Employee Handbook

Effective Date: May 1st, 2023

TABLE OF CONTENTS

SECTION 1: INTRODUCTION

1.1.      Basic Company Information

1.2.      Scope and Purpose

1.3.      Policy Changes

1.4.      No Guarantees and Interpretation

SECTION 2: EMPLOYMENT POLICIES

2.1.      Employment Classification

2.2.      Confidentiality

2.3.      Conflicts of Interest

2.4.      Employment of Minors

2.5.      Probationary Period

2.6.      Employment Files / Records

2.7.      Immigration Issues

2.8.      Political Neutrality

SECTION 3: PAYROLL PRACTICES

3.1.      References and Records

3.2.      Payment Information

3.3.      Overtime

3.4.      Deductions

3.5.      Time-tracking

3.6.      Breaks and Meals

3.7.      Garnishment of Wages

SECTION 4: EMPLOYEE PERFORMANCE

4.1.      Performance Reviews

4.2.      Pay Increases

4.3.      Attendance

4.4.      Dress Code

4.5.      Health and Safety

SECTION 5: STANDARDS OF CONDUCT

5.1.      Equal Employment Opportunity

5.2.      Discipline

5.3.      Anti-Discrimination, Harassment and Reprisals

5.4.      Complaint Procedure

5.5.      Substance Abuse

5.6.      Respect of Privacy

SECTION 6: HARDWARE AND INTERNET POLICIES

6.1.      Computer, Internet and Email Use

6.2.      Social Media Policy

6.3.      Handheld Electronics (all mobile devices)

SECTION 7: EMPLOYEE BENEFITS

7.1.      General

7.2.      Unemployment insurance

7.3.      Pension Plan

7.4.      Workers’ Compensation

7.5.      Additional Benefits

SECTION 8: EMPLOYMENT TIME OFF AND LEAVES OF ABSENCE

8.1.      Leaves of Absence

8.2.      Paid Time Off Days

8.3.      Observed Holidays

 

DISCLAMER

"This Employee Handbook and its enclosures are confidential and intended for the exclusive use of the addressee. If you are not the intended recipient, please notify the sender immediately and destroy this handbook and its enclosures. Any unauthorized use, disclosure, or copying of this handbook and its enclosures is strictly prohibited and may result in legal action."

 

SECTION 1: INTRODUCTION

We are delighted to have you join our team, regardless of whether you are a recent hire, temporary, or have been with us for a long time. We are convinced that your success is our success. Assembling a team of passionate, knowledgeable, and creative people is something we value highly. It appears that you align with this ideal.

For this reason, we have developed this Employee Handbook (the “Handbook”) to help you understand our policies and procedures and to guide you throughout your relationship with us. This handbook is in accordance with many legislation, regulations and authorities governing employment in the Province of Ontario.

We look forward to a productive and mutually beneficial partnership.

1.1. Basic Company Information

The company under which you have been employed is listed at the outset of this           Handbook. In addition, the company features a few registered trade names pertaining to some areas of its operations. The principal information of the company is as follows:

• The legal name of the company is Dimikan Inc.
• The main business address is 461 Eglinton Avenue West, Toronto, Ontario, M5N 1A7.
• The main contact phone number is 416-484-1700.
• The company’s main website is dimikan.com.

Dimikan Inc. (the “Company”) operates within the apparel industry, and scope of the operations includes importing, brand management, wholesaling, retail, and e-commerce in Canada.

The retail operation is under the banner of Di Moda European Lingerie, and it is a trade name of Dimikan Inc. It is a trusted source of high quality intimate apparel products and the perfect place to find something unique and special. The customer service provided is widely recognized for its excellence and incomparable quality. It stands out from the competition, providing the best in class customer service experience. Unrivalled quality and attention to detail ensure satisfaction of our customers.

The company conducts its retail e-commerce operations through the www.dimoda.ca website. The e-commerce platform boasts advanced features, making it a cutting-edge solution for the online marketplace. This platform allows customers to purchase products in an efficient, intuitive, and secure manner. Additionally, it enables us to streamline the management of orders, customers, and inventory with precision.

1.2. Scope of Purpose

This Handbook describes, summarizes and explains the Company's policies, procedures, benefits (if applicable) and expectations regarding employees and their employment. This Handbook covers the rules relating to employment. Compliance with all provisions outline in this Handbook is a mandatory for all employees.

While this Handbook attempts to provide as much information as possible about the company practices, there may be situations that it does not cover. Some particular situations may be governed by specific provisions of an applicable government legislation, governance policy or procedure, or plan documents established for particular benefit programs, or by other related sources of information. All Company policies and procedures are subject to change based on the many legislation, regulations and authorities in the Province of Ontario as well as operational requirements of the Company. Please do not consider this Handbook a complete and exhaustive document.

This Handbook is not a promise, an employment agreement, or an agreement for employment for any specific period of time, but tool to help you understand the rules and expectations of your employment with us. As an employee of Dimikan Inc., we inform you that this Handbook and all its contents must remain completely confidential.

Please read the contents of this handbook carefully. This is one of the many channels of communication we maintain to create an enjoyable and productive work environment. If there are any specific questions about anything contained in this handbook, contact your supervisor or the Human Resource Office (HR) of the Company.

This Handbook replaces and supersedes all previous employee handbooks, rules, practices or other policies, written or oral, express or implied, unless otherwise concurrently enforced by the Company with other rules and policies that aren‘t inconsistent with the protocols herein. Individual employment agreements between an employee and the Company may, however, affect the terms of this Handbook.

1.3. Policy Changes

This Handbook is binding to all employees of the Company as of the effective date. The Company may, at various times, and at its sole and exclusive discretion, modify the terms of this Handbook, with or without notice. In other words, Dimikan Inc. has the express right to change, revise, revoke, modify, amend, add to, or otherwise varies the terms of this Handbook and any other Company paperwork, documentation, or information. The terms can only be changed in writing and updated in this Handbook; no terms will be changed orally.

When amendments to the terms in this Handbook take place, the Company will send written notice to all employees and change the effective date at the top of this handbook for future publication. Handbook changes brought to the attention of all employees must be signed and acknowledged again. Nevertheless, any hesitancy of signing the acknowledgment will not impact the effective date of the Handbook nor affect its enforceability towards any employee. Employees are strongly advised to periodically review the electronic version of the handbook, which is available to all employees at all times via the internet.

No provision in this employee handbook and expected standards of conduct can be waived without written permission from the President of Dimikan Inc., or designate. Such a waiver, if granted, applies only to the employee for whom the waiver was granted at the time of the waiver.

1.4. No Guarantees and Interpretation

The Company’s interpretation of anything contained in this Handbook shall be conclusive and absolute. Further, nothing contained in this Handbook shall be construed to guarantee any kind of employment, any terms of employment, any continued employment or any specific relationship between any current employee and the Company. Only a written and signed employment agreement can alter the terms of this Handbook.

SECTION 2: EMPLOYMENT POLICIES

2.1. Employment Classification

Employees are categorized by the Company into classifications, as described below:

1. Full-Time Employees: Employees scheduled to work at least 28 hours per week on an ongoing basis and have completed their probationary period. Full-time employees do not include individuals employed under a fixed term contract, temporary employees, consultants/advisors, or independent contractors.
2. Part-Time Employees: Employees scheduled to work less than 28 hours per week on regular basis and have completed their probationary period. Part-time employees do not include individuals employed under a fixed term contract, temporary/seasonal employees, consultants/advisors, or independent contractors.
3. Temporary/Seasonal Employees: Hourly paid employees who are hired under a fixed term employment agreement and that have completed their probationary period, usually to fill in for vacations, leaves of absence, projects of a limited duration or seasonal periods during the year. Employees can be scheduled up to 40 hours per week.
4. Casual Employees: Hourly paid employees hired for specific periods, to work on a sporadic or intermittent basis when needed. A casual employee does not have a regularly-scheduled work arrangement; they may choose to accept or decline any given work assignment without repercussions. There is no expectation of future employment.

If employees are unaware of their classification or have not been notified, they should inquire with their immediate supervisor or HR.

Independent contractors and consultants are not considered employees of the Company in any way. Rather they are self-employed. Independent contractors and consultants are not eligible to receive Company benefits and will be subject to the specific terms of the written agreement between themselves and the Company. Further, independent contractors shall be solely responsible for their income tax obligations and statutory remittances.

2.2. Confidentiality

In the course of employment with the Company, employees may have access to certain non-public Confidential Information (as hereinafter defined). Confidential Information refers to any information which is confidential and commercially valuable to the Company. The Confidential Information may be in the form of documents, techniques, methods, practices, tools, specifications, inventions, patents, trademarks, copyrights, equipment, algorithms, models, samples, software, drawings, sketches, plans, programs or other oral or written knowledge and/or secrets and may pertain to, but is not limited to, the fields of research and development, forecasting, marketing, human resources, customers, suppliers, intellectual property and/or finance or any other information which confidential and commercially valuable to the Company.

As an employee of the Company, the employee hereby agrees that the Confidential Information is secret and valuable to the Company and that the Company desires to maintain the secret and private nature of the Confidential Information.

Confidential Information may or may not be disclosed as such, through labeling, but shall be treated as Confidential Information under the circumstances through which it was disclosed.

“Confidential Information” shall not mean any information which:

1. is known or available to the public at the time of disclosure or became known or available after disclosure through no fault of your own;
2. is already known, through legal means, to the employee;
3. is given by the Company to third parties, other than the employee, without any restrictions;
4. is given to the employee by any third party who legally had Confidential Information and the right to disclose it; or
5. is developed independently by the employee who can prove such independent development.

As consideration for continued employment, the employee agrees:

1. Not to disclose the Confidential Information via any unauthorized means to any third parties throughout the duration of her/his employment;
2. Not to discuss the Confidential Information in any public places;
3. Not to remove hard copies of the Confidential Information from the physical premises of the Company without written authorization;
4. Not to use the Confidential Information for any purpose except those contemplated and authorized by the Company.

