Regular office hours are 8am to 6pm. Please allow 24 hours for a response.
The number to call the office is 9-0-2-4-8-2-3-6-6-7 or 1-8-8-8-5-3-8-9-9-9-0 toll-free.
You can text the office at 9-0-2-4-8-2-3-6-6-7.
If you are able to email. please use staff at innovativefacilitycare dot ca.
There is a different number to call for after-hours emergencies.
If you need help entering the number into your phone, let us know.
Call 1-8-8-8-5-3-8-9-9-9-0, press 2, and then press 7
Problems with equipment and supplies must be reported immediately. On-call staff and service technicians are available 24/7 for troubleshooting and employee assistance.
If you do not receive a response right away, please leave a detailed voicemail message and one of our technicians will call you back. If you cannot receive calls, please tell us to call the store. In your message, please tell us what store you're working at and what kind of trouble you're having.
There is typically a 24-hour turnaround time for repairs and equipment swaps, to ensure all equipment is in working condition for the next shift.
We have a lot of information on our website.
To access the Staff section of our website, you must create an account.
If you're not able to create an account, please let us know so we can find a different way to get important information to you.
The website contains news & announcements, how-to tips, safety information, monthly statistics, Employee of the Month, holiday schedules, and more.
Welcome to our company!
Perseverance pays off! We know the job search process can be very time-consuming and we appreciate your interest in working with our company.
A family-built business based in the outskirts of Halifax Regional Municipality, Innovative Facility Care Inc (IFC) has been a locally owned and operated company since 1973. We primarily service high profile commercial retail establishments throughout Atlantic Canada.
Evolving from a small family business into a large organization with an average staff base of 75 – 125 people, we strive to retain long-lasting partnerships with every employee and client. We are proudly recognized as an inclusive employer, working to accommodate the needs of everyone.
We’re pleased that you’ve decided to join our continuously growing operation. Welcome to Innovative Facility Care.
Our mission is to make Innovative Facility Care Inc. the foremost provider of floor and building maintenance through superior service and positive, trustworthy partnerships.
We offer quality and economical solutions, catered to each client’s needs. As a well-established company with more than four decades in the industry, we exemplify strong management, resilience, and integrity.
With a background in janitorial and building maintenance for large retailers and executive office buildings, we are committed to providing professional, customized services to any industry, at any level.
Our values are based on solid ethics and the desire to take care of our communities and their families. Fair, faithful partnerships among our staff, clients, and customers inspire us to stay committed to this goal.
Our company was built on trust. We believe that a personal touch is the key to establishing and retaining clients and employees. We treat our employees like family and consider mutual respect to be the basis for which great things happens.
We are proud to fulfill distinguished levels of service and contribute to our clients’ continued successes.
Since its inception in 1973, Innovative Facility Care Inc. has operated on the foundation of strong partnerships.
Our values and ethics are based on five chief principles:
1 - Trust. Mutual trust is at the heart of all successful relationships.
2 - Commitment. Unwavering commitment to clients and employees is an integral part of success.
3 - Reliability. Showing up on time, as scheduled, keeps us accountable to our clients.
4 - Initiative. It takes drive and initiative to do great things.
5 - Good Judgement. In times of adversity, good judgement can mean the difference between success and failure.
We are committed to providing a positive, inclusive, respectful, safe and family-oriented environment where everyone is fairly rewarded for their effort.
Have you opened a new location, redesigned your shop, or added a new product or service? Don't keep it to yourself, let folks know.
To ensure that expectations are clearly outlined and communicated effectively, all employees are required to fulfill the following roles and responsibilities. Clear guidelines make it easy for employees to understand what it expected of them, while keeping employers accountable to staff requirements and company operations.
· Clock in/out before and after every shift. Clocking in for a shift is mandatory.
· Report any time or pay discrepancies to the administration team as soon as possible.
· Be reliable. Show up for shifts as scheduled, and on time.
· Take direction and instruction from trainers, supervisors, and management.
· Complete the nightly checklist provided in each equipment area.
· Provide sufficient notice for time off and vacation requests.
· Relay concerns to a supervisor or manager in a timely manner.
· Conduct yourself professionally.
· Dress appropriately.
· Be willing to learn new concepts and processes.
· Work in cooperation with the safety representative or committee, when necessary.
· Be flexible. Cover unexpected absences when you are able to do so. It is expected that employees will cover at least one non-scheduled and/or weekend shift per month.
· Take part in periodic performance reviews.
· Read and adhere to all company policies and procedures.
· Ask questions and seek clarification whenever necessary.
· Treat the client and the client’s employees with respect.
· Complete training sessions, workshop, or programs as requested.
· Inform the administration team of any changes to address, telephone number, email address, or banking information.
· Assume responsibility for transportation to and from work.
