether you need assistance as a manager/supervisor
or as a team member.
The Humberview Group is committed to constantly enhancing skills, abilities and
opportunities of all its team members. It believes that training and development
programs which enable team members to prepare for changing conditions are crucial
to The Humberview Group’s future health and growth.
Courses and development opportunities designed to enhance the skills of team members
are made available regularly and the costs are covered by the company. Your supervisor
may recommend you for one of these courses or you may request an opportunity. Your
supervisor's approval is required for all courses. Finding out about your career
path, and building the skills necessary to advance it, will greatly improve your
chances for promotion.
Many activities that do not involve the classroom can also be valuable to you and
The Humberview Group.
Business Transactions
Team members have an obligation to conduct business within the guidelines that prohibit
actual or potential conflicts of interest.
This policy establishes only the framework within which The Humberview Group wishes
to operate its business. The purpose of these guidelines is to provide general direction
so that team members can seek further clarification on issues related to the subject
of acceptable standards of operation. Contact the People Department for more information
or if you have questions about conflicts of interest.Transactions with outside firms
must be conducted within a framework established and controlled by the executive
level of The Humberview Group. Business dealings with outside firms should not result
in unusual gains for those firms. Unusual gain refers to bribes, product bonuses,
special fringe benefits, unusual price breaks and other windfalls designed to ultimately
benefit either the outside customer or service provider, or any team member of the
same, or both. Promotional plans that could be interpreted to involve unusual gain
require specific executive level approval. An actual or potential conflict of interest
occurs when a team member is in a position to influence a decision that may result
in personal gain for that team member, friend or for a relative, as a result of
The Humberview Group’s business dealings. For the purposes of this policy, a relative
is any person who is related by blood or marriage, or whose relationship with the
team member is similar to that of persons who are related by blood or marriage.
No "presumption of guilt" is created by the mere existence of a relationship with
outside firms. If team members are acting as The Humberview Group’s representatives
with customers or service providers with whom they also have personal or other business
relations, it is imperative that they disclose to an officer of the company, as
soon as possible, the existence of any actual or potential conflict of interest
so that safeguards can be established to protect all parties. Personal gain may
result not only in cases where a team member, friend or relative has a significant
ownership in a firm with which The Humberview Group does business, but also when
a team member or relative receives any kickback, bribe, substantial gift, or special
consideration as a result of any transaction or business dealings involving The
Humberview Group.
It is a conflict of interest for a team member or a member of the team member's
immediate family to accept from any potential client, individual or organization
doing business or competing with The Humberview Group, any compensation, gift, entertainment,
hospitality, or other favour of more than a nominal value, or which goes beyond
that which is considered customary and accepted business practice.
With regard to the treatment of customers, limited business related entertainment,
favours or gifts may be offered to customers if the following criteria are met:
- The items offered are legal.
- The value of the item would not be viewed as improper by others.
- Such favours would not be embarrassing to The Humberview Group or the recipient.
- The favours or gifts are approved by the President, and
- They honour any guidelines of the customer.
Any team member in doubt about the propriety of accepting or giving a gift, favour, etc, shall contact his/her manager/supervisor or a member of the People Department.
All third party commissions must be paid through payroll for income tax reasons.
The successful business operation and reputation of The Humberview Group is built
upon the principles of fair dealing and ethical conduct of our team members. Our
reputation for integrity and excellence requires careful observance of the spirit
and letter of all applicable laws and regulations, as well as a scrupulous regard
for the highest standards of conduct and personal integrity. The continued success
of The Humberview Group is dependent upon our customers' trust and we are dedicated
to preserving that trust. Team members owe a duty to The Humberview Group, its customers,
and shareholders to act in a way that will merit the continued trust and confidence
of the public. The Humberview Group will comply with all applicable laws and regulations
and expects its owners, managers, and team members to conduct business in accordance
with the letter, spirit, and intent of all relevant laws and to refrain from any
illegal, dishonest, or unethical conduct. In general, the use of good judgment,
based on high ethical principles, will guide you with respect to the lines of acceptable
conduct.
If a situation arises, where it is difficult to determine the proper course of action,
the matter should be discussed openly with your immediate manager/supervisor and,
if necessary, with a representative of the People Department for advice and consultation.
Compliance with this policy of business ethics is the responsibility of every team
member. Disregarding or failing to comply with this standard of business ethics
and conduct could lead to discipline, which could include discharge.
Any team member of The Humberview Group who is nominated as a candidate in a federal, provincial or municipal election must take an unpaid leave of absence beginning on the day the nomination is announced. If the team member is successful in the election, he/she must resign effective the day the unpaid leave began. If the team member is unsuccessful, he/she is entitled to return to work effective the day after the election. Every effort will be made by the company to return the team member to his/her former position, but should this not be possible, a comparable position will be offered.
The Humberview Group encourages its team members to become involved in charitable, civic and industry groups. However, before accepting a position or directorship with such an organization, you must obtain approval from your manager/supervisor to ensure there is no conflict of interest and that your outside duties will not conflict with your job.
You may not speak publicly to a meeting, conference or seminar, or to the media, on any topic that involves The Humberview Group, your work or expertise within the company, unless you have the prior approval from your manager/supervisor.
Team members may hold outside jobs as long as they meet the performance standards
of their job with The Humberview Group. All team members will be judged by the same
performance standards and will be subject to the company's scheduling demands, regardless
of any existing outside work requirements.
Team members are not permitted to work for companies who are in direct competition
with The Humberview Group.
If The Humberview Group determines that a team member’s outside work interferes
with the performance or the ability to meet the requirements of the company, as
they are modified from time to time, the team member may be asked to terminate the
outside employment, if he or she wishes to remain with The Humberview Group. Outside
employment that constitutes a conflict of interest or involves the use of the company's
premises, equipment or supplies is prohibited. Team members may not receive any
income or material gain from individuals outside The Humberview Group for materials
produced or services rendered while performing their jobs.
Designated team members who are entitled to the use of a company demonstrator may
opt instead to receive a monthly car allowance. Please check with your manager/supervisor
to determine the amount. This amount is taxable. If a team member exercises this
option, he/she will be unable to borrow company vehicles for personal use. Demos
are not to be loaned to others. On rare occasions, spouses are allowed to drive
demos. Team members are not to exceed 2,000 km per month on their demos.
This will be monitored regularly.
Team members are not to take their demos out of the Province in which they
are plated, without prior approval of their manager/supervisor.
There will be no smoking in demos. Demos are expected to be kept clean, tidy
and available to show to customers at all times. Demos will be inspected
regularly.
The team member of a demo is responsible for, among other things:
- Parking tickets.
- Gas.
- Scratches.
- Dents.