Employees typically include a confidentiality clause in their employment agreements, though in some cases they may need to sign a Non-Disclosure Agreement prior to commencing their position at Company.

2.3. Conflict of Interest

Employees working for the Company must, at all times, avoid any clear or potential conflicts of interest. In other words, employees must not engage in any relationships, activities, businesses, or other situations which may conflict with the best interests of the Company. Because of this policy, employees must take care to avoid any situation which may even appear to be a conflict of interest.

Employees must disclose any conflicts, including those which may just be potential conflicts, to the appropriate authority at the Company. Conflicts of interest include, but are not limited to, situations where the employee is involved in a business directly or indirectly competing with the Company or situations where the employee uses confidential or other secret information of the Company for his/her own benefit.

2.4. Employment of Minors

The employment of minors will vary depending on the operations of the Company and depending on the jurisdiction within which the Company conducts such operations.

The Company will comply with all legal regulations concerning the recruitment of youth and minors. Depending on the role, there may be restrictions on the employment of minors.

2.5. Probation Period

Within the first three months of employment, all new hires will be in a probation period as specified within an employment agreement. During the probation period, the Company management will monitor the new employee's progress and performance. Employees are also expected to ascertain their fit with the Company during this time, including learning specific job duties and getting to know other employees. After the probation period ends, there will be a performance review for the employee completed by their immediate manager and/or supervisor and/or HR. If the Company determines that the employee has satisfactorily performed and opts to continue employment beyond the probation period, the employee will be given additional details, including information on improvements needed.

At any time during the probation period the Company will have the right to terminate employment without any notice or compensation to the employee other than wages owed for hours of work already completed.

2.6. Employment Files / Records

The Company collects personal information for inclusion in human resources files. Access to these files is limited to authorized employees who require it to carry out their duties. In addition, because employees’ files may include a variety of personal information, authorized employees only have access to specific categories of personal information contained in the employee file. The Company will not disclose an employee’s information to anyone (other than government agencies and benefits providers as required by relevant legislation) without first securing the employee’s permission.

The Ontario Employment Standards Act (ESA) outlines the employee information that organizations must securely store as part of their employee record keeping. This information includes:

• Employee’s name and address
• Employee’s date of birth
• Date of hire
• Hours worked
• Pay periods
• Gross and net salary or wages paid, including the manner in which they were calculated
• Deductions (amount and purpose)
• Vacation pay or paid vacation taken
• Leaves of absence (all documentation and certificates)
• Termination date
• Termination or severance pay

It is important, and to everyone’s benefit, that the Company keep accurate human resources files. Employees are responsible for helping to ensure their confidential file is up to date by submitting all changes in a timely fashion by notifying HR. In particular we should have your current:

• Full legal name
• Address and telephone number
• Education, copy of degrees, certificates, etc.
• Professional affiliations
• Person to be notified in case of emergency
• Number of dependents for income tax exemption
• Known allergies or illnesses (for emergency situations)

Employees are permitted to examine their personal file. Those who wish to do so may set up an appointment with HR. Documents obtained through an agreement of confidentiality, such as letters of reference, may be excluded from examination by employees. The employee file’s content is the sole property of the Company. Documents may not be removed from the file by the employee for photocopying or for any other purpose without permission from our HR. If you wish to correct any information recorded in your file, you should write a letter or complete the appropriate form (e.g. TD1 for tax withholding) and forward it to the HR. They will inform you of any action taken.

2.7. Immigration Issues

The company will only employ people who are authorized to legally work in Canada. Employees must immediately inform HR of any modifications to their immigration status and provide valid documents to be kept on record. Employees may confidently raise any questions or issues regarding immigration law observance without fear of retaliation.

2.8. Political Neutrality

Under no circumstances will the Company discriminate against any employee based on their support or participation in any political activity, so long as such activity is within the bounds of the law. The Company will not take any punitive action nor discriminate against an employee based on their lawful political engagement outside of the workplace. If an employee engages in any political activity, the employee must clearly state that such activity and related statements in no way represent the views of the Company.

SECTION 3: PAYROLL PRACTICES

3.1. References and Records

The Company maintains payroll records for every employee to adhere to all applicable regulations. These records are kept as part of each employee's file, as detailed above. The Company will cooperate with requests regarding these records from law enforcement, governmental agencies, or as otherwise legally required.

3.2. Payment Information

Company employees are paid as follows:

• Once a month, in the first week of the month.
• Employees will receive their pay via direct deposit. As required by law (ESA), the employee bank account must be on the employee’s name and no person other than the employee or a person authorized by the employee has access to the account.

If the date of pay falls on a Saturday or Sunday or on a Company-observed holiday, all employees will receive paychecks on the business day immediately preceding the holiday and/or weekend. A pay stub noting gross pay, deductions and net deposit amount will be available on line on the respective pay date. These payroll practices may be changed from time to time at the Company’s sole discretion.

3.3. Overtime

Employees that wish to work overtime will be paid overtime as per the laws set forth in both federal and provincial statutes. Prior approval to work overtime and only actual time worked will be used to calculate overtime pay.

In other words, if employees wish to work overtime, Company authorization is first required and the Company shall adhere to statutory overtime pay requirements. Employees working unauthorized overtime shall be disciplined accordingly.

3.4. Deductions

To comply with federal and provincial tax laws, several deductions are made from an employee's pay, including all required statutory source deductions including, but not limited to, all required withholdings pursuant to the Income Tax Act, R.S.C. 1985 (5th Supp.), c. 1, such as Canada Pension Ran, Employment Insurance, Income Tax, and any other items which may be elected by the employee or required by law (i.e. court-ordered deductions such as wage garnishments)

3.5. Time-tracking

Employees are required to fill out attendance forms with precision and accuracy, as mandated by the Company. Under no circumstances is it acceptable for an employee of the Company to misrepresent timekeeping forms when utilized.

3.6. Breaks and Meals

All rest and meal periods shall be in accordance with applicable statute. Meals and breaks at the Company shall be specifically set as follows:

• Employees are entitled to a 30-minute eating period (meal break) free from work for every five hours of consecutive work;
• The meal break is mandatory and could be either in one period or two 15-minute segments.
• Meal breaks should be outside the areas associated with employee’s duties and tasks.
• Meal breaks are unpaid;
• Meal breaks, whether paid or unpaid, are not considered hours of work, and are not counted toward overtime.

Consumption of food and drinks outside allocated mealtimes and areas is no permitted in the workplace.

Adopting healthy practices such as consuming nutritious foods and engaging in walking and stretching exercises during meal breaks is highly encouraged for all employees. These habits can improve an employee’s physical and mental wellbeing while at work and help promote productivity.

3.7. Garnishment of Wages

A wage garnishment or attachment is a court order that requires the Company to deduct a specified amount of an employee's pay and remit the deducted funds to a third party for the purpose of debt settlement. The Company shall adhere to all regulations concerning the deduction of wages for garnishment.

SECTION 4: EMPLOYEE PERFORMANCE

4.1. Performance Reviews

Performance reviews provide an opportunity to assess the present situation for both the Company and the employee. Employees are evaluated periodically over the course of a year. Performance is tracked and monitored to ensure objective feedback and that goals are achieves in an efficient and effective manner. In these performance reviews, employees can exchange inquiries or concerns with their direct supervisor and/or other relevant authority within the Company.

It is important to note that even if an employee is given positive performance appraisals, it does not guarantee any salary elevation.

4.2. Pay Increases

Employees may, from time to time, receive increases in their pay or bonuses, at the Company's sole and exclusive discretion. The Company does not guarantee remuneration increases to any employee based on length of employment or any conditions not specifically outlined.

4.3. Attendance

All employees are expected to be punctual with regular attendance. In the circumstance that en employee is unable to report to work (or will report to work after their scheduled start time) for any reason, the employee must notify his or her supervisor prior to his or her set staring time. If an employee needs to leave work for any reason prior to the end of their scheduled workday, they must notify their immediate supervisor in advance.

Employees who engage in a pattern of frequent or excessive absenteeism or tardiness may result in disciplinary action, up to and including termination.

4.4. Dress Code

The Company’s specific dress code policy is as follows:

• Employees must dress according to job position and place of work, usually in either professional or semi-formal attire.
• Employees must always present a clean, professional appearance. Everyone is expected to be well-groomed and wear clean clothing, free of holes, tears, or other signs of wear.
• Sportswear, running shoes, slippers, and other casual clothing and shoes are not allowed.

• Clothing that contains offensive or inappropriate designs or prints are not allowed.

• Clothing should not be too revealing.
• Casual attire is not allowed at all times.
• Clothing and grooming styles dictated by religion or ethnicity are exempt.

We invite to consult the Dress Code Policy for full details about what attire is considered as inappropriate for our workplace.

4.5. Health and Safety

The Company strives to create and maintain a safe workplace in order to minimize and/or prevent occupational injuries and illnesses. Consistent and continuous efforts by all employees shall be directed to preventing workplace accidents and maintaining the workplace and equipment in a safe condition. At all times, the Company and its employees are required to observe and comply with the requirements of the Ontario Occupational Health and Safety Act and its regulations. Company post in a prominent location in the workplace where it can be easily seen and accessed by employees the following:

• Poster called Health & Safety at Work: Prevention Starts Here;
• A complete copy of the Occupational Health and Safety Act;

Employees are required to participate in health and safety training. Any accident that results in a workplace injury, or that could cause a disabling injury or property/equipment loss, must be reported immediately to the employee's immediate supervisor.

Moreover, the Company facilities are nonsmoking environments. Smoking, vaping, or possessing any type of substances or products, including prescription items, is strictly forbidden in all enclosed work spaces and Company outdoor locations. Employees will be held accountable for any violations of the smoking policy, and may result in disciplinary measures up to and including job termination. 