· Uphold all safety requirements, such as placement of wet floor signs.
· Complete a Daily Report at the end of each job (available online through Google Forms).
· Clock in/out at the beginning and end of every shift.
· Train and re-train staff when necessary. Complete an Orientation Checklist at the end of every training session (available online through Google Forms).
· Follow-up on employee requests, scheduling changes, chemical/supply orders, vehicle maintenance and repairs, and work orders, to ensure tasks are completed.
· Communicate regularly with the administration team and employees on a regular basis, and in a timely manner.
· Respond to time-sensitive requests and matters during non-working hours, as outlined in the Company Devices section.
· Take every reasonable effort to keep company expenditures to a minimum, including labour costs.
· Read, understand, follow, and enforce company policies and safety components, including but not limited to, employee responsibilities, processes and procedures, chemical safety and SDS sheets, Safe Work Procedures, and Standard Operating Procedures.
· Conduct yourself professionally at all times, including communication methods and appearance.
· Cooperate and communicate with fellow management members to keep them informed on changes or new developments.
· Work in conjunction with the executive and administration team to promote a safe, efficient workplace and to ensure a steady flow of communication.
Executive and Administrative Operations Teams
· Take every reasonable precaution to provide a healthy and safe work environment for all employees.
· Promote a strong safety culture by encouraging employee involvement in health and safety matters.
· Establish and uphold a comprehensive incident investigation and reporting process.
· Recognize the duty to accommodate, to solidify the inclusive nature of the company.
· Ensure that designated trainers and managers are well-trained and capable of teaching others. Implement and enforce necessary safety training for all employees.
· Provide documentation, instructions, and safe equipment, vehicles and tools to employees.
· Ensure all employees are familiar with the safety hazards of their respective workplace.
· Work in conjunction with the safety representative and/or safety committee regarding health and safety matters.
· Manage and monitor the contents of the company safety program, ensuring legislative requirements are met.
· Enforce the components of the safety program and relevant regulations.
· Seek executive input to develop policies and procedures.
· Implement and conduct a thorough incident investigation and reporting process.
· Perform site inspections and hazard assessments to identify and lessen or eliminate workplace hazards.
· Conduct training sessions and workshops to ensure that safety standards are met.
Building Maintenance Professionals are responsible for the overall maintenance of the entire commercial space. The job involves a great deal of repetition and often requires employees to work alone and/or with minimal supervision.
By mastering the responsibilities of the position, employees may be selected to receive advanced training for other opportunities within the company.
Duties include, but are not limited to, the following:
- Set up and dismantling of equipment
- Use of chemicals
- Sweeping the entire retail floor space and back shop floor
- Auto scrubbing the entire retail floor space
- Wet mopping
- Use of a propane burnisher
- Cleaning bathrooms, toilets, partitions and sinks
- Changing garbage cans, recyclables & organics
- Cleaning small/large retail areas & office spaces, as well as specialty zones where food is handled
- Completion of the nightly checklist
- Extraction (entrance/exit matting)
- Auto scrub backroom floors
- Clean product out from underneath grocery and pharmacy aisles
- Sweep/dust mop, wash underneath shelving
- Sweep and damn mop floor under magazine racks/candy racks, moveable racks
- Remove splash marks from baseboards
- Remove gum and stickers from managers’ office and cash office floors
- Clean corner chrome bumpers, shelf bumpers, kick plates
- Submit inventory (chemicals and supplies)
- Request chemicals and supplies when stock runs low
At IFC, we believe that everyone has the right to a safe workplace.
We are committed to providing and maintaining an environment free of harm and mistreatment, by agreeing to:
· Implement a “zero tolerance” policy with regard to acts of violence, harassment, and bullying in the workplace;
· Encourage all employees to treat each other fairly and with respect;
· Investigate all claims of violence or harassment in a timely manner;
· Provide support to the victim until the situation has been thoroughly examined and a conclusion met;
· Enforce corrective action for the offender, up to and including immediate termination;
· Review this Policy annually for changes to legislation.
For the purposes of this Policy, types of workplace harassment include, but are not limited to, disrespectful language, unwelcome words pertaining to race, religion, or sexual orientation, acts intended to humiliate, offend, or demean, discriminatory or intimidating behaviour, use of physical force, intention to cause physical harm, or a threat to do so.
Executive, management, and employees are expected to work together to create a fair, unbiased workplace that promotes equality for all.
This policy applies to all employees.
Progressive Discipline Process
Any employee who violates company policy, exhibits undesirable behaviour, or fails to meet company expectations or standards will be subject to a progressive disciplinary process.
A tiered system allows employees to correct unwanted behaviour at an early stage.