- Broken windshields.
- Theft of any personal possessions left in a demo.
- Highway tolls.
A taxable benefit will be assigned for the use of the demo. The team member is responsible
for bringing in the demo for all scheduled maintenance on a timely basis. All accidents,
regardless of size, are to be reported in writing to the team member’s manager/supervisor.
Team members will be required to pay into an insurance "pool" to help offset the
deductible for an "at fault" accident. The offsets are as follows:
- 1st Accident No cost to team member
- 2nd Accident $250 cost to team member
- 3rd Accident $750 cost to team member and review of continued use of company vehicle.
Each driver must provide a driver's abstract and a copy of their driver's license
upon hiring and on an annual basis. The team member’s abstract can be verified by
The Humberview Group at ANY time during employment. This will be required in order
to receive an updated Certificate of Insurance.
Frequent claims, reckless driving or any other factor deemed significant by the
company are grounds for loss of a team member’s demo privileges.
JPL Team members (only)
All demo drivers will be issued a Scoretrak card to be used for demo operating costs.
Smoking is not permitted inside the workplace, or in company vehicles. Smoking is only permitted outside and only in an area designated as a "Smoking Area".
Canvassing and selling of goods on The Humberview Group’s property is permitted only with management's approval.
Keys are issued to designated individuals within the Company. Each person is responsible for the keys issued to him or her. They are not to be loaned to anybody else, including other team members and no duplicates are to be made of any issued keys. Lost keys should be reported immediately to your manager/supervisor.
USE OF EQUIPMENT AND COMPANY VEHICLES
Equipment and company vehicles are essential in accomplishing job duties. When using company property/equipment, team members are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines. Please notify your manager/supervisor if any equipment, machines, tools, or company vehicles appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to team members or others. The manager/supervisor can answer any questions about a team member's responsibility for maintenance and care of equipment or dealership vehicles used on the job. The improper, careless, negligent, destructive, or unsafe use or operation of equipment or company vehicles, as well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and including termination of employment.
Telephones are provided to team members to conduct company business. You are encouraged
to conduct personal telephone business during your lunch hour and/or your breaks.
Team members may be required to reimburse The Humberview Group for any charges resulting
from their personal use of the telephone. The company telephone is never to be used
for illegal activity.
To ensure effective telephone communications, team members should always use the
approved greeting and speak in a courteous and professional manner.
A photocopier, fax, postal machine and letterhead are available for The Humberview
Group daily business and may not to be used for personal reasons without Management
approval.
Any personal mail should be delivered to your home address. The company does not
accept any responsibility for your personal mail. The Humberview Group reserves
the right to open any mail addressed to a team member who has left the Company.
USE OF SHUTTLE BUS / PARTS TRUCK
The Shuttle Bus and Parts Trucks may not be used for personal reasons without the prior written approval of the appropriate Department Manager.
As good selling practices and for insurance liability, The Humberview Group expects each customer to be accompanied by a Sales Representative when on a demonstration ride. Unaccompanied demonstrations must have management authorization and a copy of the customer’s driver’s license must be obtained prior to the vehicle leaving the premises.
Any parking tickets, 407 ETR charges, etc., are the responsibility of the plate holder.Dealer plates shall not be lent to anyone without management’s knowledge/consent and must be returned to the appropriate department immediately after use.Dealer plates are only to be used for test drives. Personal use of dealer plates is forbidden. Anyone driving a vehicle with a dealer plate and not using it for Company business is subject to paying the $10,000.00 deductible, should they be involved in an accident.Lost dealer plates are the responsibility of the holder. Replacement will be charged to the holder’s accounts receivable.
The company provides access to the Internet, email and the World Wide Web to individuals on a business needs basis. This service is provided by and belongs to the company. Authorized Internet users are encouraged to explore the Internet for business purposes. Incidental personal use is also permitted if the use:
- Does not interfere with user productivity.
- Does not pre-empt any business activity.
- Does not engage in procuring or transmitting material that is in violation of sexual harassment or hostile workplace laws in the user's local jurisdiction.
When using the corporate network for such limited personal use, no user has any
right to privacy in any of the material he or she creates, receives, downloads or
sends through any information systems or computer or networking resources. All electronic
files, electronic content, email and other electronic communication using company
systems may be subject to monitoring and review by the Company, notwithstanding
any passwords, encryption technology or other efforts to maintain the privacy of
the information or communications.
When on the Internet or sending email either internally or externally, please conduct
all business in a professional manner. You may not produce, retrieve or distribute
any correspondence or other content that is potentially defamatory, illegal, libelous,
obscene, inflammatory or harassing. These include items like; chain emails, forwarding
of jokes, pictures, video clips, advertising of any type and lobbying for support
on personal issues.
Your email address may be given out for business purposes and should not be entered
into internet site registrations for newsletters without careful consideration for
the source of the site. Entering email addresses on web sites can lead to junk emails.
No one may download software or open .EXE files received in attachments to email
from outside sources without the permission of the IS department. These include
items like; Hotbar, WEB Shots, screen savers and any software such as Kazaa and
Realplayer used for downloading files.
The browsing of sites that use streaming video and/or audio programs interferes
with the network operation and is therefore prohibited.
Instant messaging services such as MSN Messenger or Yahoo Messenger may not be installed
or used without the written permission of senior management. When using instant
messaging or net meeting programs, connections may only be made to known people.
Messages should not contain confidential information as this service is not secure
and may be viewed by anyone on the internet.
All requests for access to Internet Email and/or Internet browsing must be approved
by the immediate manager/supervisor and communicated to the IS department who will
arrange for the provision of the necessary software.
NON-DISCLOSURE AND CONFIDENTIAL INFORMATION
As a team member of The Humberview Group, you will acquire information about certain
matters which are confidential to the company(s), and which information is the exclusive
property of the company(s), including:
- Information about the operations, organization, projects and plans and strategies.
- names, addresses, buying habits and preferences of present and past customers of the company, as well as prospective customers, and
- Pricing and sales policies, techniques and concepts.
All team members will acknowledge that the information as referred to above could be used to the detriment to the company and undertake not to disclose the information to any third party during the term of their employment, except as may be necessary in the proper discharge of duties, or after the term of employment, however caused, except with the written permission of any officer of the company.
All team members further acknowledge that the disclosure or use of the information would be a misappropriation of the company’s trade secrets in violation of the law and would constitute an unfair business practice.
All team members acknowledge and understand that the Confidentiality Agreement signed prior to employment is a specific term and condition of employment with the company. Any breach of same during the term of employment will result in dismissal for cause, and breach of the agreement at any time will result in personal liability for any damages to the company.
