Warranty

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harassment, discrimination and/or general harassment may have occurred as outlined here.
Please keep a written account of incidents and submit with your complaint.
Any bullying and harassment, discrimination and/or general harassment complaint made by or
with respect to a customer or supplier must be immediately and confidentially forwarded to
your immediate manager, another manager, or the President.
Investigations
Most investigations will be conducted externally by our HR partners. In all cases, they will:
 Be undertaken promptly and will be as thorough as necessary given the circumstances
 Be fair and impartial providing both the complainant and respondent equal treatment in
evaluating the allegations
 Be focused on finding facts and evidence, including interviews of both the complainant
and respondent and any witnesses
 Incorporate, where appropriate, any need or request from the complainant or
respondent for assistance during the investigation process
The President is responsible for ensuring our investigation procedures are followed.
Employees are expected to cooperate with the investigator and provide details of incidents they
have experienced or witnessed. At the conclusion of the investigation, the complaint and
respondent will be advised of the investigation findings. If necessary, appropriate corrective
action will be taken. A record of the investigation and findings will be kept on file.
Confidentiality
We recognize the difficulty in coming forward with a complaint of workplace bullying and
harassment, discrimination and/or general harassment and a complainant’s interest in
keeping the matter confidential. We are committed to protecting the interest and privacy of all
parties involved in a complaint. It’s important to understand, however, that complaints can’t
remain anonymous as the person accused must be given an opportunity to respond to the
specific allegations. Depending on the issue, it may also be necessary to involve witnesses in
the process. We do commit to employees that confidentiality will be maintained throughout the
process and information relating to the complaint will only be disclosed to the extent necessary
to carry out these procedures and to enforce any disciplinary action that may result from it.
Retaliation and intentionally false accusations
We do not tolerate acts of retaliation (e.g. threats, intimidation, reprisals or adverse
employment action) against a person who has filed a complaint or participated in a bullying and
harassment, discrimination and/or general harassment investigation. This is the case for
intentionally false accusations as well. Allegations that a complaint has been made in bad faith
or that retaliation has occurred may be investigated using the same procedure that is used to
investigate complaints of bullying and harassment, discrimination and/or general harassment.
Individuals who are found to have engaged in retaliation or made deliberately false accusations
of bullying and harassment, discrimination and/or general harassment will be subject to
disciplinary action up to and including termination.