Policies

Data Privacy & Protection

TR Westcan Inc./Tippet-Richardson’s Privacy Commitment to our customers and clients is intended to further enhance our service excellence to you by ensuring the protection of your privacy when you do business with us.  With your consent, TR Westcan Inc./Tippet-Richardson collects and uses personal information to provide quality and valuable services and products to you.

What is personal information?

Personal information is broadly defined as information about an identifiable individual in both paper and electronic form. This typically includes name, address, telephone, e-mail address, shipping information, or credit and financial information.

You may choose not to provide us with any of your personal information subject to applicable legal requirements or restrictions. However, if you make this choice we may not be able to provide you with the service you require.

How does TR Westcan Inc./Tippet-Richardson use your personal information?

TR Westcan Inc./Tippet-Richardson needs to obtain certain personal information when preparing moving proposals, monitoring/performing relocations and during repair/settlement of cargo claims.  TR Westcan Inc./Tippet-Richardson will use personal information for services directly related to your move which are contracted out to a third party (i.e. appliance service/car hauling). All third-party service providers are given only information that is needed for them to complete the service they are contracted to perform.  Personal information will only be requested and used for the stated purpose.

Knowledge and Consent

TR Westcan Inc./Tippet-Richardson collects personal information about our customers only when our customers voluntarily provide it.  When personal information is provided to us about a customer, we use that information solely for the purposes of processing the shipment and, in some cases, to communicate with the customer to provide information pertaining to the status of the shipment.

The form of consent provided by an individual, including whether it is express or implied, will largely depend on the sensitivity of the personal information and the reasonable expectations of the individual in the circumstances. You may withdraw consent at any time, subject to legal or contractual restrictions and reasonable notice. If you wish to withdraw your consent, please contact your sales representative.  They will inform you of the implications of withdrawing consent.

We will not, as a condition of the supply of a product or service, require you to consent to the collection, use or disclosure of information beyond that required to fulfill the explicitly specified and legitimate purposes. Except with your consent, we will not sell, share, license, trade or rent your personal information to others.

How We Protect Your Personal Information

TR Westcan Inc./Tippet-Richardson makes all commercially reasonable efforts to ensure that personal information collected from you is protected against loss and unauthorized access. Access to your personal information is restricted to selected TR Westcan Inc./Tippet-Richardson employees or representatives. In addition, TR Westcan Inc./Tippet-Richardson employs generally accepted information security techniques, such as firewalls and access control procedures, to protect personal information against loss and unauthorized access.

While TR Westcan Inc./Tippet-Richardson uses commercially reasonable efforts to limit access to its vehicles and premises to authorized personnel, TR Westcan Inc./Tippet-Richardson cannot guarantee the confidentiality of information that is displayed on any shipment package or shipment.

Retention of Customer Information

We retain information about customers as necessary for business purposes and as required by government regulation. For example, we retain information about moves, including names and addresses, so that we can provide proof of delivery information and to process claim requests. We carefully dispose of records and delete information when retention periods expire.

Our Website

As an on-line consumer to our website, your personal information is also protected. TR Westcan Inc./Tippet-Richardson web site collects no personal information other than when an individual elects to use our “on-line estimate service”. If you elect to use that service, we will assume your implied consent to make that information available for the purposes listed within our Privacy Policy.

TR Westcan Inc./Tippet-Richardson website does not use cookies at this time. Cookies are a technology that installs a small amount of information on the website user’s computer to permit recognition for future visits by that computer.

TR Westcan Inc./Tippet-Richardson website also contains links to other sites for general information that you, our customer, may find of interest. These links are provided for interest only. While TR Westcan Inc./Tippet-Richardson strives to add links to reputable sites it has no responsibility or liability for, or control over, other websites and their collection, use or disclosure of personal information. We therefore encourage you to examine the privacy policy contained on these sites as you navigate to them.

Changes to this Privacy Statement

TR Westcan Inc./Tippet-Richardson reserves the right to modify this Privacy Statement at any time without notice. The Data Privacy & Protection policy posted at any time or from time to time shall be deemed to be the Data Privacy & Protection policy then in effect.

Anti-Bribery & Corruption Policy

Tippet-Richardson fully upholds the laws regarding anti bribery and corruption. Any act or attempted bribery and corruption is unacceptable, this applies to offering a bribe or accepting a bribe.

Bribery is the offering, promising, giving, accepting or soliciting of an advantage as an inducement for action. It is illegal and it is a breach of trust. A bribe is an inducement or reward offered, promised or provided in order to gain a commercial, contractual, regulatory or personal advantage.