SECURITY OF PROPERTY AND THEFT
Preserving and safeguarding The Humberview Group property and information is the
responsibility of each team member. Equipment, materials and supplies are the property
of The Humberview Group and must be used only for company business and on its premises,
and must be protected from theft, misuse or damage. Also, no company property may
be borrowed without the authorization of your manager/supervisor. This policy does
not extend to property intended for the use of individual team members who regularly
travel with it, such as company-owned vehicles or issued laptops.
Theft of The Humberview Group property or of another team member's property may
result in dismissal and in criminal charges being laid.
HUMBERVIEW GROUP'S PRIVACY POLICY
All team members agree that the personal information of Humberview Group's customers which is collected, used, disclosed, and retained by The Humberview Group is subject to privacy laws and restrictions on use, and they agree that all such personal information shall only be collected, used, disclosed, and retained in accordance with The Humberview Group's Privacy Policy and procedures, as amended from time to time. Any questions about handling of customers’ personal information shall be directed to a member of senior management for your location. Any violation of The Humberview Group's Privacy Policy may result in disciplinary action up to and including termination.
PERSONAL INFORMATION PROTECTION
The Humberview Group is committed to protecting the privacy of its team members,
customers, and confidential business information. Team members are obligated to
ensure that personal information, to which they may have access remains confidential,
and is only used for the purposes for which it was collected. It must not be disclosed
without authorization or used for personal gain. Team members are required to follow
all procedures regarding collection, use, and disclosure of personal information
as set out in this policy. Team members who disclose personal information, contrary
to this policy will be subject to disciplinary measures, up to and including discharge
for cause.
Your personnel file is a record about you and your job at The Humberview Group.
Some of these facts must be collected by law, for tax, Employment Insurance benefits
and Canada Pension Plan purposes. The personnel file also includes information such
as the following:
- Job application and resume.
- Training and education.
- Performance Reviews.
- Job transfers, special assignments and promotions.
- Compensation and benefits.
- Warnings and discipline.
- Absenteeism and tardiness.
You may also submit information on community and other honours you receive. We are
interested in your outside achievements and want to know about them. Advise a representative
of the People Department of any changes in your home address, telephone number,
marital status, dependents, beneficiary, or persons to notify in case of emergency.
Your manager/supervisor will advise the People Department of pay increases. Personnel
files are the property of The Humberview Group and access to the information they
contain is restricted. Only supervisors and managers with a legitimate reason to
review information on file are permitted access. Team members who wish to review
their own file should contact a representative of the People Department. With reasonable
advance notice, team members may review their own personnel files in The Humberview
Group’s offices and in the presence of an individual appointed by The Humberview
Group to maintain the files. The Humberview Group reserves the right to withhold,
in its discretion, contents of the personnel files which it feels should remain
confidential.
If you resign, retire or are terminated, the company will retain your personnel
file for seven years.
TEAM MEMBER RELATIONS PRINCIPLES
The Humberview Group believes that only through the fulfillment of individual needs
for personal and professional growth can it achieve its goal of being a successful
organization. Our success depends upon the quality and commitment of our team members.
The company’s objectives are to employ the best people available and to maintain
a high quality working relationship with all our team members, based upon mutual
trust, respect, courtesy and tolerance. To this end, the company strives to:
- Provide a work environment which is free of discrimination and/or harassment.
- Provide a work environment that encourages self-motivation and initiative.
- Provide fair rewards for sustained job performance.
- Encourage open and frank dialogue about work and/or business issues.
- Offer equal opportunity for personal development, career growth and advancement based on individual ability and demonstrated job performance.
- Provide healthy and safe working conditions for all.
The Humberview Group believes that issues which may arise periodically between team
members and management can best be resolved through open and frank discussions.
To ensure orderly operations and provide the best possible work environment, there
are certain standards of behavior that The Humberview Group expects its team members
to observe in order to protect the interests and safety of all team members and
the company.
It is not practical to list all the forms of behavior that are considered unacceptable
in the workplace. The following are examples of infractions of rules of conduct
that may result in discipline, up to and including discharge:
- Theft or inappropriate removal or possession of property not belonging to you.
- Falsification of records.
- Working under the influence of alcohol or illegal drugs.
- Possession, distribution, sale, transfer, or use of alcohol, illegal drugs, firearms, explosives, or other improper materials on company premises, during the conduct of The Humberview Group’s business, or while operating employer-owned equipment.
- Fighting or threatening violence in the workplace.
- Negligence or improper conduct leading to damage of employer-owned or customer-owned property.
- Insubordination or other disrespectful conduct.
- Violation of safety or health rules.
- Violation of the policies and guidelines as set out in this Playbook.
Customers are among our organization’s most valuable assets. Every team member represents The Humberview Group to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each team member contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. The Humberview Group will provide customer relations and services training to all team members with extensive customer contact. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of The Humberview Group. Positive customer relations not only enhance the public's perception or image of The Humberview Group, but also pay off in greater customer loyalty, increased sales and profit.
When you communicate with anyone outside the organization, you represent The Humberview Group to them. Always be careful that your language and manner reflect professionalism, respect and a high level of customer service to our suppliers, clients and the general public. All written and oral communications should avoid all forms of discrimination.
Dress, grooming, and personal cleanliness standards contribute to the morale of
all team members and affect the business image The Humberview Group presents to
customers and visitors. During business hours or when representing The Humberview
Group, you are expected to present a clean, neat, and tasteful appearance. You should
dress and groom yourself according to the requirements of your position and accepted
social standards. This is particularly true if your job involves dealing with customers
or visitors in person. If your manager/supervisor feels your personal appearance
is inappropriate, you may be asked to leave the workplace until you are properly
dressed or groomed. Under such circumstances, you will not be compensated for the
time away from work. Consult your manager/supervisor in advance if you have questions
as to what constitutes appropriate appearance.
When necessary, reasonable accommodation may be made for persons who require it
on any of the prohibited grounds.
Without unduly restricting individual tastes, the following grooming and dress guidelines
should be followed:
- Mustaches and beards must be clean, well trimmed and neat.
- Hairstyles are expected to be in good taste with hair off the face to avoid interfering with job performance.
- Offensive body odor and poor personal hygiene is not professionally acceptable.
- Perfume, cologne, and aftershave lotion should be used moderately or avoided altogether, as some individuals may be sensitive to strong fragrances.
- Jewelry should not be functionally restrictive, dangerous to job performance, or excessive.
- Facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs, is not professionally appropriate and must not be worn while you are at work. Torso body piercing with visible jewelry or jewelry that can be seen through or under clothing must not be worn during business hours.
- Visible excessive tattoos and similar body art must be covered during business hours.