SECTION 5: STANDARDS OF CONDUCT

5.1. Equal Employment Opportunity

The policy of the Company is to provide equal employment opportunities in each of our Company practices and to all employees and employee applicants, which may be consistent with the Company’s more detailed Hiring Policy. Such equal employment opportunities exist for all, without regard to race, gender, gender identity, religion, creed, color, sexual orientation, age, marital status, pregnancy, military status, ancestry, physical or mental disability, or any other category or classification protected by territory, provincial, or federal law.

This policy applies to each and every aspect of employment and the employment process, specifically including, but not limited to, applications, recruiting, hiring, training, compensation, benefits, promotion, assignments, placement, working conditions, discipline, terminations, Iayoffs, or leaves of absence.

Within the Company, the employee is expected to act in accordance with and to support this policy and to ensure, to the highest extent possible, a discrimination-free and harassment-free workplace. The Company also provides all reasonable accommodations to those with disabilities in compliance with the law. The employee is also expected to make, and support the Company in making, all reasonable accommodations for others as required by law.

Any violations of this policy are taken very seriously. Employees have an obligation to immediately report any violation of this policy. If a violation of this provision is reported to a company manager, whether it is an instance of discrimination or harassment or any other violation, the Company’s policy is to promptly investigate such a report. Retaliation against those employees who may report is strictly prohibited.

5.2 Discipline

The Company may impose discipline for workplace infractions in its sole and exclusive discretion. Disciplinary action may include, but is not limited to, verbal or written warnings, demotion, or reassignment. Lastly, employees may be terminated if the seriousness of their actions requires it.

The Company intends to provide regulations for employee conduct. Despite the impossibility or difficulty of defining standards of behavior for any given scenario, the Company has established a broad set of rules concerning unacceptable employee conduct. The following list is not meant to be exhaustive and the Company may discipline any employee for any action which is deemed unacceptable. The following list of unacceptable conduct applies to all employees whenever they are conducting Company business both on and off Company premises:

1. Unsatisfactory job performance or lack of professionalism;
2. Neglect of duties;
3. Dishonesty;
4. Theft or fraud;
5. Any type of harassment;
6. Insubordination and insolence;
7. Abusing threatening violence, or engaging in violence with another employee or Company staff member
8. Engaging in inappropriate activities that disrupt and create an unsafe work environment, such as using offensive language, pranking, or horseplay;
9. Unauthorized acquisition, retention, or usage of another's property;
10. Engaging in unlawful activities, including the ownership or acquisition of illegal drugs or weapons;
11. Misusing confidential Company information; or
12. Excessive tardiness or absences;
13. Violation of any Company rule or policy.

5.3. Anti-Discriminatory, Harassment and Reprisals

The Company is committed to a safe, respectful, lawful workplace which is free of any form of unlawful discrimination, harassment or reprisals. The following is prohibited by law and against Company policy: harassment or unlawful discrimination against individuals on the grounds of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, marital status, family status, disability, or any other classification protected by applicable law.

The Company does not permit any instance of discrimination, harassment or reprisals by or towards anyone. Any employee in violation of this policy will be subject to immediate and severe disciplinary action, up to and including termination.

Specifically, unlawful discrimination or harassment is defined as conduct, whether verbal, visual, or physical, based on a legally protected class such as sex, race, age, or disability if:

1. The Conduct is made a condition of initial employment, continued employment or, for contractors, continued engagement with the company, either explicit or implicit;
2. Whether or not the employee submits to the conduct is used as a basis for decisions concerning the employee status with the Company; or
3. The conduct is directly attributable to a hostile or adversarial workplace.

Behaviour classified as harassment includes, but is not limited to, speech or behaviour that may be offensive or vulgar or unwanted and unwelcome sexual advances. Examples of offensive behaviour include inappropriate jokes, inappropriate visuals, and any unwelcome touching or unsolicited physical contact. In addition, unlawful harassment or discrimination may include racial slurs, epithets, and/or derogatory remarks, stereotypes, jokes, offensive visuals based on race, age, disability, marital status or other legally protected classifications.

Please note: behaviour that violates this policy may include in-person interactions or those that occur on any existing social media or networks.

5.4.      Complaint Procedure

Dimikan Inc. adheres to the values of Care, Courage and Teamwork, and its Internal Complaints Policy is governed by the following principles: a) Responsive: Dimikan Inc. will respond to a complaint in a timely manner to ensure issues are settled; b) Fair: both the complainant and the respondent can offer their respective perspectives for consideration; and c) Confidential: Complaints are handled in a confidential manner and are only shared with those employees who must be informed or are obligated to engage in an investigation. Employees must keep confidential any details gathered during the course of an investigation and refrain from disclosing them post-investigation.

            Compliant process:

            Step 1: Informal meeting with supervisor. Before filing a complaint, converse with your supervisor and detail all relevant facts concerning your grievance.

            Step 2: Formal meeting with HR. If the meeting with supervisor does not yield positive outcomes, consult the HR.

5.5 Substance Abuse

Definition: Substance Abuse means the use of alcohol and other drugs or substances, including marijuana, illegal substances or prescribed and over-the-counter medications that may impair performance, safety at work or the ability to drive safely.

In compliance with the Drug-Free Workplace Act of 1988, the Company has a longstanding commitment to provide a safe, quality-oriented and productive work environment. Alcohol and drug misuse poses a threat to the health and safety of Company employees and to the security of the company's equipment and facilities. For these reasons, Company is committed to the elimination of drug and alcohol use and misuse in the workplace.

This policy applies to all employees, without exceptions.

5.6. Respect of Privacy

Employees retain a diminished, but reasonable expectation of privacy with respect to Company assets (such as computers, tablets, desks, fixtures, cabinets, etc. belonging to the Company or Company facilities) and/or items stored on or within Company property. The hardware owned by the Company is subject to audits and investigations in order to ensure cyber-security, on-premises safety and manage processes. Employees should therefore caution personal use on company-issued hardware as audits and investigations may reveal such personal uses.

Private internet browsing and sending communications should be done using personal hardware using personal data and not Company networks.

Employees may also be subject to search when entering or exiting Company property, or generally as the Company reasonably deems fit for safety purposes. The Company may search an employee upon the employee's consent, or if the Company has reasonable grounds to believe that the employee has contravened or is about to contravene a rule of the Company.

SECTION 6: HARDWARE & INTERNET POLICIES

6.1. Computer, Internet, and Email Use

A wide selection of communication methods may be used in the Company. At a minimum, they include SMS/text messaging, email, media, voicemail and instant messaging and are on and through electronic devices such as telephones, computers, Internet and mobile devices (cell phones, tablets, etc.). These, as well as their contents, such as physical and digital fiIes, data, and software, will be further referred to as “e- correspondence”. All e-correspondence is to be used solely for business operations in a professional capacity, as they are the Company's exclusive property, and personal use is strictly forbidden. All e-correspondence sent and received by the Company is held to the highest standards of security, privacy, and confidentiality.

The following list and standards regarding correspondence is not exhaustive as the Company has the right to adjust the rules if necessary. All forms of e-correspondence that: (1) can identify the Company; (2) can be accessed on the Company's property; and (3) can be accessed by using company funds or on equipment provided by the Company will adhere to the following rules:

1. Employees may not, under any circumstances, install personal software on any Company-owned computer system. Employees may not use e-correspondence for any activity such as patent, copyright, or trademark infringement, libel, slander, or unauthorized sharing of trade secrets. E-correspondence shall not be used against the Company's best interest or be an activity that can be considered illegal. E-correspondence shall adhere to Company policy and shall not constitute harassment, use of obscene or discriminatory language. Any such activity will be subject to discipline, up to and including termination.
2. Employees must make all e-correspondence as accessible as passible within the Company. Employees do not own any e-correspondence, be it confidential or password protected. Personal passwords used on company devices are considered Company property and may be overridden at any time, if necessary. The Company may keep all passwords, codes, etc. on record. The Company maintains the rights to all information created by an employee on the property or transmitted to the premises.
3. The Company may ensure violations of Company policy and applicable law do not occur by monitoring the employee and their activity while balancing the employee’s right to privacy.
4. Employees may not encrypt programs or install encryption software with any email communications. Employees may not use any form of anonymous correspondence. Employees shall not have access to any e-correspondence of third parties or other employees under any circumstances.
5. All devices for receiving and recording information such as computers, tablets, telephones of any kind and fax machines or scanners may not be used for transmitting sensitive information or sharing Company secrets. These devices must be used only in accordance with the provisions of this Handbook.
6. Use of Company-funded communication services, websites and the internet is permissible for Company-related business only. Prior approval must be requested before any information about the Company, its products, or services can appear in the electronic media to be accessed by others.

6.2. Social Media Policy

The Company is dedicated to enhancing its reputation and public profile through social media and, by supporting a positive environment for customer feedback, building a loyal customer base to ensure sustained operations of the company. While adhering to the Company's policies, employees are encouraged to use their social networking platforms to support Company’s activities.

The following definition will be used for social media and networking in the context of this section: mobile and web-based applications for user-generated content, communication and social interaction. This definition may include, but is not limited to the following social media platforms:

1. blogs;
2. online communities;
3. discussion forums;
4. review sites;
5. Twitter;
6. Facebook;
7. LinkedIn;
8. Instagram;
9. Snapchat;
10. YouTube;
11. Google, and
12. any other related or similar websites.

The Company and its employees will respect the perspectives and opinions of others and conduct themselves professionally in accordance with the best social networking method at all times. Employees will listen and respond to customer feedback courteously, committing themselves to being responsible citizens and upstanding members of the community. If applicable, social media is for business use only during Company time. Damaging behaviour and content considered harassing dishonest or offensive will not be tolerated. Social media for personal use during Company time is strictly prohibited.

The Company reserved the right to any “friends”, “followers”, or social media connects that are gained through e-correspondence (email addresses, social networks, blogs, etc. as mentioned in earlier sections) developed on behalf of the Company.