This policy extends to all employees and parties acting for and on behalf of Tippet-Richardson. In addition to compliance with this policy all laws regarding bribery and corruption will be upheld.

We undertake to:

1. Never engage in any form of bribery, either directly or through any third party.
2. Never offer or make an improper payment, or authorise an improper payment (cash or otherwise) to any individual, including any local or foreign official anywhere in the world.
3. Never attempt to induce an individual or a local or foreign official to act illegally or improperly.
4. Never offer or accept money or anything of value such as gifts, kickbacks or commissions in connection with the procurement of business or the award of a contract.
5. Never accept any gift from any business partner if there is any suggestion that a return favour will be expected or implied.
6. Never offer or give any gift token of hospitality to any public employee or government official or representative if there is any expectation or implication for a return of favour.
7. Never facilitate payments to obtain a level of service which one would not normally be entitled to.
8. Never disregard or fail to report any indication of improper payments to the appropriate authorities.
9. Never induce or assist another individual to break any applicable law or regulation

The prevention, detection and reporting of bribery and corruption are the responsibility of all those

working in the provision of our service. If you believe or suspect that bribery or corruption has taken place you should notify Tippet-Richardson immediately.

Environmental Policy

Mission Statement

Tippet-Richardson recognises that it has a responsibility to the environment beyond legal and regulatory requirements. We are committed to reducing our environmental impact and continually improving our environmental performance as an integral part of our business strategy and operating methods, with regular review points. We will encourage customers, suppliers and other stakeholders to do the same.

Responsibility

The President & CEO is responsible for ensuring that the environmental policy is implemented. However, all employees have a responsibility in their area to ensure that the aims and objectives of the policy are met.

Policy Aims

We endeavour to:

• Comply with and exceed all relevant regulatory requirements.
• Continually improve and monitor environmental performance.
• Continually improve and reduce environmental impacts.
• Incorporate environmental factors into business decisions.
• Increase employee awareness and training.

Paper

• We will minimise the use of paper in the office.
• We will reduce packaging as much as possible.
• We will seek to buy recycled and recyclable paper products.
• We will reuse and recycle all paper where possible.

Energy and Water

• We will seek to reduce the amount of energy used as much as possible.
• Lights and electrical equipment will be switched off when not in use.
• Heating will be adjusted with energy consumption in mind.
• The energy consumption and efficiency of new products will be taken into account when
• purchasing.

Office Supplies

• We will evaluate if the need can be met in another way.
• We will evaluate if renting/sharing is an option before purchasing equipment.
• We will evaluate the environmental impact of any new products we intend to purchase.
• We will favour more environmentally friendly and efficient products wherever possible.
• We will reuse and recycle everything we are able to.

Transportation

• We will reduce the need to travel, restricting to necessity trips only.
• We will promote the use of travel alternatives such as e-mail or video/phone conferencing.
• We will make additional efforts to accommodate the needs of those using public transport or bicycles.
• We will favour ‘green’ vehicles and maintain them rigorously to ensure ongoing efficiency.

Maintenance and Cleaning

• Cleaning materials used will be as environmentally friendly as possible.
• Materials used in office refurbishment will be as environmentally friendly as possible.
• We will only use licensed and appropriate organisations to dispose of waste.

Monitoring and Improvement

• We will comply with and exceed all relevant regulatory requirements.
• We will continually improve and monitor environmental performance.
• We will continually improve and reduce environmental impacts.
• We will incorporate environmental factors into business decisions.
• We will increase employee awareness through training.
• We will review this policy and any related business issues at our monthly management meetings.

Culture

• We will involve staff in the implementation of this policy, for greater commitment and improved performance.
• We will update this policy at least once annually in consultation with staff and other stakeholders where necessary.
• We will provide staff with relevant environmental training.
• We will work with suppliers, contractors and sub-contractors to improve their environmental performance.
• We will use local labour and materials where available to reduce CO2 and help the community

FIDI Affiliated Branch Responsibility Statement

See the statement here.

Social Responsibility & Code of Conduct

Our Corporate Social Responsibility (CSR) company policy refers to our responsibility toward our environment. Tippet-Richardson’s existence is not in isolation. It’s part of a bigger system of people, values, other organizations and nature. The social responsibility of a business is to give back to the world just as it gives to us. Our services involve our overseas agents who are members of industry associations who will be compliant with our policy beliefs.

What is corporate social responsibility?