The dress code is meant to foster a professional image of The Humberview Group and
to ensure compatibility with the attire of the business community with which our
team members interact. Team members are expected to dress in a manner consistent
with the nature of the work being performed, including wearing clothing and shoes
that provide safe, secure footing, and offer protection against hazards.
Appropriate business attire is required when team members have meetings or need to conduct business outside the office, or when they are in direct contact with customers or the general public. If meetings are taking place on the customer’s business premises, the team member should keep in mind the customer’s dress code standards.
PERFORMANCE IMPROVEMENT PLAN (PIP)
It is the policy of The Humberview Group to be patient, fair and tolerant in the
administration of its team members, and to encourage team members to exercise self-discipline
at all times in their performance and conduct. The best Performance Improvement
Plan is the one that does not have to be enforced and comes from good leadership
and fair supervision of all team members. The major purpose of any PIP is to correct
the problem, prevent recurrence, and prepare the team member for satisfactory performance
in the future. However, repeated, willful or inexcusable breaches of policies, this
Playbook, standard operating practices or normal business ethics are not acceptable
and shall be dealt with in accordance with the provisions of this policy.
Although employment with The Humberview Group is based on mutual consent and both
the team member and The Humberview Group have the right to terminate employment
at will, with or without cause or advance notice, The Humberview Group may use Performance
Improvement Plans at its discretion. Depending on the severity of the concern and
the number of past occurrences, the appropriate action may call for any of five
steps:
- Formal counseling.
- Verbal warning.
- Letter # 1.
- Letter # 2.
- Letter # 3.
There may be circumstances when one or more steps are bypassed. A Performance Improvement Plan means that, with respect to most problems, these steps will normally be followed: a first offense may call for a verbal warning; a subsequent offense may be followed by a written warning; another offense may lead to a suspension; and, still another offense may then lead to termination of employment.
If more than 12 months have passed since the last Performance Improvement Plan letter, the process will normally start over. Humberview Group recognizes that there are certain types of team member problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps. While it is impossible to list every type of behavior that may be deemed a serious offense, the team member conduct and work rules, as they appear in this hand book, include examples of problems that may result in immediate suspension or termination of employment. By using the Performance Improvement Plan, we hope that most team member problems can be corrected at an early stage, benefiting both the team member and The Humberview Group.
Except for termination of employment, any step of the Performance Improvement Plan may be repeated more than once, if necessary.
Because of the nature of their positions held, some team members from time to time
participate in contests promoted by The Humberview Group, OEM vehicle manufacturers
or other related automotive companies. Participation in any such promotion must
be previously approved by the Management group. In the event that a contest is won,
the participating team member(s) must confirm with their Department Managers that
the time away from their jobs is suitable.
It is further understood that the team member is responsible for the taxable benefit
derived from such contests.
You are expected to give at least two weeks' notice in writing, stating the date of termination.
If you have resigned, you may be asked to complete an exit interview with a member of the People Department. The completed interview will assist the company in addressing any problem areas or concerns that might not have been previously identified.
Vacation
- Team members on the active payroll at January 1 of the current year and who have not completed one (1) year of continuous employment at the preceding December 31 are entitled to a pro-rated vacation period reflecting the period they have worked.
- Team members on the active payroll at January 1 of the current year are entitled
to:
- Two (2) weeks of vacation after completing one (1) [but less than five (5)] years of continuous employment as at the preceding December 31.
- Three (3) weeks of vacation after completing five (5) years of continuous employment as at the preceding December 31.
- Earned vacation entitlement cannot be carried over from one vacation year to another, except with the approval of the People Department. In such cases, NO vacation will be carried forward beyond March 31 of the following year.
- Team members with vacation entitlement of two (2) weeks or less receive vacation pay of 4% of wages for the period in which vacation entitlement was earned.
- Team members with vacation entitlement of three (3) weeks receive vacation pay of 6% of wages for the period in which the vacation entitlement was earned.
- For salaried team members, vacation pay will be paid at the time when vacation is taken.
- For commissioned and hourly paid team members, vacation pay will be paid in July of each year.
- If you resign or if your services are terminated, you will receive payment of vacation in lieu of time off.
- Vacation entitlement earned must be taken.
- Every effort will be made to schedule your vacation at the time you request. However, in order to maintain efficient and orderly operations, the company may limit the number of team members that can be off at any one time.
- Vacation scheduling must be approved in advance by the team member’s immediate manager/supervisor. Team members should not make any vacation commitments until vacation scheduling has been approved in writing. If the team member and his/her manager/supervisor are unable to mutually agree upon vacation scheduling, the team member’s manager/supervisor shall establish the date(s) of the team member’s vacation schedule by giving the team member written notice of the vacation schedule at least two (2) weeks prior to the start of the scheduled vacation.
Holidays
The Humberview Group recognizes the following holidays:
- New Year’s Day.
- Alberta Family Day (Alberta only).
- Good Friday.
- Victoria Day.
- Canada Day.
- Labour Day.
- Thanksgiving Day.
- Remembrance Day (Alberta only).
- Christmas Day.
- Boxing Day.
The Humberview Group grants eligible team members time off work on these days for which the team member is paid Holiday Pay, subject to the conditions outlined herein.
Alberta Team members
Holiday Eligibility
To be eligible for a holiday, a team member must be employed by The Humberview Group
for at least thirty (30) work days within the twelve (12) months preceding the holiday,
unless:
- The team member does not work the holiday when required or scheduled to do so,
- The team member was absent without consent on the last regular work day preceding the holiday or the next regular work day following the holiday.
Holiday falling on a normal working day
- A team member who qualifies for a holiday, and is given a day off work on the holiday, shall be paid in accordance with Alberta legislation.
- If the team member works on the holiday, the team member may request to be paid his/her regular wage rate for each hour worked on the holiday and be granted another normal work day off in lieu of the holiday with holiday pay at least equal to the team member’s average daily pay. The lieu day must be taken before his/her next annual vacation.
Holiday falling on a non-working day
- Where a holiday falls on a day that is not a team member’s normal work day, he/she has no entitlement to take a day off work and no entitlement to receive holiday pay.
- Where a holiday falls on a non-working day for an eligible team member and he/she works on that day, the team member shall be paid holiday pay at a rate of one and one-half (1½) times his/her hourly wage rate for all hours worked on the holiday.
Ontario Team members
Holiday Eligibility
A team member’s public holiday pay for a given public holiday shall be equal to,
the total amount of regular wages earned and vacation pay payable to the team member
in the four work weeks before the work week in which the public holiday occurred,
divided by 20.
Premium Pay
A team member who works on a holiday shall receive premium pay of at least one and
one half times his or her regular rate, in addition to his/her holiday pay.