Employees will respect the confidentiality of the customers, clients, suppliers, other employees and the company as a whole by not disclosing private information on social networks. Prior express permission from the owner must be obtained before any third-party content is published. All company copyrights, proprietary information, trademarks and intellectual property must be respected and maintained with the utmost confidentiality.

Company-related employee social networking activity can and will be monitored. Violation of Company policy is subject to employee discipline, up to and including termination.

Employees using social media outside of the workplace shall adhere to company policy on social media use. Specifically, employees using social media applications outside of work that are web-based, discussion groups, chat rooms, content sharing websites, and other social websites, including any of the foregoing, or other platforms on which users may write content or captions are prohibited from disclosing any proprietary, confidential, trade secrets, and personal information of the Company. Posting with the use of pseudonyms can also cause damage to the Company; therefore, such activities are not permitted.

An employee who identifies themselves as working for the Company, and posts content on social media that discusses the business, or its customers, should add a disclaimer stating that the employee's views are their own and they do not constitute the opinion or position of the Company.

Employees using social media applications shall not make any violent, discriminating, derogatory or harassing comments towards colleagues and fellow employees, customers/clients, or management at the Company, whether or not pseudonyms or misleading names are being used. Employees shall further ensure not to engage in defamatory conduct that may impact the reputation of the Company; and shall remain true to their implied duty of good faith and loyalty. Any form of damaging material towards the Company Is expressly prohibited.

All employees are accountable for monitoring their correspondences in the name of the company. Employees should report any suspicions of a breach of this Policy or unauthorized use of social media to their supervisor or higher management as soon as possible. This may be done anonymously.

6.3. Handheld Electronics (all mobile devices)

Personal cell phone use at the workplace can be disruptive to others and limit employees’ productivity. As such, use outside of designated breaks and meal times while at work is discouraged. Conversations should not be held where employees are working or in common areas. Mobile devices brought to work must be kept on silent or vibrate mode and they cannot be kept in areas associated with their duties and tasks.

Employees in certain positions may be provided with permission to use the cell phone to improve productivity and efficiency. Full compliance with all Company policies (including workplace conduct, discrimination, and harassment policies as previously mentioned) is required when conducting Company business via any mobile device. Cell phone use, when conducting Company business, in public places should be regulated for the consideration of confidential information regarding the Company or the customer/client.

The Company retains the right to grant or revoke any personal cell phone privileges at their sole discretion.

Please note: cell phones should be set on vibrate mode, silent mode or completely powered off during work training and meetings as courtesy to others.

SECTION 7: EMPLOYEE BENEFITS

7.1 General

The Company provides standard benefits and may offer additional ones to employees. Subject to applicable law, the Company reserves the right to make changes such as adding or deleting benefits from a given package. Such benefits may only take effect months after the employee's start time, which is based on their employment agreement. Employees will receive notice in advance of any changes.

7.2. Unemployment Insurance

Under the federal Employment Insurance Act (S.C. 1996, c. 23), the Company and the employee each pay their portion of the employment insurance (EI) premiums to provide employees with unemployment insurance coverage in the event they become unemployed through no fault of theft own or due to circumstances as defined by law or in the event of leaves of absence. The EI premiums are not equal; the Company pays 1.4 times higher EI premium than the amount of the employee’s premium.

7.3. Pension Plan

Under the federal Canada Pension Plan (R.S.C., 1985, c. C-8), the Company deducts Canada Pension Plan (CPP) contributions from employees. The CPP is a deferred income retirement plan that provides retirement, disability, and survivor benefits to contributors and their families. The Company pays equal contributions as employee and remits them to the Canada Revenue Agency (CRA) at the time of pay. Many elements influence when an employee should begin collecting CPP retirement benefits, and one's personal circumstances should be taken into account when making this decision.

7.4. Worker’s Compensation

Workers’ Compensation laws are designed to provide protection to workers suffering occupational disabilities through accidents arising out of, and in the course of, employment. Each province and territory has Workers’ Compensation laws whose purpose is to promote the general welfare of people by providing compensation for accidental injuries or death suffered during the course of employment. Ontario's Workplace Safety and Insurance Board (WSIB) play a key role in the province's occupational health and safety system.

Where required by law, the Company carries WSIB coverage for all employees and pays such premiums. At its own discretion, the Company can voluntarily pay WSIB premiums even if not obligated to do so under the law. The Company covers the total premium for these benefits, not deducting any amount from employee’s earnings.

7.5. Additional Benefits

At its own discretion, the Company can grant additional benefits to employees, both individually and as a collective. The Company reserves the right to revoke any additional benefits presented to any group of employees or single individual with or without notice.

 

Regarding all benefits, employees can find detailed information for all deductions from their earnings in the Statement of Earnings issued at the time of pay. The Company has implemented QuickBooks Workforce (QBW) e-platform, providing individual accounts for each employee to access payroll information, including the Statement of Earnings, whenever needed.

Company's contribution to employee payroll deductions is in addition to those indicated on the employee's Statement of Earnings.

After the end of the year, each employee enrolled in the payroll process will have access to their T4 slip or Statement of Remuneration Paid within their QBW account.

SECTION 8: EMPLOYEE TIME OFF & LEAVES OF ABSENCE

8.1. Leaves of Absence

Regular attendance is vital to maintaining business operations. However, the Company understands that employees may need time off from work and the Company provides several different types of leaves of absence for a variety of reasons. Some leave types are governed by law while others are granted on a case-by-case basis. The Employment Standards Act, Ontario (ESA) has established numerous unpaid job-protected leave(s) per calendar year for eligible employees, such as bereavement leave, family responsibility leave, sick leave (3 days per year), family caregiver leave, family medical leave, domestic or sexual violence leave, critical illness leave, child death leave, crime-related disappearance leave, reservist leave, and judry duty leave.

Subject to applicable law, all leave requests must be approved by Company management which reserves the right to approve or deny any requests. Employees must submit a leave request, in writing, consistent with applicable law. If no such stipulation is made, for planned leaves, notice of fourteen (14) days must be given in advance, provided such is consistent with statutory law. In case of emergency, an employee should submit the request as soon as they become aware of the need for leave, such as critical illness leave, child disappearance leave, etc.

Subject to employee’s statutory minimum rights of leaves of absence, all leave of absence requests will be considered as they relate to the Company and its work requirements, as determined by Company management. Subject to applicable law, all leaves of absence are unpaid, except if the leave of absence is due to domestic violence or sexual assault. For disability-related leave requests, the Company will engage in an interactive process with the employee to determine if a leave of absence is an appropriate accommodation based on the employee's circumstances and legal rights. Recommendation for a medical leave of absence requires an employee to provide certification from his or her health care provider to the Company. Leave requests may be delayed or denied in the event that the certification cannot be provided to the Company in a timely manner. An extension of leave must be approved before the expiration of the leave currently approved.

Medical Certification: When leave is requested for medical reasons, the employee must submit a medical certificate from the health care provider that establishes the employee is eligible for family and medical leave, including critical Illness leave, compassionate care leave, and so forth. The certificate must be provided as soon as is reasonably practicable, and not later than the date leave commences or within the number of days that is legally required. When the leave is requested due to the employee's own serious health condition, the certificate must include: (1) the date the serious health condition began; (2) the estimated duration of serious health condition; and, (3) a statement that, due to the serious health condition, the employee is unable to work and/or needs medical treatment. When leave is requested to care for a family member who is III or injured, the certificate must contain: (1) verification the family member has a serious health condition or serious injury or illness, as defined above, and the date such condition began; (2) the estimated duration of the condition; (3) an estimate of the amount of time the health care provider believes the employee will be needed to care for the family member or covered service members; and, (4) a statement that the condition warrants the participation of the employee to provide care.

At the conclusion of a leave due to an employee's serious health condition and prior to an employee's return to work, the employee must provide a certificate from his or her health care provider regarding the employee’s ability to carry out work duties and eligibility to return to work. The employee must provide the required medical certificate to the Company in a timely manner to avoid a delay or denial of leave, subject to the employee‘s statutory minimum rights.

Upon returning from such a leave the employee will normally be reinstated to her or his original or an equivalent position and will receive pay and benefits equivalent to those employees received prior to the leave. Depending on the specific type of leave of absence, the Company may postpone an employee's return to work.

Where applicable, during a leave of absence, employees shall continue to participate in benefits plans. The employee’s wages shall not be altered by reason of a leave of absence.

8.2. Paid Time Off Days

Vacation Time

Employees are entitled to vacation pay pursuant to applicable law and the employment agreement signed with the Company. Employee must provide a minimum of six weeks’ notice of vacation request. Employees’ vacation schedules will be formulated in accordance to the operational demands of the Company.

The Company shall give an employee a vacation of,

(a)  at least two weeks after each vacation entitlement year that the employee completes, if the employee’s period of employment is less than five years; or

(b)  at least three weeks after each vacation entitlement year that the employee completes, if the employee’s period of employment is five years or more.

The vacation time entitlement shell be determined based on the Employee’s employment classification, number of days worked per week during the year, or as entitled by law, whichever is greater. The Employee shell receive vacation pay of four per cent (4%) in the first five years of employment, and six per cent (6%) after that, of the gross remuneration (excluding vacation pay) earned during the period of time for which vacation time is accrued.

Leave of Absence

If the Employee takes a leave of absence due to domestic violence or sexual assault, the employee is entitled to five paid days.

8.3. Observed Holidays

The Company complies with all federal and provincial statutory holiday observances.

All eligible employees will receive paid holiday time off from the Company. The calculation for holiday pay for regular full-time employees is calculated based on the employee's base pay rate (as of the date of the holiday) multiplied by the number of hours the employee would otherwise have worked on that day, subject to an employee contract and applicable law. Regular part-time employees will be paid on a prorated basis.

