Nutri-Nation is committed to providing a safe, healthy workplace that promotes a high level of job satisfaction and a respectful atmosphere. It is a shared responsibility of all Nutri-Nation employees to conduct themselves in an ethical and professional manner, at all times. Nutri-Nation employees are also required to manage their time wisely and not participate in any time theft.
Nutri-Nation Functional Foods, there is zero-tolerance for conduct policy abuse and Nutri-
Nation reserves the right to discipline and, in certain cases, terminate the employment of
any employee that engages in conduct unbecoming of Nutri-Nation standards and policies.
Unacceptable Actions / Behaviours
To preserve the core values and business principles that Nutri-Nation is founded upon, we
have compiled a list of unacceptable behavioural actions. Unacceptable behaviours shall
include, but not be limited to the following:
• Causing physical harm to another person.
• Unwanted or inappropriate touching.
• Wilful damage or destruction to Nutri-Nation property, or employee property.
• Possession of a weapon while on Nutri-Nation premises.
• Disorderly, immoral, or indecent conduct.
• Violation of health and safety practices, policies and procedures.
• Theft, including physical and intellectual properties.
• Insubordination.
• Horseplay, Dirty Jokes, Harmful Gossip
• Dishonest, illegal or improper business activities.
• Job abandonment.
• The use, possession, sale, manufacture or dispensation of any illegal drug, alcohol
• The use of alcohol or illicit narcotics off Nutri-Nation premises that adversely affects
the employee’s work performance, the safety of the employee’s own safety or the
safety of others at work, or Nutri-Nation regard or reputation in the community.
• Failure to report to management the use of any prescribed drug which may alter the
employee’s ability to safely perform his/her duties.
• Failure to meet stated goals, objectives and/or performance levels required for a
position.
• Time Clock abuse or time theft by failure to enter clock in/out times accurately or by
dishonest time clock adjustment entries.
Employees are expected to perform their job duties in a manner conducive to a safe
workplace, following all Nutri-Nation practices, policies and procedures.
Harassment / Bullying/ Discrimination
Workplace harassment can be defined as any form of offensive/abusive treatment or
behaviour that creates an intimidating, hostile, or abusive work environment.
Bullying
Bullying is an act of repeated, health-harming mistreatment, verbal abuse, or conduct
which is threatening, humiliating, intimidating, or sabotage that interferes with work
with intent to harm another person, physically or mentally.
Harassment
• Harassment is a form of discrimination and is against the law. Harassment is defined
in the Human Rights Code as “engaging in a course of vexatious comment or conduct
that is known or ought reasonably to be known to be unwelcome”.
• Behaviour that is hostile in nature, and/or intends to degrade an individual based on
personal attributes, including age, race, nationality, disability, family status, religion,
gender, sexual orientation, and/or any other Human Rights protected grounds.
• Any threats of physical violence that endanger the health and safety of the
employee.
• Harassment may be physical, verbal, written or visual and includes use of the
Internet. Harassment does not necessarily need to target a specific employee or
individual. A single act or expression can constitute harassment.
Harassment can manifest itself in many ways. Types of behaviour which constitute
harassment include, but are not limited to:
• Jokes or hostile comments relating to physical characteristics, ancestry or age;
• Physical or verbal teasing;
• Display or passing around of sexist, racist or derogatory pictures, materials or graffiti;
• Intimidation, offensive remarks, belittling and threatening behaviour;
• Leering (suggestive staring), obscene and/or offensive gestures;
• Inquiries or comments about a person’s sex life or sexual preferences;
• Practical jokes which cause awkwardness or embarrassment, endanger safety or
negatively affect others;
• Derogatory nicknames; and/or
• Physical or sexual unwelcome contact.