Public holiday ordinarily a working day
If a public holiday falls on a day that would ordinarily be a working day for a
team member and the team member is not on vacation that day, the employer shall
give the team member the day off work and pay him or her public holiday pay for
that day.
Exception
The team member has no entitlement to holiday pay if he or she fails, without reasonable
cause, to work all of his or her last regularly scheduled day of work before the
public holiday or all of his or her first regularly scheduled day of work after
the public holiday.
Team member’s entitlement
If a team member agrees to work on a holiday, he/she shall be paid his/he wages
at the regular rate for the hours worked on the public holiday and substitute another
day that would ordinarily be a working day for the team member to take off work
and for which he or she shall be paid public holiday pay as if the substitute day
were a public holiday or if the team member agrees, he/she shall be paid the public
holiday pay for the day plus premium pay for each hour worked on that day.
Leaves of Absence
If you are sick, please call your supervisor at the start of the business day so
the necessary arrangements can be made to minimize disruption to departmental workflow.
If you are sick your manager/supervisor may request a doctor's note.
It is not The Humberview Group’s policy to allocate a designated number of sick
days; however, sick days will be tracked by your immediate manager/supervisor. The
Humberview Group reserves the right to set reasonable limits on sick leave in individual
cases.
MEDICAL AND DENTAL APPOINTMENTS
Whenever possible, team members are asked to schedule their medical and dental appointments in a way that minimizes their time away from work.
Team members on the active payroll may apply for a personal leave of absence at
any time and this policy will apply, unless another specific leave of absence policy
applies.
All requests for personal leave, save and except for jury duty, witness duty, Maternity
Leave, Parental Leave, Bereavement Leave, Compassionate Leave, leaves as a result
of a workplace injury/illness and Emergency Leave are deemed to be for personal
reasons and are granted at the sole discretion of the company.All requests for personal
leaves of absence must be made in writing and must include the reason for requesting
the leave. Requests for leave will be evaluated on their merits, having regard for
individual circumstances, such as, the purpose of the leave, the performance and
length of service of the team member, the frequency of such requests, and the impact
of the team member’s absence on operations. Such leaves, if granted, shall be without
pay. Any request for Personal Leave for the purpose of working for another employer
or for the purpose of serving a jail sentence will not be granted.
The team member’s manager/supervisor, prior to responding to the request for Personal
Leave, shall consult with his/her manager or a member of the People department,
for guidance in order that consistent and fair treatment of all team members may
be assured.
Insured team member benefits programs are discontinued for the duration of any personal
leave at the end of the month in which the leave commences, unless specified otherwise
by the President. If permitted and approved by the benefits provider, team members
may make appropriate arrangements, in advance, to maintain insured benefit plans
related to life insurance, accidental death and dismemberment insurance, extended
health and/or dental benefits by prepaying the necessary premiums, including the
employer’s share, if any, prior to the commencement of the leave. While on a personal
leave of absence, you will not accumulate company service.
In the case of leaves longer than 30 days, The Humberview Group cannot guarantee
that your position will be available when you return, but the company will make
every effort to find you a comparable job, if one exists.
Salaried team members summoned for jury duty or receive a summons/subpoena to appear
as a witness in a court proceeding, not resulting from his/her private affairs,
will be granted the necessary time off with pay. Please advise your manager/supervisor
as far in advance as possible of any expected jury or witness duty leave request.
Because of the nature of their compensation plan, commissioned and hourly team members
will not receive remuneration for Jury and Witness Duty Leave.
BEREAVEMENT AND COMPASSIONATE LEAVE
In the event of a death of a team member’s immediate family, that is, the death
of a spouse, parent, sibling, guardian, child or ward, a team member is entitled
to and shall be granted a bereavement leave for the purpose of arranging and/or
attending the funeral. A maximum of five (5) working days may be taken for bereavement
leave. Three (3) days of each bereavement leave shall be with pay and the remainder
of the leave, to a maximum of five (5) days, shall be without pay.
In the event of a death of other relatives, team members may request a bereavement
leave, and a leave of one (1) working day without pay will be granted to attend
the funeral. If attendance at the funeral requires extensive travel, an unpaid leave
of up to two (2) additional days will be granted.
Any additional time off for bereavement or funeral attendance may be taken from
vacation leave.
Compassionate leave will be granted in accordance with the applicable provincial
legislation.
An employee can take Family Medical Leave to provide care and support to a specified
family member who has a serious medical condition with a significant risk of death
occurring within a period of 26 weeks. This medical condition and risk of death
must be confirmed in a certificate issued by a qualified health practitioner.
Family Medical Leave will be granted and administered in accordance with the Employment
Standards Act.
Team members are expected to attend work and to be punctual on every scheduled work
day. Any incident of team member absenteeism shall be recorded. In the event that
you are not be able to report to work or report to work on time, telephone your
manager/supervisor as soon as possible but at least 15 minutes prior to your normal
starting time. If it is necessary for you to leave work early due to illness, you
must notify your manager/supervisor as far in advance as possible, informing him
or her of the reason for the absence.
Whenever possible, personal appointments should be scheduled in a way that minimizes
time away from the work.
In the case of authorized absences, including but not limited to sick leave, vacation,
jury duty, maternity/parental leave, the team member is required to submit the appropriate
documentation for leave authorization, wherever possible, prior to commencing the
leave.Team members will be subject to counseling and/or formal discipline for excessive
tardiness or absenteeism.
Absence from work for three (3) consecutive work days, without notification to your
immediate manager/supervisor, is considered to be voluntary resignation of the team
member from employment.
Alberta
A pregnant team member who has been employed by The Humberview Group for a minimum
of fifty-two (52) consecutive weeks is entitled to and shall be granted a maternity
leave of absence without pay, not exceeding 15 weeks in duration provided she:
- Submits a written application for maternity leave at least six (6) weeks before the date on which the leave is to commence, and
- If requested, provides a certificate from a medical practitioner stating the expected birth date.
- In the case of a pregnant team member who stops working because of complications
caused by her pregnancy or because of a birth, still-birth or miscarriage that happens
earlier than the team member was expected to give birth, the team member must, within
two (2) weeks of stopping work, provide:
- A written notice of the date the maternity leave began or is to begin, and
-
A certificate from a medical practitioner that:
- In the case of a team member who stops working because of complications caused by her pregnancy, states the team member is unable to perform her duties because of complications caused by her pregnancy and states the expected birth date, or
- In any other case, states the date of birth, still-birth or miscarriage and the date the team member was expected to give birth.