If an eligible employee works on a recognized holiday with Company approval, he or she will receive holiday premium pay in addition to wages at his or her straight-time rate for the hours worked on the holiday.

 

Basic Company Information

• Scope and Purpose
• Policy Changes
• No Guarantees and Interpretation

SECTION 2: EMPLOYMENT POLICIES

2.1.      Employment Classification

2.2.      Confidentiality

2.3.      Conflicts of Interest

2.4.      Employment of Minors

2.5.      Probationary Period

2.6.      Employment Files / Records

2.7.      Immigration Issues

2.8.      Political Neutrality

SECTION 3: PAYROLL PRACTICES

3.1.      References and Records

3.2.      Payment Information

3.3.      Overtime

3.4.      Deductions

3.5.      Time-tracking

3.6.      Breaks and Meals

3.7.      Garnishment of Wages

SECTION 4: EMPLOYEE PERFORMANCE

4.1.      Performance Reviews

4.2.      Pay Increases

4.3.      Attendance

4.4.      Dress Code

4.5.      Health and Safety

SECTION 5: STANDARDS OF CONDUCT

5.1.      Equal Employment Opportunity

5.2.      Discipline

5.3.      Anti-Discrimination, Harassment and Reprisals

5.4.      Complaint Procedure

5.5.      Substance Abuse

5.6.      Respect of Privacy

SECTION 6: HARDWARE AND INTERNET POLICIES

6.1.      Computer, Internet and Email Use

6.2.      Social Media Policy

6.3.      Handheld Electronics (all mobile devices)

SECTION 7: EMPLOYEE BENEFITS

7.1.      General

7.2.      Unemployment insurance

7.3.      Pension Plan

7.4.      Workers’ Compensation

7.5.      Additional Benefits

SECTION 8: EMPLOYMENT TIME OFF AND LEAVES OF ABSENCE

8.1.      Leaves of Absence

8.2.      Paid Time Off Days

8.3.      Observed Holidays

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

DISCLAMER

"This Employee Handbook and its enclosures are confidential and intended for the exclusive use of the addressee. If you are not the intended recipient, please notify the sender immediately and destroy this handbook and its enclosures. Any unauthorized use, disclosure, or copying of this handbook and its enclosures is strictly prohibited and may result in legal action."

SECTION 1: INTRODUCTION

We are delighted to have you join our team, regardless of whether you are a recent hire, temporary, or have been with us for a long time. We are convinced that your success is our success. Assembling a team of passionate, knowledgeable, and creative people is something we value highly. It appears that you align with this ideal.

For this reason, we have developed this Employee Handbook (the “Handbook”) to help you understand our policies and procedures and to guide you throughout your relationship with us. This handbook is in accordance with many legislation, regulations and authorities governing employment in the Province of Ontario.

We look forward to a productive and mutually beneficial partnership.

1.1. Basic Company Information

The company under which you have been employed is listed at the outset of this           Handbook. In addition, the company features a few registered trade names pertaining to some areas of its operations. The principal information of the company is as follows:

• The legal name of the company is Dimikan Inc.
• The main business address is 461 Eglinton Avenue West, Toronto, Ontario, M5N 1A7.
• The main contact phone number is 416-484-1700.
• The company’s main website is dimikan.com.

Dimikan Inc. (the “Company”) operates within the apparel industry, and scope of the operations includes importing, brand management, wholesaling, retail, and e-commerce in Canada.

The retail operation is under the banner of Di Moda European Lingerie, and it is a trade name of Dimikan Inc. It is a trusted source of high quality intimate apparel products and the perfect place to find something unique and special. The customer service provided is widely recognized for its excellence and incomparable quality. It stands out from the competition, providing the best in class customer service experience. Unrivalled quality and attention to detail ensure satisfaction of our customers.

The company conducts its retail e-commerce operations through the www.dimoda.ca website. The e-commerce platform boasts advanced features, making it a cutting-edge solution for the online marketplace. This platform allows customers to purchase products in an efficient, intuitive, and secure manner. Additionally, it enables us to streamline the management of orders, customers, and inventory with precision.

1.2. Scope of Purpose

This Handbook describes, summarizes and explains the Company's policies, procedures, benefits (if applicable) and expectations regarding employees and their employment. This Handbook covers the rules relating to employment. Compliance with all provisions outline in this Handbook is a mandatory for all employees.

While this Handbook attempts to provide as much information as possible about the company practices, there may be situations that it does not cover. Some particular situations may be governed by specific provisions of an applicable government legislation, governance policy or procedure, or plan documents established for particular benefit programs, or by other related sources of information. All Company policies and procedures are subject to change based on the many legislation, regulations and authorities in the Province of Ontario as well as operational requirements of the Company. Please do not consider this Handbook a complete and exhaustive document.

This Handbook is not a promise, an employment agreement, or an agreement for employment for any specific period of time, but tool to help you understand the rules and expectations of your employment with us. As an employee of Dimikan Inc., we inform you that this Handbook and all its contents must remain completely confidential.

Please read the contents of this handbook carefully. This is one of the many channels of communication we maintain to create an enjoyable and productive work environment. If there are any specific questions about anything contained in this handbook, contact your supervisor or the Human Resource Office (HR) of the Company.

This Handbook replaces and supersedes all previous employee handbooks, rules, practices or other policies, written or oral, express or implied, unless otherwise concurrently enforced by the Company with other rules and policies that aren‘t inconsistent with the protocols herein. Individual employment agreements between an employee and the Company may, however, affect the terms of this Handbook.

1.3. Policy Changes

This Handbook is binding to all employees of the Company as of the effective date. The Company may, at various times, and at its sole and exclusive discretion, modify the terms of this Handbook, with or without notice. In other words, Dimikan Inc. has the express right to change, revise, revoke, modify, amend, add to, or otherwise varies the terms of this Handbook and any other Company paperwork, documentation, or information. The terms can only be changed in writing and updated in this Handbook; no terms will be changed orally.

When amendments to the terms in this Handbook take place, the Company will send written notice to all employees and change the effective date at the top of this handbook for future publication. Handbook changes brought to the attention of all employees must be signed and acknowledged again. Nevertheless, any hesitancy of signing the acknowledgment will not impact the effective date of the Handbook nor affect its enforceability towards any employee. Employees are strongly advised to periodically review the electronic version of the handbook, which is available to all employees at all times via the internet.

No provision in this employee handbook and expected standards of conduct can be waived without written permission from the President of Dimikan Inc., or designate. Such a waiver, if granted, applies only to the employee for whom the waiver was granted at the time of the waiver.

1.4. No Guarantees and Interpretation

The Company’s interpretation of anything contained in this Handbook shall be conclusive and absolute. Further, nothing contained in this Handbook shall be construed to guarantee any kind of employment, any terms of employment, any continued employment or any specific relationship between any current employee and the Company. Only a written and signed employment agreement can alter the terms of this Handbook.

SECTION 2: EMPLOYMENT POLICIES

2.1. Employment Classification

Employees are categorized by the Company into classifications, as described below:

1. Full-Time Employees: Employees scheduled to work at least 28 hours per week on an ongoing basis and have completed their probationary period. Full-time employees do not include individuals employed under a fixed term contract, temporary employees, consultants/advisors, or independent contractors.
2. Part-Time Employees: Employees scheduled to work less than 28 hours per week on regular basis and have completed their probationary period. Part-time employees do not include individuals employed under a fixed term contract, temporary/seasonal employees, consultants/advisors, or independent contractors.
3. Temporary/Seasonal Employees: Hourly paid employees who are hired under a fixed term employment agreement and that have completed their probationary period, usually to fill in for vacations, leaves of absence, projects of a limited duration or seasonal periods during the year. Employees can be scheduled up to 40 hours per week.
4. Casual Employees: Hourly paid employees hired for specific periods, to work on a sporadic or intermittent basis when needed. A casual employee does not have a regularly-scheduled work arrangement; they may choose to accept or decline any given work assignment without repercussions. There is no expectation of future employment.

If employees are unaware of their classification or have not been notified, they should inquire with their immediate supervisor or HR.

Independent contractors and consultants are not considered employees of the Company in any way. Rather they are self-employed. Independent contractors and consultants are not eligible to receive Company benefits and will be subject to the specific terms of the written agreement between themselves and the Company. Further, independent contractors shall be solely responsible for their income tax obligations and statutory remittances.

2.2. Confidentiality

In the course of employment with the Company, employees may have access to certain non-public Confidential Information (as hereinafter defined). Confidential Information refers to any information which is confidential and commercially valuable to the Company. The Confidential Information may be in the form of documents, techniques, methods, practices, tools, specifications, inventions, patents, trademarks, copyrights, equipment, algorithms, models, samples, software, drawings, sketches, plans, programs or other oral or written knowledge and/or secrets and may pertain to, but is not limited to, the fields of research and development, forecasting, marketing, human resources, customers, suppliers, intellectual property and/or finance or any other information which confidential and commercially valuable to the Company.

As an employee of the Company, the employee hereby agrees that the Confidential Information is secret and valuable to the Company and that the Company desires to maintain the secret and private nature of the Confidential Information.

Confidential Information may or may not be disclosed as such, through labeling, but shall be treated as Confidential Information under the circumstances through which it was disclosed.

“Confidential Information” shall not mean any information which:

1. is known or available to the public at the time of disclosure or became known or available after disclosure through no fault of your own;
2. is already known, through legal means, to the employee;
3. is given by the Company to third parties, other than the employee, without any restrictions;
4. is given to the employee by any third party who legally had Confidential Information and the right to disclose it; or
5. is developed independently by the employee who can prove such independent development.

As consideration for continued employment, the employee agrees:

1. Not to disclose the Confidential Information via any unauthorized means to any third parties throughout the duration of her/his employment;
2. Not to discuss the Confidential Information in any public places;
3. Not to remove hard copies of the Confidential Information from the physical premises of the Company without written authorization;
4. Not to use the Confidential Information for any purpose except those contemplated and authorized by the Company.