Discrimination
Discrimination generally refers to actions toward or practices regarding members of a
group which results in them being disadvantaged. The Human Rights Code provides that
every person has a right to equal treatment with respect to services, goods and facilities,
without discrimination because of race, ancestry, place of origin, color, ethnic origin,
citizenship, creed, sex, sexual orientation, age, marital status, same-sex partnership
status, family status, disability or the receipt of public assistance and/or any other
Human Rights protected grounds..
Nutri-Nation will not tolerate harassment, bullying or discrimination in the workplace. All
Incidents will be investigated and handled with appropriate action based on history, report
details, witness details, and WorkSafeBC / labour law regulations. Any staff member who
experiences harassment, discrimination or bullying must report the activity to Human
Resources. All complaints shall be taken seriously, and investigated appropriately. Staff
members that submit a report or complain of harassment or bullying shall not be subject
to any form of reprisal or retaliation as a result of the complaint. Each staff member has a
shared duty to ensure that the workplace is harassment and bullying free.
Management Responsibilities
• Promote a respectful and safe working environment;
• Ensure employee adherence to the Standards of Conduct Policy;
• Investigate complaints of bullying and/or harassment promptly;
• Maintain a confidential file for complaints of harassment or bullying, investigations
completed and actions taken;
• Report the incident to police where appropriate;
• Apply appropriate disciplinary action where appropriate.
Employees Responsibilities
• Treat others with respect, and contribute to a respectful and safe work environment;
• Report all acts of bullying to management.
Reporting Harassment, Discrimination or Bullying
Any Nutri-Nation employee who feels that they have been the victim of, or witnessed
workplace harassment, discrimination or bullying should report the incident to their
manager, or Human Resources immediately.
Allegations of discrimination and/or harassment will be investigated by Nutri-Nation
Human Resources staff.
Absenteeism/Attendance
Nutri-Nation considers an employee absent if he or she does not attend work as scheduled,
regardless of cause.
Departments of Nutri-Nation are advised to adapt and communicate the following policy
statements (under the approval of the Human Resources department) to indicate the
specific attendance needs of each business unit.
• Each employee is responsible for notifying the front office by telephone (604-552-
5549) 30 minutes before the employee’s regularly scheduled starting time for each
day that the absence occurs, regardless of cause. Each employee is also responsible
for reporting when he or she is likely to return to work. Absences without excuse will
not be tolerated and are subject to progressive corrective action. Failure to provide
required notification of any absence whatsoever may result in disciplinary action.
Nutri-Nation reserves the right to terminate any employee who is absent for three
(3) or more consecutive working days without notification.
• Employees who are absent for more than three (3) or more consecutive working
days are required to submit a note from a licensed physician or medical practitioner
stating the nature of the illness and/or medical condition that led to the absence.
Employee absenteeism due to a work-related illness or injury could be required to
submit to a physical examination before returning to work in order to minimize
liability to Nutri-Nation Functional Foods.
o Any employee who remains absent for more than three (3) consecutive
business days, without contacting the company, shall be considered as having
abandoned and resigned his or her position.
o Any employee who has been absent due to illness or injury for more than (5)
days per calendar year shall have their attendance record reviewed; he or she
may be required to submit a physician’s note or other medical evidence to
validate additional sick days registered for that year.
• Unacceptable attendance includes (but is not limited to) unexcused or persistent
early departure during scheduled working hours, abuse of established sick leave
benefits, or tardiness.
• Unexpected early departures during scheduled working hours are considered
excessive if they exceed 5 per calendar year.
• Employees are considered tardy if they arrive later than their scheduled start time.
• Abuse of sick days will not be tolerated. Supervisors and managers have been
instructed to remain vigilant of the following sick leave patterns, particularly if the
patterns are chronic and persistent:
o Absence on weekends, Saturdays, or Sundays where the employee is
scheduled to work.
o Absences during the day before and/or the day after scheduled vacation
day(s) or statutory holiday(s).
o Absences during the day immediately following a pay day.
o Absences where an employee calls in sick immediately after another sick day
has accrued.
o Situations where the absence(s) coincides with desirable days off.