Our Corporate Social Responsibility (CSR) company policy outlines our efforts to give back to the world as it gives to us.

Scope

This policy applies to Tippet-Richardson and its subsidiaries. It may also refer to suppliers and partners.

Policy elements

We want to be a responsible business that meets the highest standards of ethics and professionalism.

Tippet-Richardson’s social responsibility falls under two categories: compliance and pro-activeness. Compliance refers to our company’s commitment to legality and willingness to observe community values. Pro-activeness is every initiative to promote human rights, help communities and protect our natural environment.

Compliance

Legality

Tippet-Richardson will:

• Respect the law
• Honor its internal policies
• Ensure that all its business operations are legitimate
• Keep every partnership and collaboration open and transparent

Business ethics

We’ll always conduct business with integrity and respect to human rights. We’ll promote:

• Safety and fair dealing
• Respect toward the consumer
• Anti-bribery and anti-corruption practices

Examples of Corporate Social Responsibility:

Protecting the environment

Tippet-Richardson recognizes the need to protect the natural environment. Keeping our environment clean and unpolluted is a benefit to all. We’ll always follow best practices when disposing of garbage and using chemical substances. Stewardship will also play an important role.

Protecting people

We’ll ensure that we:

• Don’t risk the health and safety of our employees and community.
• Avoid harming the lives of local and indigenous people.
• Support diversity and inclusion.

Human rights

Tippet-Richardson is dedicated to protecting human rights. We are a committed equal opportunities employer and will abide by all fair labour practices. We’ll ensure that our activities do not directly or indirectly violate human rights in any country (e.g. forced labour).

Pro-activeness

Donations and aid

Tippet-Richardson may preserve a budget to make monetary donations. These donations will aim to:

• Advance the arts, education and community events.
• Alleviate those in need.

Volunteering

Tippet-Richardson will encourage its employees to volunteer. They can volunteer through programs organized internally or externally. Tippet-Richardson may sponsor volunteering events from other organizations.

Preserving the environment

Apart from legal obligations, Tippet-Richardson will proactively protect the environment. Examples of relevant activities include:

• Recycling
• Conserving energy
• Using environmentally-friendly technologies

Supporting the community

Tippet-Richardson may initiate and support community investment and educational programs. For example, it may begin partnerships with vendors for constructing public buildings. It can provide support to non-profit organizations or movements to promote cultural and economic development of global and local communities such as women’s shelters.

Learning

We will actively invest in R&D. We will be open to suggestions and listen carefully to ideas. Tippet-Richardson will try to continuously improve the way it operates. Tippet-Richardson is committed to the United Nations Global Compact. We’ll readily act to promote our identity as a socially aware and responsible business. Management must communicate this policy on all levels. Managers are also responsible for resolving any CSR issues.

Tippet-Richardson Anti-Harassment Policy and Procedures

Policy Statement

Tippet-Richardson is committed to fostering a harassment-free workplace where all employees are treated with respect and dignity.

The Canadian Human Rights Act protects employees from harassment based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction.

Harassment at Tippet-Richardson is not tolerated. Employees who are found to have harassed another individual may be subject to disciplinary action. This includes any employee who: interferes with the resolution of a harassment complaint; retaliates against an individual for filing a harassment complaint; or files an unfounded harassment complaint intended to cause harm.

Application 

This policy applies to all current employees of Tippet-Richardson, including full and part-time, casual, contract, permanent and temporary employees. This policy also applies to job applicants.

This policy applies to all behaviour that is in some way connected to work, including during off-site meetings, training and on business trips.

Definitions 

Harassment is:

• offending or humiliating someone physically or verbally;

• threatening or intimidating someone; or

• making unwelcome jokes or comments about someone’s race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction.

Sexual harassment is:

• • offensive or humiliating behaviour that is related to a person’s sex;

• • behaviour of a sexual nature that creates an intimidating, unwelcome, hostile or offensive work environment;

• • behaviour of a sexual nature that could reasonably be thought to put sexual conditions on a person’s job or employment opportunities.

Responsibilities and Expectations

Tippet-Richardson is responsible for:

• • providing all employees with a harassment-free workplace.