Employees typically include a confidentiality clause in their employment agreements, though in some cases they may need to sign a Non-Disclosure Agreement prior to commencing their position at Company.

2.3. Conflict of Interest

Employees working for the Company must, at all times, avoid any clear or potential conflicts of interest. In other words, employees must not engage in any relationships, activities, businesses, or other situations which may conflict with the best interests of the Company. Because of this policy, employees must take care to avoid any situation which may even appear to be a conflict of interest.

Employees must disclose any conflicts, including those which may just be potential conflicts, to the appropriate authority at the Company. Conflicts of interest include, but are not limited to, situations where the employee is involved in a business directly or indirectly competing with the Company or situations where the employee uses confidential or other secret information of the Company for his/her own benefit.

2.4. Employment of Minors

The employment of minors will vary depending on the operations of the Company and depending on the jurisdiction within which the Company conducts such operations.

The Company will comply with all legal regulations concerning the recruitment of youth and minors. Depending on the role, there may be restrictions on the employment of minors.

2.5. Probation Period

Within the first three months of employment, all new hires will be in a probation period as specified within an employment agreement. During the probation period, the Company management will monitor the new employee's progress and performance. Employees are also expected to ascertain their fit with the Company during this time, including learning specific job duties and getting to know other employees. After the probation period ends, there will be a performance review for the employee completed by their immediate manager and/or supervisor and/or HR. If the Company determines that the employee has satisfactorily performed and opts to continue employment beyond the probation period, the employee will be given additional details, including information on improvements needed.

At any time during the probation period the Company will have the right to terminate employment without any notice or compensation to the employee other than wages owed for hours of work already completed.

2.6. Employment Files / Records

The Company collects personal information for inclusion in human resources files. Access to these files is limited to authorized employees who require it to carry out their duties. In addition, because employees’ files may include a variety of personal information, authorized employees only have access to specific categories of personal information contained in the employee file. The Company will not disclose an employee’s information to anyone (other than government agencies and benefits providers as required by relevant legislation) without first securing the employee’s permission.

The Ontario Employment Standards Act (ESA) outlines the employee information that organizations must securely store as part of their employee record keeping. This information includes:

• Employee’s name and address
• Employee’s date of birth
• Date of hire
• Hours worked
• Pay periods
• Gross and net salary or wages paid, including the manner in which they were calculated
• Deductions (amount and purpose)
• Vacation pay or paid vacation taken
• Leaves of absence (all documentation and certificates)
• Termination date
• Termination or severance pay

It is important, and to everyone’s benefit, that the Company keep accurate human resources files. Employees are responsible for helping to ensure their confidential file is up to date by submitting all changes in a timely fashion by notifying HR. In particular we should have your current:

• Full legal name
• Address and telephone number
• Education, copy of degrees, certificates, etc.
• Professional affiliations
• Person to be notified in case of emergency
• Number of dependents for income tax exemption
• Known allergies or illnesses (for emergency situations)

Employees are permitted to examine their personal file. Those who wish to do so may set up an appointment with HR. Documents obtained through an agreement of confidentiality, such as letters of reference, may be excluded from examination by employees. The employee file’s content is the sole property of the Company. Documents may not be removed from the file by the employee for photocopying or for any other purpose without permission from our HR. If you wish to correct any information recorded in your file, you should write a letter or complete the appropriate form (e.g. TD1 for tax withholding) and forward it to the HR. They will inform you of any action taken.

2.7. Immigration Issues

The company will only employ people who are authorized to legally work in Canada. Employees must immediately inform HR of any modifications to their immigration status and provide valid documents to be kept on record. Employees may confidently raise any questions or issues regarding immigration law observance without fear of retaliation.

2.8. Political Neutrality

Under no circumstances will the Company discriminate against any employee based on their support or participation in any political activity, so long as such activity is within the bounds of the law. The Company will not take any punitive action nor discriminate against an employee based on their lawful political engagement outside of the workplace. If an employee engages in any political activity, the employee must clearly state that such activity and related statements in no way represent the views of the Company.

SECTION 3: PAYROLL PRACTICES

3.1. References and Records

The Company maintains payroll records for every employee to adhere to all applicable regulations. These records are kept as part of each employee's file, as detailed above. The Company will cooperate with requests regarding these records from law enforcement, governmental agencies, or as otherwise legally required.

3.2. Payment Information

Company employees are paid as follows:

• Once a month, in the first week of the month.
• Employees will receive their pay via direct deposit. As required by law (ESA), the employee bank account must be on the employee’s name and no person other than the employee or a person authorized by the employee has access to the account.

If the date of pay falls on a Saturday or Sunday or on a Company-observed holiday, all employees will receive paychecks on the business day immediately preceding the holiday and/or weekend. A pay stub noting gross pay, deductions and net deposit amount will be available on line on the respective pay date. These payroll practices may be changed from time to time at the Company’s sole discretion.

3.3. Overtime

Employees that wish to work overtime will be paid overtime as per the laws set forth in both federal and provincial statutes. Prior approval to work overtime and only actual time worked will be used to calculate overtime pay.

In other words, if employees wish to work overtime, Company authorization is first required and the Company shall adhere to statutory overtime pay requirements. Employees working unauthorized overtime shall be disciplined accordingly.

3.4. Deductions

To comply with federal and provincial tax laws, several deductions are made from an employee's pay, including all required statutory source deductions including, but not limited to, all required withholdings pursuant to the Income Tax Act, R.S.C. 1985 (5th Supp.), c. 1, such as Canada Pension Ran, Employment Insurance, Income Tax, and any other items which may be elected by the employee or required by law (i.e. court-ordered deductions such as wage garnishments)

3.5. Time-tracking

Employees are required to fill out attendance forms with precision and accuracy, as mandated by the Company. Under no circumstances is it acceptable for an employee of the Company to misrepresent timekeeping forms when utilized.

3.6. Breaks and Meals

All rest and meal periods shall be in accordance with applicable statute. Meals and breaks at the Company shall be specifically set as follows:

• Employees are entitled to a 30-minute eating period (meal break) free from work for every five hours of consecutive work;
• The meal break is mandatory and could be either in one period or two 15-minute segments.
• Meal breaks should be outside the areas associated with employee’s duties and tasks.
• Meal breaks are unpaid;
• Meal breaks, whether paid or unpaid, are not considered hours of work, and are not counted toward overtime.

Consumption of food and drinks outside allocated mealtimes and areas is no permitted in the workplace.

Adopting healthy practices such as consuming nutritious foods and engaging in walking and stretching exercises during meal breaks is highly encouraged for all employees. These habits can improve an employee’s physical and mental wellbeing while at work and help promote productivity.

3.7. Garnishment of Wages

A wage garnishment or attachment is a court order that requires the Company to deduct a specified amount of an employee's pay and remit the deducted funds to a third party for the purpose of debt settlement. The Company shall adhere to all regulations concerning the deduction of wages for garnishment.

SECTION 4: EMPLOYEE PERFORMANCE

4.1. Performance Reviews

Performance reviews provide an opportunity to assess the present situation for both the Company and the employee. Employees are evaluated periodically over the course of a year. Performance is tracked and monitored to ensure objective feedback and that goals are achieves in an efficient and effective manner. In these performance reviews, employees can exchange inquiries or concerns with their direct supervisor and/or other relevant authority within the Company.

It is important to note that even if an employee is given positive performance appraisals, it does not guarantee any salary elevation.

4.2. Pay Increases

Employees may, from time to time, receive increases in their pay or bonuses, at the Company's sole and exclusive discretion. The Company does not guarantee remuneration increases to any employee based on length of employment or any conditions not specifically outlined.

4.3. Attendance

All employees are expected to be punctual with regular attendance. In the circumstance that en employee is unable to report to work (or will report to work after their scheduled start time) for any reason, the employee must notify his or her supervisor prior to his or her set staring time. If an employee needs to leave work for any reason prior to the end of their scheduled workday, they must notify their immediate supervisor in advance.

Employees who engage in a pattern of frequent or excessive absenteeism or tardiness may result in disciplinary action, up to and including termination.

4.4. Dress Code

The Company’s specific dress code policy is as follows:

• Employees must dress according to job position and place of work, usually in either professional or semi-formal attire.
• Employees must always present a clean, professional appearance. Everyone is expected to be well-groomed and wear clean clothing, free of holes, tears, or other signs of wear.
• Sportswear, running shoes, slippers, and other casual clothing and shoes are not allowed.

• Clothing that contains offensive or inappropriate designs or prints are not allowed.

• Clothing should not be too revealing.
• Casual attire is not allowed at all times.
• Clothing and grooming styles dictated by religion or ethnicity are exempt.

We invite to consult the Dress Code Policy for full details about what attire is considered as inappropriate for our workplace.

4.5. Health and Safety

The Company strives to create and maintain a safe workplace in order to minimize and/or prevent occupational injuries and illnesses. Consistent and continuous efforts by all employees shall be directed to preventing workplace accidents and maintaining the workplace and equipment in a safe condition. At all times, the Company and its employees are required to observe and comply with the requirements of the Ontario Occupational Health and Safety Act and its regulations. Company post in a prominent location in the workplace where it can be easily seen and accessed by employees the following:

• Poster called Health & Safety at Work: Prevention Starts Here;
• A complete copy of the Occupational Health and Safety Act;

Employees are required to participate in health and safety training. Any accident that results in a workplace injury, or that could cause a disabling injury or property/equipment loss, must be reported immediately to the employee's immediate supervisor.

Moreover, the Company facilities are nonsmoking environments. Smoking, vaping, or possessing any type of substances or products, including prescription items, is strictly forbidden in all enclosed work spaces and Company outdoor locations. Employees will be held accountable for any violations of the smoking policy, and may result in disciplinary measures up to and including job termination. 