• Unexcused and/or unauthorized absences will result in the employee forfeiting his
or her pay for the duration of the absence.
• Exceptions to this policy include absence due to approved Maternity/Parental Leave,
Jury Duty, and pre-approved attendance of professional development activities. For
absence due to family or spousal bereavement, please refer to Nutri-Nation
Functional Foods’s Bereavement/Funeral Leave Policies.
• Absences approved under the provision of federal and provincial law will not be
considered as an unscheduled, unapproved, or unexcused absence.
Time Management / Time Clock
All employees of Nutri-Nation are required to spend their time wisely while on company
time. Theft of time through non-productivity shall result in disciplinary action. This
includes, but is not limited to:
• Excessive amounts of time spent socializing with other employees;
• Time spent in frivolous pursuits on the internet or on email for non-business
purposes;
• Employees being overly distracted from their scheduled projects due to cell phone
communications, etc.
• Abusing time clock by either clocking in while still on break or similar abuse
• Having another worker use the time clock for you. Time Clock theft.
With over 150 employees, preparing time sheet data for payroll can take an entire day. Of
that day up to 6 hours is spent adjusting and correcting missed clock-ins and outs or missed
break clock-ins and outs. We will no longer be chasing employees to confirm time clock
entries. If you miss a clock in or clock out entry, you must write it down on the time clock
correction sheet. If you cannot use the clock for any reason, such as off-site work or clock
failure, you must write down your time on the correction sheet
The following adjustments will be made for missed time-clock punch entries:
• Start Time Clock-in punch missed:
If you miss your clock in it will be added for you with a 30 minute time deduction.
If you clock in twice because you thought you didn’t, your first clock will be used and
the second will be deleted.
• Finish Time Clock-Out punch Missed:
If you miss your clock out it will be added for you with a 30 minute deduction. If you clock out twice because you thought you didn’t, your second clock will be used
and the first will be deleted.
• Lunch Clock-in or Out punch Missed:
If you miss a clock entry from your lunch, you will be automatically deducted 45
minutes.
• Full Day Missed:
If you are missing all clocks for a day that you have worked, we will not be checking
to see if you came in or not. We will leave it as a missed work day.
• Half Days:
If you worked a half day and only have two clocks then it will be left alone as only a
half day worked. This is why it is important to make sure that you have all your clocks.
If you miss one from your lunch and your clock out, you will be missing a half day of
pay.
Lunch Breaks - Please use the time clock for all lunch breaks. There have been some people
in the past who habitually do not clock in or out for lunch. It has been reported that some
people are taking longer lunches. No amount of reminders has worked in the past to make
this problem stop. Too much administration time is being wasted chasing people to confirm
lunch break and missed in and out times. In the future, a missed lunch time punch in or
out will cause an automatic 15 minutes to be added to that lunch break. To be clear: If you
fail to clock in and out properly at lunch time, without writing it down on the time clock
correction list, we will deduct a long lunch break. If the finger scanner fails, ask any
supervisor to verify your lunch break time to the office that same day. No one will lose any
time over failed finger scans.
30 Minute Breaks every 5 hours – Employment standards in BC require that approximately
every 5 hours an employee must take a 30 minute lunch break. This break has to be
approximately 30 minutes in length. It cannot be a 15, 20, or 25 minute break. One FULL
30 minute break is required every 5 hours. If you are working more than 10 hours, you
must take 2 breaks. If you need to take a long lunch, you must get authorization from
management prior to your shift using a Time-off Request form. Team Leaders should plan
breaks to meet these standards. Inform your team leader if you are due to take your 30
minute break.
Arrive Late = No PPP Bonus - If you arrive late on a regular basis you will not be eligible for
the Profit and Productivity Plan (PPP) Bonus. Production may be delayed, due to your
absence, which is not acceptable.