- Provided the team member’s maternity leave has not yet commenced, a pregnant team member (including a team member who is not entitled to maternity leave) is entitled to use accumulated sick leave benefits, if any, in accordance with the sick pay policy, for health-related reasons associated with her pregnancy. Similarly, a pregnant team member may also use accumulated vacation time and/or overtime bank hours, if any, for any other leave time required prior to the start or end of any authorized maternity leave.
Maternity leave may commence no earlier than twelve (12) weeks before the expected birth date and no later than the day on which the team member gives birth. Such leave shall be for a continuous period and not intermittent. At least six (6) weeks of maternity leave must be taken immediately following the date of delivery, unless The Humberview Group and the team member agree to a shorter period conditional on the team member providing a medical certificate stating that resuming work will not endanger her health.
A team member who takes maternity leave and wishes to take parental leave must commence the parental leave immediately upon expiry of the maternity leave, without a return to work, unless agreed to otherwise by The Humberview Group and the team member. The team member’s application for maternity leave is deemed to be notice of application for parental leave unless the application for maternity leave specifically excludes parental leave.Canada Employment Insurance provides financial assistance for maternity benefits. To establish whether you qualify, please contact Canada Employment Insurance. A Record of Employment (Statement of Earnings) will be provided by The Humberview Group's Payroll Department at the beginning of your maternity leave.
When a team member returns from maternity leave, the team member is entitled to return to her previous position or to a position comparable to the one she left.
Unless specified otherwise herein, insured team member benefits programs are discontinued for the duration of any maternity leave effective the end of the month in which the leave commences. A team member’s benefits will be either continued or re-instated during the portion of the maternity leave which is "health-related". If permitted and approved by the benefits provider, team members may make appropriate arrangements, in advance, to maintain insured benefit plans related to life insurance, accidental death and dismemberment insurance, extended health and dental benefits by making suitable arrangements regarding payment of the necessary premiums, including The Humberview Group share, if any, prior to the commencement of the leave.
Parental / Adoption Leave
A team member who has been employed by The Humberview Group for at least fifty-two (52) consecutive weeks and is a natural parent (mother or father) or adoptive parent (mother or father) is entitled to parental or adoption leave without pay, up to a maximum period of thirty-seven (37) consecutive weeks. The team member is required to submit a written application for such leave at least six (6) weeks in advance of the date on which the parental or adoption leave is to commence unless the medical condition of the birth mother or child makes it impossible to comply with this requirement; or, in the case of adoption, the date of the child’s placement with the adoptive parent was not foreseeable.
A team member who takes maternity leave and wishes to take parental leave must commence the parental leave immediately upon expiry of the maternity leave, without a return to work, unless agreed to otherwise by The Humberview Group and the team member. The team member’s application for maternity leave is deemed to be notice of application for parental leave unless the application for maternity leave specifically excludes parental leave.
If both parents of the same child are team members, the parental or adoption leave granted may be taken wholly by one of the team members, or be shared by the team members. Only one team member may take parental or adoption leave at the same time. Team members who wish to share parental leave must advise the company of their intention to do so. The total combined parental or adoption leave shall not exceed thirty-seven (37) weeks.
Parental/adoption leave must conclude not later than fifty-two (52) weeks after the day the child is born or comes into the custody, care and control of a parent for the first time.
When a team member returns from parental/adoption leave, the team member is entitled to return to his/her previous position or to a position comparable to the one he/she left.
Unless specified otherwise herein, insured team member benefits programs are discontinued for the duration of any maternity leave effective the end of the month in which the leave commences. A team member’s benefits will be either continued or re-instated during the portion of the maternity leave which is "health-related". If permitted and approved by the benefits provider, team members may make appropriate arrangements, in advance, to maintain insured benefit plans related to life insurance, accidental death and dismemberment insurance, extended health and dental benefits by making suitable arrangements regarding payment of the necessary premiums, including The Humberview Group share, if any, prior to the commencement of the leave.
Ontario
Pregnancy Leave
All female employees who have been employed for a period of 13 weeks or longer are
entitled to 17 weeks of pregnancy leave.
An employee may commence pregnancy leave at any time within the 17-week period before
the expected date of birth. If the employee does not leave earlier, pregnancy leave
must start on the day on which she gives birth.
At least 2 weeks before an employee intends to commence pregnancy leave, the employee
must notify the company in writing of the date on which she intends to commence
pregnancy leave and of the date on which she intends to return to work after pregnancy
leave. She must also provide a certificate from a legally qualified medical practitioner
stating the due date.
An employee who elects to return to work before the end of her 17-week pregnancy
leave must give the Firm four (4) weeks written notice of her intention to do so.
Pregnancy leave will not interrupt an employee’s seniority, length of employment
or length of service.
Pregnancy leave will not affect an employee’s entitlement to or accrual of vacation
time, although it will affect the calculation of vacation pay. Employees are encouraged
to take outstanding vacation before they commence their pregnancy leave.
When the leave ends, the employee will be reinstated in the same position she most
recently held with the Company or to a comparable position if her original position
no longer exists.
Parental Leave
Parental leave is available to all employees who have completed 13 weeks of employment
with the Company before the birth of a child, or before the child comes into the
custody, care and control of the employee, i.e., through adoption.
Two weeks’ notice in writing to the Company is required before the commencement
of parental leave.
A natural mother who has taken pregnancy leave is entitled to 35 weeks of parental
leave, commencing on the later of: the end of the pregnancy leave; or the date on
which the child comes into the actual custody, care and control of the employee.
A father or a natural mother who has not taken a pregnancy leave is entitled to
37 weeks of parental leave, commencing no later than 52 weeks after the child is
born.
An adoptive parent is entitled to 37 weeks of parental care, commencing no later
than 52 weeks after the date on which the child comes into the actual custody, care
and control of the employee;Parental leave will not interrupt an employee’s seniority,
length of employment or length of service.
Parental leave will not affect an employee’s entitlement to or accrual of vacation.
Employees are encouraged to take outstanding leave before they commence their parental
leave.
When the leave ends, the employee will be reinstated in the same position he or
she most recently held with the Company or to a comparable position if their original
position no longer exists.
Team members on Parental or Maternity Leave of absence will have their Group Insurance
benefits continue as long as they continue to pay the normal team member portions
of the contributions in a timely fashion.
Payroll and Benefits
All The Humberview Group team members are normally paid on a semi-monthly basis,
usually on the fifteenth (15th) and on the last day of each month. If a scheduled
payday falls on a Saturday, Sunday, or company observed holiday, you will usually
be paid on the business day preceding the weekend or holiday. In the event of a
computer problem, pay checks will be processed at the earliest possible date.
All statutory deductions, including income tax, Canada Pension Plan and Employment
Insurance, and all authorized voluntary deductions, will be withheld automatically
from your pay.