SECTION 5: STANDARDS OF CONDUCT

5.1. Equal Employment Opportunity

The policy of the Company is to provide equal employment opportunities in each of our Company practices and to all employees and employee applicants, which may be consistent with the Company’s more detailed Hiring Policy. Such equal employment opportunities exist for all, without regard to race, gender, gender identity, religion, creed, color, sexual orientation, age, marital status, pregnancy, military status, ancestry, physical or mental disability, or any other category or classification protected by territory, provincial, or federal law.

This policy applies to each and every aspect of employment and the employment process, specifically including, but not limited to, applications, recruiting, hiring, training, compensation, benefits, promotion, assignments, placement, working conditions, discipline, terminations, Iayoffs, or leaves of absence.

Within the Company, the employee is expected to act in accordance with and to support this policy and to ensure, to the highest extent possible, a discrimination-free and harassment-free workplace. The Company also provides all reasonable accommodations to those with disabilities in compliance with the law. The employee is also expected to make, and support the Company in making, all reasonable accommodations for others as required by law.

Any violations of this policy are taken very seriously. Employees have an obligation to immediately report any violation of this policy. If a violation of this provision is reported to a company manager, whether it is an instance of discrimination or harassment or any other violation, the Company’s policy is to promptly investigate such a report. Retaliation against those employees who may report is strictly prohibited.

5.2 Discipline

The Company may impose discipline for workplace infractions in its sole and exclusive discretion. Disciplinary action may include, but is not limited to, verbal or written warnings, demotion, or reassignment. Lastly, employees may be terminated if the seriousness of their actions requires it.

The Company intends to provide regulations for employee conduct. Despite the impossibility or difficulty of defining standards of behavior for any given scenario, the Company has established a broad set of rules concerning unacceptable employee conduct. The following list is not meant to be exhaustive and the Company may discipline any employee for any action which is deemed unacceptable. The following list of unacceptable conduct applies to all employees whenever they are conducting Company business both on and off Company premises:

1. Unsatisfactory job performance or lack of professionalism;
2. Neglect of duties;
3. Dishonesty;
4. Theft or fraud;
5. Any type of harassment;
6. Insubordination and insolence;
7. Abusing threatening violence, or engaging in violence with another employee or Company staff member
8. Engaging in inappropriate activities that disrupt and create an unsafe work environment, such as using offensive language, pranking, or horseplay;
9. Unauthorized acquisition, retention, or usage of another's property;
10. Engaging in unlawful activities, including the ownership or acquisition of illegal drugs or weapons;
11. Misusing confidential Company information; or
12. Excessive tardiness or absences;
13. Violation of any Company rule or policy.

5.3. Anti-Discriminatory, Harassment and Reprisals

The Company is committed to a safe, respectful, lawful workplace which is free of any form of unlawful discrimination, harassment or reprisals. The following is prohibited by law and against Company policy: harassment or unlawful discrimination against individuals on the grounds of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, marital status, family status, disability, or any other classification protected by applicable law.

The Company does not permit any instance of discrimination, harassment or reprisals by or towards anyone. Any employee in violation of this policy will be subject to immediate and severe disciplinary action, up to and including termination.

Specifically, unlawful discrimination or harassment is defined as conduct, whether verbal, visual, or physical, based on a legally protected class such as sex, race, age, or disability if:

1. The Conduct is made a condition of initial employment, continued employment or, for contractors, continued engagement with the company, either explicit or implicit;
2. Whether or not the employee submits to the conduct is used as a basis for decisions concerning the employee status with the Company; or
3. The conduct is directly attributable to a hostile or adversarial workplace.

Behaviour classified as harassment includes, but is not limited to, speech or behaviour that may be offensive or vulgar or unwanted and unwelcome sexual advances. Examples of offensive behaviour include inappropriate jokes, inappropriate visuals, and any unwelcome touching or unsolicited physical contact. In addition, unlawful harassment or discrimination may include racial slurs, epithets, and/or derogatory remarks, stereotypes, jokes, offensive visuals based on race, age, disability, marital status or other legally protected classifications.

Please note: behaviour that violates this policy may include in-person interactions or those that occur on any existing social media or networks.

5.4.      Complaint Procedure

Dimikan Inc. adheres to the values of Care, Courage and Teamwork, and its Internal Complaints Policy is governed by the following principles: a) Responsive: Dimikan Inc. will respond to a complaint in a timely manner to ensure issues are settled; b) Fair: both the complainant and the respondent can offer their respective perspectives for consideration; and c) Confidential: Complaints are handled in a confidential manner and are only shared with those employees who must be informed or are obligated to engage in an investigation. Employees must keep confidential any details gathered during the course of an investigation and refrain from disclosing them post-investigation.

            Compliant process:

            Step 1: Informal meeting with supervisor. Before filing a complaint, converse with your supervisor and detail all relevant facts concerning your grievance.

            Step 2: Formal meeting with HR. If the meeting with supervisor does not yield positive outcomes, consult the HR.

5.5 Substance Abuse

Definition: Substance Abuse means the use of alcohol and other drugs or substances, including marijuana, illegal substances or prescribed and over-the-counter medications that may impair performance, safety at work or the ability to drive safely.

In compliance with the Drug-Free Workplace Act of 1988, the Company has a longstanding commitment to provide a safe, quality-oriented and productive work environment. Alcohol and drug misuse poses a threat to the health and safety of Company employees and to the security of the company's equipment and facilities. For these reasons, Company is committed to the elimination of drug and alcohol use and misuse in the workplace.

This policy applies to all employees, without exceptions.

5.6. Respect of Privacy

Employees retain a diminished, but reasonable expectation of privacy with respect to Company assets (such as computers, tablets, desks, fixtures, cabinets, etc. belonging to the Company or Company facilities) and/or items stored on or within Company property. The hardware owned by the Company is subject to audits and investigations in order to ensure cyber-security, on-premises safety and manage processes. Employees should therefore caution personal use on company-issued hardware as audits and investigations may reveal such personal uses.

Private internet browsing and sending communications should be done using personal hardware using personal data and not Company networks.

Employees may also be subject to search when entering or exiting Company property, or generally as the Company reasonably deems fit for safety purposes. The Company may search an employee upon the employee's consent, or if the Company has reasonable grounds to believe that the employee has contravened or is about to contravene a rule of the Company.

SECTION 6: HARDWARE & INTERNET POLICIES

6.1. Computer, Internet, and Email Use

A wide selection of communication methods may be used in the Company. At a minimum, they include SMS/text messaging, email, media, voicemail and instant messaging and are on and through electronic devices such as telephones, computers, Internet and mobile devices (cell phones, tablets, etc.). These, as well as their contents, such as physical and digital fiIes, data, and software, will be further referred to as “e- correspondence”. All e-correspondence is to be used solely for business operations in a professional capacity, as they are the Company's exclusive property, and personal use is strictly forbidden. All e-correspondence sent and received by the Company is held to the highest standards of security, privacy, and confidentiality.

The following list and standards regarding correspondence is not exhaustive as the Company has the right to adjust the rules if necessary. All forms of e-correspondence that: (1) can identify the Company; (2) can be accessed on the Company's property; and (3) can be accessed by using company funds or on equipment provided by the Company will adhere to the following rules:

1. Employees may not, under any circumstances, install personal software on any Company-owned computer system. Employees may not use e-correspondence for any activity such as patent, copyright, or trademark infringement, libel, slander, or unauthorized sharing of trade secrets. E-correspondence shall not be used against the Company's best interest or be an activity that can be considered illegal. E-correspondence shall adhere to Company policy and shall not constitute harassment, use of obscene or discriminatory language. Any such activity will be subject to discipline, up to and including termination.
2. Employees must make all e-correspondence as accessible as passible within the Company. Employees do not own any e-correspondence, be it confidential or password protected. Personal passwords used on company devices are considered Company property and may be overridden at any time, if necessary. The Company may keep all passwords, codes, etc. on record. The Company maintains the rights to all information created by an employee on the property or transmitted to the premises.
3. The Company may ensure violations of Company policy and applicable law do not occur by monitoring the employee and their activity while balancing the employee’s right to privacy.
4. Employees may not encrypt programs or install encryption software with any email communications. Employees may not use any form of anonymous correspondence. Employees shall not have access to any e-correspondence of third parties or other employees under any circumstances.
5. All devices for receiving and recording information such as computers, tablets, telephones of any kind and fax machines or scanners may not be used for transmitting sensitive information or sharing Company secrets. These devices must be used only in accordance with the provisions of this Handbook.
6. Use of Company-funded communication services, websites and the internet is permissible for Company-related business only. Prior approval must be requested before any information about the Company, its products, or services can appear in the electronic media to be accessed by others.

6.2. Social Media Policy

The Company is dedicated to enhancing its reputation and public profile through social media and, by supporting a positive environment for customer feedback, building a loyal customer base to ensure sustained operations of the company. While adhering to the Company's policies, employees are encouraged to use their social networking platforms to support Company’s activities.

The following definition will be used for social media and networking in the context of this section: mobile and web-based applications for user-generated content, communication and social interaction. This definition may include, but is not limited to the following social media platforms:

1. blogs;
2. online communities;
3. discussion forums;
4. review sites;
5. Twitter;
6. Facebook;
7. LinkedIn;
8. Instagram;
9. Snapchat;
10. YouTube;
11. Google, and
12. any other related or similar websites.

The Company and its employees will respect the perspectives and opinions of others and conduct themselves professionally in accordance with the best social networking method at all times. Employees will listen and respond to customer feedback courteously, committing themselves to being responsible citizens and upstanding members of the community. If applicable, social media is for business use only during Company time. Damaging behaviour and content considered harassing dishonest or offensive will not be tolerated. Social media for personal use during Company time is strictly prohibited.

The Company reserved the right to any “friends”, “followers”, or social media connects that are gained through e-correspondence (email addresses, social networks, blogs, etc. as mentioned in earlier sections) developed on behalf of the Company.

