Privacy Policy

Employee Conduct Policy

1. Background and Definitions

A1 Transportation Academy strives to ensure integrity, transparency, and public confidence at all times. This policy cannot address every situation that employees may encounter. For this reason, it does not relieve employees of the responsibility and accountability to exercise good judgment and, in circumstances where they are unsure of the proper course of action, to seek guidance from school management.

Employee:
For the purposes of this policy, an employee is a person under the employment of A1 Transportation Academy on a full-time, part-time, partial load, occasional, or temporary basis.

Sexual Misconduct:
For this policy, in relation to another employee or a student, includes:

• Physical sexual relations, touching of a sexual nature, or behavior or remarks of a sexual nature where:
  
  • The act constitutes an offence under the Criminal Code of Canada
  • The act infringes the right of the employee or student under clause 7(3)(a) of the Ontario Human Rights Code to be free from sexual solicitation or advance
  • The act constitutes sexual misconduct as defined in the school’s policies
• Any conduct by a school employee that infringes the right of an employee or student under clause 7(3)(b) of the Ontario Human Rights Code to be free from reprisal or threat of reprisal for rejecting a sexual solicitation or advance

2. Purpose

The Employee Code of Conduct is intended to provide clarity for employees on standards of integrity and professional conduct.

3. Policy Statements

• Each employee is accountable to support the A1 Transportation Academy mission, vision, and values, and to act with integrity, transparency, respect for diversity, and a focus on personal and team accountability
• Employees will work together to achieve the highest possible standards and maintain public trust and confidence in the integrity and professionalism of the school
• An employee’s conduct shall not impede or prevent others from carrying out their duties

4. Knowledge of School Policies and Regulations

• Employees must be aware of and comply with all legislation and regulations that affect how they carry out their duties, including those of other countries when travelling on school business
• Employees are expected to be familiar with school policies relevant to their responsibilities and conduct themselves accordingly

5. Respect in the Workplace

• Employees are expected to demonstrate behaviors that reflect the school’s values in all interactions
• Employees must promote and support a respectful, inclusive, and safe work environment where everyone is treated with dignity and respect
• Employees must act with transparency and impartiality, avoiding any real or perceived conflict of interest in accordance with the Conflict of Interest policy
• Employees must respect the traditions, beliefs, and diverse backgrounds of all individuals and groups
• Employees must not engage in or tolerate harassment, discrimination, bullying, or violence in the workplace

6. Professional Behavior

• Employees are expected to act professionally by meeting obligations, being truthful, cooperating with administration, maintaining integrity, and demonstrating respectful conduct
• Employees must present themselves professionally, including appropriate dress and personal appearance consistent with their role and the school’s public image
• Employees must adhere to professional codes of conduct where applicable
• Employees must ensure their conduct does not disrupt school operations and must not use school property or assets for anything other than legitimate school business
• Employees must protect confidential information in accordance with privacy policies
• Employees must not make public or inappropriate remarks, including on social media, that may harm colleagues, students, suppliers, contractors, or the school

7. Sexual Misconduct by Employees

Sexual misconduct toward other employees or students is strictly prohibited and will not be tolerated.

• Complaints will be handled in accordance with the school’s Harassment and Discrimination policies
• If misconduct is confirmed, disciplinary action may be taken, including termination of employment for just cause
• In such cases, employees may not receive notice or compensation and may not be eligible for re-employment

8. Children in the Workplace

Employees are not permitted to bring their children to work as part of their routine duties. Children are only permitted in the workplace during approved school events such as organized activities or “Take Our Kids to Work” initiatives.

9. Communication

• Every employment letter will reference the Employee Code of Conduct
• Managers are responsible for communicating this policy to consultants, contractors, volunteers, and student employees

10. Failure to Comply

• Failure to comply with this policy may result in reputational damage, legal action, and/or financial loss
• Employees who do not meet the standards outlined in this policy may face disciplinary action, up to and including termination