Please review your pay voucher for errors. If you find a mistake, report it to your
manager/supervisor immediately, he/she will assist you in taking the necessary steps
to correct the error.
CHANGE OF TELEPHONE NUMBER / ADDRESS / MARITAL STATUS
Upon change of your telephone number, address, marital status or dependents, the team member must immediately notify their manager/supervisor or the Payroll Department in writing, in order that all administrative files are kept current.
It is The Humberview Group’s policy not to provide advances on your pay.
The law requires The Humberview Group to comply with wage garnishments and court-ordered
payments when they are presented to the company. Team members affected by wage garnishments
or court-ordered payments will be notified by The Humberview Group’s Payroll Department
of any change against their wages.
No person acting on behalf of The Humberview Group may dismiss; threaten to dismiss;
discipline or suspend; discriminate against; impose any penalty upon; or intimidate
or coerce any team member because of a wage garnishment or court-ordered payment.
REPORTING PAY FOR HOURLY PAID TEAM MEMBERS
In rare and exceptional circumstances The Humberview Group may be unable to provide
team members with their regular work on a scheduled shift. Unless, prior to the
scheduled shift starting time, a team member has been advised not to report for
work, team members who report for work at the start of their scheduled shift may
be assigned to any available, alternate work and shall continue to receive their
regular wages for work performed until they can be reassigned to their normal duties.
If alternative work cannot be provided or continued, whether or not a team member
has started work, a team member may be sent home and shall be paid at the team member’s
regular wage for the greater of the actual hours worked or three (3) hours.
CALL-IN PAY FOR HOURLY PAID TEAM MEMBERS
A team member who has left the workplace and is later called back to work outside
of his/her regular hours will be paid at the appropriate overtime rate for the greater
of three (3) hours or the actual hours worked outside their regular shift hours.
Wherever possible, the need to call in a team member to work after regular hours
shall be limited to emergency situations.
Hourly: A team member who is paid an hourly wage for hours worked.
Salaried: A team member who receives a monthly rate of pay regardless of
hours worked. Team members earn an annual salary.
Commissioned: A team member whose remuneration includes bonuses and incentives.
Wholly commissioned team members are not paid for, sick time, overtime, or authorized
personal time.
OVERTIME FOR HOURLY PAID TEAM MEMBERS
Overtime work, in excess of hours as prescribed by the appropriate labour laws must be authorized in advance by the team member’s manager/supervisor before being worked. Authorized overtime hours worked are paid at the rate of one and one-half (1½) times the team member’s regular wages. A team member may make a written request to receive paid time off work in lieu of receiving overtime pay.
Effective three months after commencing permanent, full-time employment, a team
member will be eligible for coverage under The Humberview Group's group insurance
plan. The Humberview Group provides life insurance, accidental death and dismemberment,
long term disability, dental and supplementary health coverage for team members
and, with some exceptions and extensions, their legal and common law spouses and
dependent children.
The premium costs of the plan are shared by the team member and The Humberview Group.
Your portion of the applicable premiums will be automatically deducted from each
pay cheque. During a leave of absence for sick leave; short term and long term disability;
an absence due to a workplace injury/illness; you will be required to pay the team
member portion of the cost of all plans.
For personal leaves of absences, a team member will be required to pay the entire
cost of the benefits if he/she decides to continue the coverage.
If you cease employment with The Humberview Group your coverage ceases on the last
day of work.
- Full-time: A person employed for an indefinite duration who regularly works 40 hours or 37.5 more each week. Full-time team members may be placed on either the hourly or salary payroll.
- Part-time: A person employed for an indefinite duration who regularly works fewer than 37.5 hours each week. Part-time team members are normally placed on the hourly payroll. Part-time team members are ineligible for team member benefits.
- Temporary: A person employed for a defined duration regardless of the hours worked. The duration of a temporary assignment shall not exceed a period of six months. Temporary team members are placed on the hourly payroll and are ineligible for team member benefits.
- Inactive: A team member who remains on either the hourly or salaried payroll and who may be in receipt of benefits payment, but no pay. This category is also used for team members who are on an approved leave of absence, for whatever reason, for a period that is longer than one month in duration.
- Probationary: A team member who has not completed his/her probationary period.
- Contract: Independent contract personnel are not considered team members of The Humberview Group. They are either self-employed or work for another organization with which The Humberview Group has contracted their services. Contract personnel are paid via invoice through Accounts Payable; however, contract personnel are expected to observe the relevant policies and practices of The Humberview Group when working on company premises or engaged in company business.
Hours of work are determined by the local labour legislation; if you are not sure what these are, please check with your manager/supervisor or a member of the People Department.
Other
The Humberview Group believes in the value of individual team member commitment
to the achievement of its organizational goals. This commitment is recognized through
service awards marking the milestones of your career. Your service with the company
will be recognized after completing your fifth (5th) year of service and each subsequent
five-year plateau.
Should you require details of this programme, please check with a member of the
People Department.
TEAM MEMBER PURCHASES AND LEASES
The Humberview Group Team members
Team members (and their immediate families) qualify for discounts on the acquisition
of new vehicles and parts/service at any of the HG Dealerships. Discounted vehicles
are for the team member’s (and their immediate families) personal use. Purchases
for resale to outside parties are prohibited. All pricing listed below does not
apply to restricted vehicles or vehicles on a limited allocation:
TEAM MEMBERS AND IMMEDIATE FAMILY MEMBERS
TEAM MEMBER
New & Used Vehicle Purchasing Advantages
Team member Purchasing New Vehicle:
Dead Cost + $200 + Taxes
No Administration Fees / No Locate FeesPlus whatever OEM programme is available
for which the team member qualifies
Team member Purchasing Used Vehicle:
Dead Cost + $200 (only on vehicles over 30 days in stock)
Team member Servicing Vehicle and Parts:
Service - Equivalent to Internal Dealership Rate
Parts - Equivalent to Internal Dealership Price
IMMEDIATE FAMILY
New & Used Vehicle Purchasing Advantages
Immediate Family consists of:
Parents / Step Parents In Laws
Siblings / Step children
Immediate Family Purchasing New Vehicle:
Dead Cost + $500 + Taxes + Admin. Fees + Locate Fees if applicable
Immediate Family Purchasing Used Vehicle:
Dead Cost + $500 (only on vehicles over 30 days in stock)
Immediate Family Servicing Vehicle:
Service - Equivalent to Internal Dealership Rate
Parts - Equivalent to Internal Dealership Price
Vehicle Leases
Team members are entitled to receive .25% off of the posted rate. A nominal administration
fee of $200 is added into the capital cost to cover a mark-up, as is a $10/month
administration fee. Team members will be required to sign a lease as though they
were "regular" customers. The reduced cost as a team member is valid only for as
long as you remain a team member.Team member and family member discounts on new
and used vehicle purchases or leases are limited to one vehicle per team member
per year and the vehicle must be registered in the name of the team member, team
member’s spouse, or eligible family member.