Employees will respect the confidentiality of the customers, clients, suppliers, other employees and the company as a whole by not disclosing private information on social networks. Prior express permission from the owner must be obtained before any third-party content is published. All company copyrights, proprietary information, trademarks and intellectual property must be respected and maintained with the utmost confidentiality.

Company-related employee social networking activity can and will be monitored. Violation of Company policy is subject to employee discipline, up to and including termination.

Employees using social media outside of the workplace shall adhere to company policy on social media use. Specifically, employees using social media applications outside of work that are web-based, discussion groups, chat rooms, content sharing websites, and other social websites, including any of the foregoing, or other platforms on which users may write content or captions are prohibited from disclosing any proprietary, confidential, trade secrets, and personal information of the Company. Posting with the use of pseudonyms can also cause damage to the Company; therefore, such activities are not permitted.

An employee who identifies themselves as working for the Company, and posts content on social media that discusses the business, or its customers, should add a disclaimer stating that the employee's views are their own and they do not constitute the opinion or position of the Company.

Employees using social media applications shall not make any violent, discriminating, derogatory or harassing comments towards colleagues and fellow employees, customers/clients, or management at the Company, whether or not pseudonyms or misleading names are being used. Employees shall further ensure not to engage in defamatory conduct that may impact the reputation of the Company; and shall remain true to their implied duty of good faith and loyalty. Any form of damaging material towards the Company Is expressly prohibited.

All employees are accountable for monitoring their correspondences in the name of the company. Employees should report any suspicions of a breach of this Policy or unauthorized use of social media to their supervisor or higher management as soon as possible. This may be done anonymously.

6.3. Handheld Electronics (all mobile devices)

Personal cell phone use at the workplace can be disruptive to others and limit employees’ productivity. As such, use outside of designated breaks and meal times while at work is discouraged. Conversations should not be held where employees are working or in common areas. Mobile devices brought to work must be kept on silent or vibrate mode and they cannot be kept in areas associated with their duties and tasks.

Employees in certain positions may be provided with permission to use the cell phone to improve productivity and efficiency. Full compliance with all Company policies (including workplace conduct, discrimination, and harassment policies as previously mentioned) is required when conducting Company business via any mobile device. Cell phone use, when conducting Company business, in public places should be regulated for the consideration of confidential information regarding the Company or the customer/client.

The Company retains the right to grant or revoke any personal cell phone privileges at their sole discretion.

Please note: cell phones should be set on vibrate mode, silent mode or completely powered off during work training and meetings as courtesy to others.

SECTION 7: EMPLOYEE BENEFITS

7.1 General

The Company provides standard benefits and may offer additional ones to employees. Subject to applicable law, the Company reserves the right to make changes such as adding or deleting benefits from a given package. Such benefits may only take effect months after the employee's start time, which is based on their employment agreement. Employees will receive notice in advance of any changes.

7.2. Unemployment Insurance

Under the federal Employment Insurance Act (S.C. 1996, c. 23), the Company and the employee each pay their portion of the employment insurance (EI) premiums to provide employees with unemployment insurance coverage in the event they become unemployed through no fault of theft own or due to circumstances as defined by law or in the event of leaves of absence. The EI premiums are not equal; the Company pays 1.4 times higher EI premium than the amount of the employee’s premium.

7.3. Pension Plan

Under the federal Canada Pension Plan (R.S.C., 1985, c. C-8), the Company deducts Canada Pension Plan (CPP) contributions from employees. The CPP is a deferred income retirement plan that provides retirement, disability, and survivor benefits to contributors and their families. The Company pays equal contributions as employee and remits them to the Canada Revenue Agency (CRA) at the time of pay. Many elements influence when an employee should begin collecting CPP retirement benefits, and one's personal circumstances should be taken into account when making this decision.

7.4. Worker’s Compensation

Workers’ Compensation laws are designed to provide protection to workers suffering occupational disabilities through accidents arising out of, and in the course of, employment. Each province and territory has Workers’ Compensation laws whose purpose is to promote the general welfare of people by providing compensation for accidental injuries or death suffered during the course of employment. Ontario's Workplace Safety and Insurance Board (WSIB) play a key role in the province's occupational health and safety system.

Where required by law, the Company carries WSIB coverage for all employees and pays such premiums. At its own discretion, the Company can voluntarily pay WSIB premiums even if not obligated to do so under the law. The Company covers the total premium for these benefits, not deducting any amount from employee’s earnings.

7.5. Additional Benefits

At its own discretion, the Company can grant additional benefits to employees, both individually and as a collective. The Company reserves the right to revoke any additional benefits presented to any group of employees or single individual with or without notice.

 

Regarding all benefits, employees can find detailed information for all deductions from their earnings in the Statement of Earnings issued at the time of pay. The Company has implemented QuickBooks Workforce (QBW) e-platform, providing individual accounts for each employee to access payroll information, including the Statement of Earnings, whenever needed.

Company's contribution to employee payroll deductions is in addition to those indicated on the employee's Statement of Earnings.

After the end of the year, each employee enrolled in the payroll process will have access to their T4 slip or Statement of Remuneration Paid within their QBW account.

SECTION 8: EMPLOYEE TIME OFF & LEAVES OF ABSENCE

8.1. Leaves of Absence

Regular attendance is vital to maintaining business operations. However, the Company understands that employees may need time off from work and the Company provides several different types of leaves of absence for a variety of reasons. Some leave types are governed by law while others are granted on a case-by-case basis. The Employment Standards Act, Ontario (ESA) has established numerous unpaid job-protected leave(s) per calendar year for eligible employees, such as bereavement leave, family responsibility leave, sick leave (3 days per year), family caregiver leave, family medical leave, domestic or sexual violence leave, critical illness leave, child death leave, crime-related disappearance leave, reservist leave, and judry duty leave.

Subject to applicable law, all leave requests must be approved by Company management which reserves the right to approve or deny any requests. Employees must submit a leave request, in writing, consistent with applicable law. If no such stipulation is made, for planned leaves, notice of fourteen (14) days must be given in advance, provided such is consistent with statutory law. In case of emergency, an employee should submit the request as soon as they become aware of the need for leave, such as critical illness leave, child disappearance leave, etc.

Subject to employee’s statutory minimum rights of leaves of absence, all leave of absence requests will be considered as they relate to the Company and its work requirements, as determined by Company management. Subject to applicable law, all leaves of absence are unpaid, except if the leave of absence is due to domestic violence or sexual assault. For disability-related leave requests, the Company will engage in an interactive process with the employee to determine if a leave of absence is an appropriate accommodation based on the employee's circumstances and legal rights. Recommendation for a medical leave of absence requires an employee to provide certification from his or her health care provider to the Company. Leave requests may be delayed or denied in the event that the certification cannot be provided to the Company in a timely manner. An extension of leave must be approved before the expiration of the leave currently approved.

Medical Certification: When leave is requested for medical reasons, the employee must submit a medical certificate from the health care provider that establishes the employee is eligible for family and medical leave, including critical Illness leave, compassionate care leave, and so forth. The certificate must be provided as soon as is reasonably practicable, and not later than the date leave commences or within the number of days that is legally required. When the leave is requested due to the employee's own serious health condition, the certificate must include: (1) the date the serious health condition began; (2) the estimated duration of serious health condition; and, (3) a statement that, due to the serious health condition, the employee is unable to work and/or needs medical treatment. When leave is requested to care for a family member who is III or injured, the certificate must contain: (1) verification the family member has a serious health condition or serious injury or illness, as defined above, and the date such condition began; (2) the estimated duration of the condition; (3) an estimate of the amount of time the health care provider believes the employee will be needed to care for the family member or covered service members; and, (4) a statement that the condition warrants the participation of the employee to provide care.

At the conclusion of a leave due to an employee's serious health condition and prior to an employee's return to work, the employee must provide a certificate from his or her health care provider regarding the employee’s ability to carry out work duties and eligibility to return to work. The employee must provide the required medical certificate to the Company in a timely manner to avoid a delay or denial of leave, subject to the employee‘s statutory minimum rights.

Upon returning from such a leave the employee will normally be reinstated to her or his original or an equivalent position and will receive pay and benefits equivalent to those employees received prior to the leave. Depending on the specific type of leave of absence, the Company may postpone an employee's return to work.

Where applicable, during a leave of absence, employees shall continue to participate in benefits plans. The employee’s wages shall not be altered by reason of a leave of absence.

8.2. Paid Time Off Days

Vacation Time

Employees are entitled to vacation pay pursuant to applicable law and the employment agreement signed with the Company. Employee must provide a minimum of six weeks’ notice of vacation request. Employees’ vacation schedules will be formulated in accordance to the operational demands of the Company.

The Company shall give an employee a vacation of,

(a)  at least two weeks after each vacation entitlement year that the employee completes, if the employee’s period of employment is less than five years; or

(b)  at least three weeks after each vacation entitlement year that the employee completes, if the employee’s period of employment is five years or more.

The vacation time entitlement shell be determined based on the Employee’s employment classification, number of days worked per week during the year, or as entitled by law, whichever is greater. The Employee shell receive vacation pay of four per cent (4%) in the first five years of employment, and six per cent (6%) after that, of the gross remuneration (excluding vacation pay) earned during the period of time for which vacation time is accrued.

Leave of Absence

If the Employee takes a leave of absence due to domestic violence or sexual assault, the employee is entitled to five paid days.

8.3. Observed Holidays

The Company complies with all federal and provincial statutory holiday observances.

All eligible employees will receive paid holiday time off from the Company. The calculation for holiday pay for regular full-time employees is calculated based on the employee's base pay rate (as of the date of the holiday) multiplied by the number of hours the employee would otherwise have worked on that day, subject to an employee contract and applicable law. Regular part-time employees will be paid on a prorated basis.

If an eligible employee works on a recognized holiday with Company approval, he or she will receive holiday premium pay in addition to wages at his or her straight-time rate for the hours worked on the holiday.