Code of Conduct

Version

1.0

Owner

Head of Engineering

Last Updated on

Sep 1, 2022

Last Updated by

@Daniel Alexander

Approved by

@Sean Oldfield

Purpose

The primary goal of ecoPortal's Code of Conduct is to foster inclusive, collaborative and safe working conditions for all ecoPortal staff. As such, ecoPortal is committed to providing a friendly, safe and welcoming environment for all staff, regardless of gender, sexual orientation, ability, ethnicity, socioeconomic status, or religion (or lack thereof).

This code of conduct outlines our expectations for all ecoPortal staff, as well as the consequences for unacceptable behaviour.

Scope

The Code of Conduct applies to all ecoPortal staff. This includes full-time, part-time and contractor staff employed at every seniority level. The Code of Conduct is to be upheld during all professional functions and events, including but not limited to business hours at the ecoPortal office, during ecoPortal-related extracurricular activities and events, while attending conferences and other professional events on behalf of ecoPortal, and while working remotely and communicating on ecoPortal resources with other staff.

We expect all ecoPortal staff to abide by this Code of Conduct in all business matters -- online and in-person -- as well as in all one-on-one communications with customers and staff pertaining to ecoPortal business.

This Code of Conduct also applies to unacceptable behaviour occurring outside the scope of business activities when such behaviour has the potential to adversely affect the safety and well-being of ecoPortal staff and clients.

Culture and Citizenship

A supplemental goal of this Code of Conduct is to increase open citizenship by encouraging participants to recognize the relationships between our actions and their effects within ecoPortal culture.

Be welcoming. We strive to be a company that welcomes and supports people of all backgrounds and identities. This includes, but is not limited to members of any race, ethnicity, culture, national origin, colour, immigration status, social and economic class, educational level, sexual orientation, gender identity and expression, age, size, family status, political belief, religion, and mental and physical ability.

Be considerate. Your work at ecoPortal will be used by other people, and you in turn will depend on the work of others. Any decision you take will affect users and colleagues, and you should take those consequences into account when making decisions.

Be respectful. Not all of us will agree all the time, but disagreement is no excuse for poor behaviour and poor manners. We might all experience some frustration now and then, but we cannot allow that frustration to turn into a personal attack. It's important to remember that a company where people feel uncomfortable or threatened is neither productive nor pleasant. ecoPortal staff should always be respectful when dealing with other personnel as well as with people outside of ecoPortal employment.

Acceptable and Expected behaviour

The following behaviours are expected and requested of all ecoPortal staff:

  • Participate in an authentic and active way. In doing so, you contribute to the health and longevity of ecoPortal.

  • Exercise consideration and respect in your speech and actions at all times.

  • Attempt collaboration before conflict.

  • Refrain from demeaning, discriminatory, or harassing behaviour and speech.

  • Be mindful of your surroundings and of your fellow participants. Alert ecoPortal leaders if you notice a dangerous situation, someone in distress, or violations of this Code of Conduct, even if they seem inconsequential.

  • Remember that ecoPortal events may be shared with members of the public and ecoPortal customers; please be respectful to all patrons of these locations at all times

Unacceptable behaviour

The following behaviours are considered harassment and are unacceptable within our community:

  • Violence, threats of violence or violent language directed against another person.

  • Sexist, racist, homophobic, transphobic, ableist or otherwise discriminatory jokes and language.

  • Posting or displaying sexually explicit or violent material.

  • Posting or threatening to post other people's personally identifying information ("doxing").

  • Personal insults, particularly those related to gender, sexual orientation, race, religion, or disability.

  • Inappropriate photography or recording.

  • Inappropriate physical contact. You should have someone's consent before touching them in any manner.

  • Unwelcome sexual attention. This includes sexualized comments or jokes; inappropriate touching, groping, and unwelcome sexual advances.

  • Deliberate intimidation, stalking or following (online or in person).

  • Advocating for, or encouraging, any of the above behaviour.

  • Repeated harassment of others. In general, if someone asks you to stop, then stop.

  • Other conduct which could reasonably be considered inappropriate in a professional setting.

Weapons Policy

No weapons will be allowed at ecoPortal events, office locations, or in other spaces covered by the scope of this Code of Conduct. Weapons include but are not limited to guns, explosives (including fireworks), and large knives such as those used for hunting or display, as well as any other item used for the purpose of causing injury or harm to others.

Anyone seen in possession of one of these items will be asked to leave immediately and will be subject to punitive action up to and including termination and involvement of law enforcement authorities. ecoPortal staff are further expected to comply with all state and local laws on this matter.

Consequences of Unacceptable behaviour

Unacceptable behaviour from any ecoPortal staff, including those with decision-making authority, will not be tolerated.

Anyone asked to stop unacceptable behaviour is expected to comply immediately.

If a staff member engages in unacceptable behaviour, ecoPortal leadership may take any action deemed appropriate, up to and including suspension or termination.

Reporting Violations

If you are subject to or witness unacceptable behaviour, or have any other concerns, please notify an appropriate member of ecoPortal leadership as soon as possible.

It is a violation of this policy to retaliate against any person making a complaint of Unacceptable behaviour or against any person participating in the investigation of (including testifying as a witness to) any such allegation. Any retaliation or intimidation may be subject to punitive action up to and including termination.

Disciplinary Action

Employees who violate this policy may face disciplinary consequences in proportion to their violation. ecoPortal management will determine how serious an employee's offense is and take the appropriate action.

Serious Misconduct

Where serious misconduct is established after due enquiry, summary dismissal without notice or prior warnings may result.  The following are examples of serious misconduct.  Such examples are not exhaustive:

  • Bringing drugs or alcohol to work and/or consuming the same on the premises;

  • Verbal abuse, fighting or assault;

  • Refusal to obey lawful and reasonable instructions or walking off the job;

  • Unauthorised possession or removal of any property or copyrighted material belonging to the Employer or its clients, suppliers or other employees;

  • Racial or sexual harassment;

  • Negligence or conduct seriously injuring the business;

  • Falsification of timesheets, attendance records, medical certificates, payroll details, employment records or any other Employer documentation;

  • Any action which could result in a payment to which the Employee is not entitled;

  • Actions that seriously damage the Employer’s reputation;

  • Deliberate omission or concealment of any material matters which may have affected the Employee’s decision to employ the Employee or which may affect the Employee’s ability to perform the duties required of the Employee;

  • Disclosure of confidential information;

  • Wilful damage to property;

  • Failure to honour the conflict of interest or confidentiality provisions of this agreement;

  • Serious breach of the Employer’s Policies and Procedures.

Responsibility

It is the Chief Operating Officer's responsibility to ensure this policy is followed.