We will be keeping a log with all missed clocks for tracking as well as keeping a log of short
lunches. Employees who make ongoing time clock errors will be notified by email or by
management in writing.
Solicitation (Selling of items or organizations)
It is Nutri-Nation’s intent to have a work environment that is free from solicitation efforts
that do not relate to Nutri-Nation’s business or interest. While Nutri-Nation actively
encourages staff participation in community activities and organizations outside of work,
the time spent at work is more productive and pleasant when not interrupted by
solicitations and distribution of materials by employees.
areas. Personal calls should be made during non-work time, and employees should ensure
that their friends and family members are instructed of this policy.
Employees are strictly prohibited from using cellular phones for any other available
purpose (e.g. internet access, gaming, texting, music) during business hours. These
functions may be used during scheduled breaks or lunch periods in non-working areas.
Employees are strictly prohibited from using any cellular phone or similar device as an
unauthorized media storage device for the storage or transportation of business
information.
For privacy reasons, employees are prohibited from taking photographs of company
facilities or personnel using any camera functions on their cellular phone without first
obtaining express written permission from the company.
Computers, E-mail and Internet.
• Collaborating and communicating with other employees, business partners, and
customers, according to the individual's assigned job duties and responsibilities.
• Conducting professional development activities (e.g. news groups, chat sessions,
discussion groups, posting to bulletin boards, web seminars, etc.) as they relate to
meeting the user's job requirements.
Inappropriate and unacceptable internet use includes, but is not limited to:
• Usage for illegal purposes, such as theft, fraud, slander, libel, defamation of
character, harassment (sexual and non-sexual), stalking, identity theft, online
gambling, spreading viruses, spamming, impersonation, intimidation, and
plagiarism/copyright infringement.
• Any usage that conflicts with company policies (e.g. bandwidth limitations, network
storage, etc.) and/or any usage that conflicts with company mission, goals, and
reputation.
• Downloading unreasonably large files that may hinder network performance. All
users will use the internet in such a way that they do not interfere with others' usage.
• Accessing, downloading, or printing any content that violates company existing
policies, e.g. pornography.
• Engaging in any other activity which would in any way bring discredit, disrepute, or
litigation to Nutri-Nation.
• Engaging in personal online commercial activities, including offering services or
products for sale or soliciting services or products from online providers.
• Engaging in any activity that could compromise the security of Poor Richard's
Distributing Corp. host servers or computers. Any and all passwords may not be
disclosed to, or shared with, other users.
• Allowing unauthorized or third parties to access Nutri-Nation's network and
resources.
Social Networking Sites and Blogs
The use of social networking sites, e.g. Facebook, My Space, Twitter, etc. and personal
Blogs / Twitter have been deemed an unacceptable use of company internet. The use of
these sites during breaks is permitted using personal internet.
Please note that all computer, email, and internet usage may be monitored and logged by
network admin and management.
Company owned computers and e-mail may be used to conduct business on behalf of the
employer and must be used responsibly, ethically, and cost-effectively; therefore, the
following policy statements must be adhered to at all times:
• Employees that use computers and correspond via e-mail for business purposes are
expected to maintain their professionalism at all times.
• Personal use of company-owned computers is prohibited unless it has been
approved by management.
• No company owned computers or e-mail addresses, intended for business use, may
be used to conduct illegal transactions, harassment, or any other unacceptable
behaviour, as defined in Nutri-Nation Functional Foods’s anti-harassment policies.
Employees may use the internet only to complete their job duties. Permissible, acceptable,
and appropriate internet-related work activities include:
• Researching, accumulating, and disseminating any information related to the
accomplishment of the user's assigned responsibilities, during working hours or
overtime.
Employees may not solicit (sell items or push personal agendas) on work property.
Employees may not distribute any literature or other non-work related materials either on
work time or in work areas, except as otherwise provided below.