Our branch General Managers are responsible for:

• • ensuring that this policy is applied in a timely, consistent and confidential manner;
  • determining whether or not allegations of harassment are substantiated;
  • determining what corrective action is appropriate where a harassment complaint has been substantiated.
  • the administration of this policy;
  • reviewing this policy, as required;
  • suggesting to the President & CEO of Tippet-Richardson any necessary adjustments, to ensure that this policy meets the needs of the organization.
  • fostering a harassment-free work environment and setting an example about appropriate workplace behaviour;
  • communicating the process for investigating and resolving harassment complaints made by employees;
  • dealing with harassment situations immediately upon becoming aware of them, whether or not a harassment complaint has been made;
  • taking appropriate action during a harassment investigation, including separating the parties to the harassment complaint, when appropriate;
  • ensuring harassment situations are dealt with in a sensitive and confidential manner. Any harassment situations must be reported to the President & CEO of Tippet-Richardson immediately.

Employees are responsible for:

• treating others with respect in the workplace;

• reporting harassment to their General Manager and / or the President & CEO of Tippet-Richardson;
• cooperating with a harassment investigation and respecting the confidentiality related to the investigation process;

Employees can expect:

• to be treated with respect in the workplace;
• that reported harassment will be dealt with in a timely, confidential and effective manner;
• to have their rights to a fair process and to confidentiality respected during a harassment investigation;
• to be protected against retaliation for reporting harassment or cooperating with a harassment investigation.

Procedures for Addressing a Harassment Complaint

• Filing a Complaint

An employee may file a harassment complaint by contacting their General Manager or the President & CEO of Tippet-Richardson. The complaint may be verbal or in writing. If the complaint is made verbally, their General Manager or the President & CEO of Tippet-Richardson will record the details provided by the employee. The employee should be prepared to provide details such as what happened; when it happened; where it happened; how often and who else was present (if applicable). Complaints should be made as soon as possible but no later than within one year of the last incident of perceived harassment, unless there are circumstances that prevented the employee from doing so. The General Manager or the President & CEO of Tippet-Richardson will tell the person that the harassment complaint has been made against, in writing, that a harassment complaint has been filed. The letter will also provide details of the allegations that have been made against them.

Every effort will be made to resolve harassment complaints within 30 days. The President & CEO of Tippet-Richardson will advise both parties of the reasons why, if this is not possible.

If either party to a harassment complaint believes that the complaint is not being handled in accordance with this policy, he or she should contact the President & CEO of Tippet-Richardson.

• Mediation

Wherever appropriate and possible, the parties to the harassment complaint will be offered mediation prior to proceeding with a harassment investigation.

Mediation is voluntary and confidential. It is intended to assist the parties to arrive at a mutually acceptable resolution to the harassment complaint.

The mediator will be a neutral person, agreed upon by both parties. The mediator will not be involved in investigating the complaint.

Each party to the complaint has the right to be accompanied and assisted during mediation sessions by a person of their choosing.

• Investigation

If mediation is inappropriate or does not resolve the issue, a harassment investigation will be conducted. All investigations will be handled by an individual who has the necessary training and experience. In some cases, an external consultant may be engaged for this purpose.

The investigator will interview the person who made the complaint, the person the complaint was made against and any witnesses that have been identified. All people who are interviewed will have the right to review their statement, as recorded by the investigator, to ensure its accuracy.

The investigator will prepare a report that will include:

• a description of the allegations;
• the response of the person the complaint was made against;
• a summary of information learned from witnesses (if applicable); and
• a decision about whether, on a balance of probabilities, harassment did occur. This report will be submitted to the President & CEO of Tippet-Richardson. Both parties to the complaint will be given a copy.

Substantiated Complaint

If a harassment complaint is substantiated, the President & CEO of Tippet-Richardson will decide what action is appropriate.

Remedies for the employee who was harassed may include: an oral or written apology; compensation for lost wages; compensation for any lost employment benefits such as sick leave; and compensation for offence caused.

Corrective action for the employee found to have engaged in harassment may include: a reprimand; a suspension; a transfer; a demotion; and/or dismissal.

Both parties to the complaint will be advised, in writing, of the decision.

Other Redress 

An employee who is not satisfied with the outcome of the harassment complaint process may file a discrimination complaint with the Canadian Human Rights Commission.

Privacy and Confidentiality 

All parties to a harassment complaint are expected to respect the privacy and confidentiality of all other parties involved and to limit the discussion of a harassment complaint to those that need to know.

Tippet-Richardson and all individuals involved in the harassment complaint process, will comply with all requirements to protect personal information.

Review 

Tippet-Richardson will review these policies and procedures as and when required, and will make necessary adjustments to ensure that they meet the needs of all employees.

Inquiries

Inquiries about this policy and related procedures can be made to the President & CEO of Tippet-Richardson

Date: October 2019