When purchasing a vehicle from one of The Humberview Group's dealerships, you should
deal directly with the General Sales Manager of the selling dealership and take
delivery of the vehicle at that dealership.
As The Humberview Group is providing a new car at no profit, it is not possible
to pay any more than wholesale value for a trade-in. Thus you or your family member
may prefer to sell your own used car rather than trading it against a new car purchase.
In the event that you choose to trade in your used vehicle and the vehicle is not
sold to a wholesaler, it is important that the team member understand that The Humberview
Group will try to earn a normal dealer profit on the sale of your traded vehicle.
Accordingly, the posted selling price of the vehicle would normally be significantly
higher than the wholesale value to cover the costs of clean up and reconditioning,
inventory financing, warranty, dealer markup and sales commission.
Due to insurance restrictions and liabilities placed upon the company, no team member-owned
vehicle will be sold at our dealerships on a consignment basis.
Payroll deductions are not available to team members on vehicle purchases or leases.
The Humberview Group believes in resolving team member concerns and disputes, related
to their employment relationship, in a prompt and equitable manner. Team members
who express any concerns, lodge a formal complaint under this policy or who provide
information regarding a complaint under this Policy, may do so without fear of retaliation
or reprisal. Any inappropriate misconduct will be subject to immediate corrective
action.
If you are involved in a work-related dispute that you have been unable to resolve
through open and frank discussions directly with the parties involved, the dispute
should be directed to your immediate manager/supervisor. Such discussions must take
place in the privacy of an office and away from other team members. If the team
member is of the view that the immediate manager/supervisor is personally involved
in the dispute or controversy, so that they are uncomfortable in approaching them,
they should proceed directly to the manager/supervisor's immediate manager/supervisor
and/or a representative of the People Department.
A team member who has not obtained a solution within five business days of the circumstances
that gave rise to the situation has the right to bring the matter to the manager/supervisor's
immediate manager/supervisor and/or a representative of the People Department. At
this stage, complaints should be in writing and include all relevant circumstances.
That person will review the circumstances within five business days. The team member
and the immediate manager/supervisor will receive a solution or written reply within
five more business days.
If the team member is not satisfied with the response, he or she shall have the
right to forward the issue in writing to the President directly. The President's
decision on the matter will be final.
Summary Of Benefits
It has always been the philosophy of The Humberview Group to offer competitive compensation
and benefits. The company regularly has salary and benefits surveys conducted to
ensure that we remain competitive within the industry and the communities in which
we operate.
The company offers its team members 3 different plans based on the following criteria:
- Team members with less than 18 months service,
- Team members with more than 18 months service, but less than 10 years service,
- Team members with more than 10 years service and management.
The following is a summary of the 3 different benefits plan available to team members. It is intended to be only an overview of each of the plans. Should you have a specific question/concern about the benefits, please do not hesitate to contact a representative of the Payroll or People department or consult the appropriate benefits booklet.
| Team Members with less than 18 months service | Team Members with more than 18 months service but less than 10 years service | Team Members with more than 10 years service and management | |
| Eligibility |
Under age 65 On the first day following 3 months of continuous employment Must work at least 20 hours per week on a regular basis |
Under age 65 On the first day following 3 months of continuous employment Must work at least 20 hours per week on a regular basis |
Under age 65 On the first day following 3 months of continuous employment Must work at least 20 hours per week on a regular basis |
| Dependents |
Spouse or common law spouse Unmarried children, step children or common law children up to their 22nd birthday or up to their 25th birthday if a full-time student at a college or university |
Spouse or common law spouse Unmarried children, step children or common law children up to their 22nd birthday or up to their 25th birthday if a full-time student at a college or university |
Spouse or common law spouse Unmarried children, step children or common law children up to their 22nd birthday or up to their 25th birthday if a full-time student at a college or university |
| Basic Life Insurance | $25,000 | 100% annual earnings to a maximum of $200,000 | 200% annual earnings to a maximum of $250,000 |
| Optional Life Insurance |
Optional coverage for Team Member or your spouse In multiples of $10,000 to a maximum of $1,000,000 Total amount of Basic Life Insurance and Optional Life Insurance cannot exceed $1,000,000 |
Optional coverage for Team Member or your spouse In multiples of $10,000 to a maximum of $1,000,000 Total amount of Basic Life Insurance and Optional Life Insurance cannot exceed $1,000,000 |
Optional coverage for Team Member or your spouse In multiples of $10,000 to a maximum of $1,000,000 Total amount of Basic Life Insurance and Optional Life Insurance cannot exceed $1,000,000 |
| Accidental Death and Dismemberment | $25,000 | 100% annual earnings to a maximum of $200,000 | 200% annual earnings to a maximum of $250,000 |
| Long Term Disability | 67% of the first $2,000 of monthly coverage and 45% of the balance of earnings to a maximum monthly benefit of $6,000 | 67% of the first $2,000 of monthly coverage and 45% of the balance of earnings to a maximum monthly benefit of $6,000 | 67% of the first $2,000 of monthly coverage and 45% of the balance of earnings to a maximum monthly benefit of $6,000 |
| Semi-Private Hospital | Difference between public ward and semi-private room. No deductible and reimbursed at 100% of eligible charges | Difference between public ward and semi-private room. No deductible and reimbursed at 100% of eligible charges | Difference between public ward and semi-private room. No deductible and reimbursed at 100% of eligible charges |
| Drugs | Deductible per DIN is $5.00 Reimbursed at 80% Yearly maximum is $2,500 | Deductible per DIN is $5.00 Reimbursed at 80% Yearly maximum is $2,500 | Deductible per DIN is $10.00 Reimbursed at 100% Yearly maximum is $2,500 |
| Health Care | No yearly deductible Reimbursed at 100% | No yearly deductible Reimbursed at 100% | No yearly deductible Reimbursed at 100% |
| Dental |
Reimbursed at current Dental Association Fees Schedule Basic Services Reimbursed at 80% Maximum to $500 per year Yearly Deductible for individual coverage is $50 Yearly Deductible for family coverage is $100 |
Reimbursed at current Dental Association Fees Schedule Basic Services Reimbursed at 80% Maximum to $1,500 per year Yearly Deductible for individual coverage is $25 Yearly Deductible for family coverage is $50 |
Reimbursed at current Dental Association Fees Schedule Basic Services Reimbursed at 100% Maximum to $2,000 per year Yearly Deductible for individual coverage is $25 Yearly Deductible for family coverage is $50 |