Examples of prohibited activities by employees on Nutri-Nation properties include, but are
not limited to, activities involving:
• Raffles
• Commercial or personal business sales
• Multi-level marketing (ex. Diet plans,
supplements, spices, make-up)
• Investment opportunities
• Religious or political promotion
• Charity drives
• Trips
• Sports pools
• Bake sales
• Sales of items to raise funds for non-
Nutri-Nation related organizations or
entities, including schools and children’s
teams.
• Food vending.
• Proposing and/or procuring
membership in any organization
• E-mail solicitations
• Cosmetic or jewelry sales
Personal Privacy
All employees of Nutri-Nation are entitled to the rights of personal privacy. Employees are
under no obligation to reveal their age, race, religion, political alliances, ancestry, place of
origin, ethnic origin, citizenship, creed, sex, sexual orientation, marital status, same-sex
partnership status, family status, disability or the receipt of public assistance and/or any
other Human Rights protected grounds.
In the event that an employee feels that their personal privacy is being intruded upon,
Nutri-Nation encourages them to confront the person and politely ask them to cease and
desist their line of questioning. If this is not possible, and the situation is extreme in nature,
then the employee should contact their manager or Human Resources to deal with the
problem.
Nutri-Nation employees should refrain from making their religious, political or personal
views that relate to sensitive topics public, as they are inappropriate topics of discussion
for the workplace.
Language
English Language Only while clocked in to work. For safety reasons, all instructions,
training, and communication of any kind must be done in English and ONLY English. It is
also a requirement to use English only so as not to single anyone out by speaking in a
language that they do not understand. All conversations and communications on the
production floor, or any time while working MUST be in English. Out of respect for your co-
workers, we recommend that all lunchroom and break area conversations are also in
English but this is not a requirement at this time, only a recommendation.
Inappropriate Language. Nutri-Nation strictly forbids the use of profane language on Nutri-
Nation premises.
The use of profane language may be offensive to some employees, clients, or customers,
and is generally unprofessional conduct that is unacceptable in the workplace. Prohibited
language includes but is not limited to: Swearing, cursing, yelling, aggressive words,
disrespectful language, sexual innuendo, discrimination, physical appearance comments,
mental ability remarks, or racist comments.
Noise
Nutri-Nation employees should avoid causing undue distractions in the workplace via
excessive noise from conversations, radios or other music playing devices, computers, or
video players. This includes speaking loudly in the lunch room. Other employees need to
enjoy their breaks so please respect them by speaking quietly.
Excessive noise may create an unwanted distraction that could detract from the quality of
work completed by other employees, and from their overall workplace experience.
Distractions
Nutri-Nation employees should respect the work-schedules of others when engaging them
in conversation, or providing any type of distraction that may remove their focus from
work. Remember that your discussion may distract others in the surrounding area as well.
Nutri-Nation asks that you limit personal conversations to scheduled break times, or either
before or after regular work hours.
Cell Phones
Only employees that have permission from Senior Management are directed to utilize their
personal or company-supplied cellular phones for business purposes only during regular
business hours.
Cellular phones are a distraction in the workplace. To ensure the effectiveness of meetings,
employees are asked to leave cell phones in their personal locker. In the event of an
emergency or anticipated emergency that requires immediate attention, the cell phone
may be carried to the meeting on silent or vibrate mode with the permission of Senior
Management.
Employees are directed to avoid making or receiving personal calls during work time, and
use personal cellular phones only during scheduled breaks or lunch periods in non-working
areas. Personal calls should be made during non-work time, and employees should ensure
that their friends and family members are instructed of this policy.
Employees are strictly prohibited from using cellular phones for any other available
purpose (e.g. internet access, gaming, texting, music) during business hours. These
functions may be used during scheduled breaks or lunch periods in non-working areas.
Employees are strictly prohibited from using any cellular phone or similar device as an
unauthorized media storage device for the storage or transportation of business
information.
For privacy reasons, employees are prohibited from taking photographs of company
facilities or personnel using any camera functions on their cellular phone without first
obtaining express written permission from the company.
Computers, E-mail and Internet.
Please note that all computer, email, and internet usage may be monitored and logged by
network admin and management.
Company owned computers and e-mail may be used to conduct business on behalf of the
employer and must be used responsibly, ethically, and cost-effectively; therefore, the
following policy statements must be adhered to at all times:
• Employees that use computers and correspond via e-mail for business purposes are
expected to maintain their professionalism at all times.
• Personal use of company-owned computers is prohibited unless it has been
approved by management.
• No company owned computers or e-mail addresses, intended for business use, may
be used to conduct illegal transactions, harassment, or any other unacceptable
behaviour, as defined in Nutri-Nation Functional Foods’s anti-harassment policies.
Employees may use the internet only to complete their job duties. Permissible, acceptable,
and appropriate internet-related work activities include:
• Researching, accumulating, and disseminating any information related to the
accomplishment of the user's assigned responsibilities, during working hours or
overtime.
• Collaborating and communicating with other employees, business partners, and
customers, according to the individual's assigned job duties and responsibilities.
• Conducting professional development activities (e.g. news groups, chat sessions,
discussion groups, posting to bulletin boards, web seminars, etc.) as they relate to
meeting the user's job requirements.
Inappropriate and unacceptable internet use includes, but is not limited to:
• Usage for illegal purposes, such as theft, fraud, slander, libel, defamation of
character, harassment (sexual and non-sexual), stalking, identity theft, online
gambling, spreading viruses, spamming, impersonation, intimidation, and
plagiarism/copyright infringement.
• Any usage that conflicts with company policies (e.g. bandwidth limitations, network
storage, etc.) and/or any usage that conflicts with company mission, goals, and
reputation.
• Downloading unreasonably large files that may hinder network performance. All
users will use the internet in such a way that they do not interfere with others' usage.
• Accessing, downloading, or printing any content that violates company existing
policies, e.g. pornography.
• Engaging in any other activity which would in any way bring discredit, disrepute, or
litigation to Nutri-Nation.
• Engaging in personal online commercial activities, including offering services or
products for sale or soliciting services or products from online providers.
• Engaging in any activity that could compromise the security of Poor Richard's
Distributing Corp. host servers or computers. Any and all passwords may not be
disclosed to, or shared with, other users.
• Allowing unauthorized or third parties to access Nutri-Nation's network and
resources.
Social Networking Sites and Blogs
The use of social networking sites, e.g. Facebook, My Space, Twitter, etc. and personal
Blogs / Twitter have been deemed an unacceptable use of company internet. The use of
these sites during breaks is permitted using personal internet.
Cleanliness
Nutri-Nation employees are expected to maintain a clean workplace by cleaning up after
themselves whenever possible, including at their desk or workstation, and in any kitchen
areas as well.
Disciplinary Action
If the findings of an investigation indicate that a violation of the Standards of Professional
Conduct Policy has occurred, immediate and appropriate corrective and/or disciplinary
action, up to and including dismissal, shall be administered. Corrective actions shall be
proportional to the seriousness or repetitiveness of the offense (an oral or written warning,
training or counselling, monitoring the harasser, suspension, or dismissal may all be
appropriate).
Each department/business unit is required to maintain its own set of accurate attendance
/ absenteeism records. Human Resources will periodically examine these records to
ensure that attendance issues do not continue unabated.
Disciplinary action for excessive absenteeism, poor attendance, or other violations of this
policy shall be administered, in progression, according to the following procedures:
• Documented verbal counselling. Formal or informal verbal warnings.
• Warning letter, to be dated and signed by senior manager.
• Second Warning letter; to be dated and signed by senior manager.
• Suspension of employee’s PPP Bonus, job duties and pay, up to (30) days.
• Termination of the offending employee from Nutri-Nation Functional Foods’s
employ.