Progressive discipline will typically cycle through the following steps:
Disciplinary measures will be recorded in the company’s CMS system and retained for the duration of the employment. For steps 2 through to 5, the employee will be provided with written notice that includes (1) Details of the issue, (2) Reference to the applicable company policy or procedure, (3) Corrective action to be taken, if any, (4) Consequences of future violations.
The executive team reserves the right to begin the disciplinary process at any stage based on a number of factors, including severity and frequency of the employee’s actions. The progressive stages are meant to act as a guideline only. Serious violations may be subject to immediate termination without notice or pay in lieu of notice.
We believe that communication is key. It is imperative to maintain open, honest, respectful communication between management and employees, and among employees at all levels. We believe it is valuable for all staff to feel comfortable to bring forth ideas, suggestions, and concerns
We are committed to treating all discussions with confidentiality and support. In turn, we expect employees to communicate issues clearly and in a timely manner.
Our company encourages all types of communication. This includes in-person discussions, email, text, telephone, and social media platforms. Special arrangements will be made for disabled employees or those requiring additional support.
We encourage employees to raise safety concerns and provide feedback without fear of repercussion. Comments will be addressed by management.
All communication must be ethical and honest. In the case of conflicting information or disagreements among employees, executive and management agree to work with all parties involved to resolve the situation fairly and without delay.
Employees are not permitted to deal directly with clients. Information should be relayed directly to an executive or managerial staff member.
Workplace issues, including equipment breakdowns, must be reported to a member of the executive or senior staff immediately.
Our goal is to provide a safe and healthy environment for employees, clients, and customers. To preserve this objective, all employees must adhere to the following:
Alcohol, Non-Prescription and Illegal Drugs
The consumption, sale, purchase, transfer, possession of, or impairment caused by, alcohol and non-prescription or illegal drugs is strictly forbidden. This policy applies to company vehicles, all worksites, and client property, and extends to any area or location visited by an employee during working hours. Therefore the consumption, sale, purchase, transfer, possession of, or impairment caused by, alcohol and non-prescription or illegal drugs during breaks and lunches will be treated as a breach of this policy.
Cannabis usage during working hours, within company vehicles, and on worksites and client property is prohibited. Where a medical requirement for prescribed cannabis exists, usage must be pre-approved by a member of the executive and accompanied by a doctor’s note.
Despite cannabis legalization, workplace safety is critical. It is imperative for any employee engaging in
recreational or therapeutic cannabis use to perform their job safely, including the need to understand how such substances (medical/therapeutic or non-medical) can impact personal safety and the safety of others.
Most prescription drugs are permitted during working hours. However, we require that any substance known to cause drowsiness, affect alertness, and/or impair an employee’s ability to operate machinery be disclosed to a member of the executive. It is not necessary for the employee to reveal or discuss any diagnosis, existing conditions, or health history.
If a supervisor, manager, trainer, fellow employee, client, client employee, or member of the general public has reasonable grounds to suspect that an IFC employee has breached this Policy or shows signs of impairment during working hours, the employee will be addressed directly by an executive or administration team member, or safety representative.
IFC will not be held liable for any consequences resulting from alcohol and drug usage in the workplace. If an employee is found to be in breach of this Policy, immediate action will be taken, up to and including termination without notice or pay in lieu of notice.
This policy applies to employees who have a company credit card. If you are given a company credit card, we will provide you with the rules.
This policy applies to employees who have a company vehicle. If you are given a company vehicle, we will provide you with the rules.
Inclusivity is the active state of being inclusive! Our company’s willingness and ability to accommodate has led to a very diverse work culture.
Our primary focus is building trust, offering stepping stones and providing encouragement for all individuals to work within their abilities and find success in a rewarding environment. Showcasing our champions (staff members) is extremely important to us.
Our secondary focus is collaboration with our strategic partners for a clean, healthy and accepting workplace.
For us, it’s a not a question. We are humans who interact with humans!
– Respect all humans
– Acknowledge all individuals and what each person shares
– Accept the ability and capacity of each individual
– Protect all humans from inappropriate interaction, harm and embarrassment
Our employees are an extension of our core operations. It’s important for us to be transparent; we will not commit to and/or make promises with our clients, partners and – most importantly – our staff, unless we know we can.
For us, it’s not about finding the “right fit.” We want to form flexible partnerships that allow us to create the perfect fit among employees, management, and clients. Sometimes the right fit requires input and adjustment.
In accordance with workplace legislation, we are more than happy to commit to the “Duty to Accommodate” standard. We will not discriminate against employees based on protected characteristics, such as disability or gender, and we are prepared to make every reasonable effort to provide and maintain employment.
Employees are encouraged to identify challenges at the time of hire and request special accommodations where necessary.
All orientations and introductory training take place in one of our designated training locations. Immediate supervisors and trainers are responsible for conducting orientations and introductory training programs as per the standards set by the company.
Some new hires may be scheduled for a brief orientation on a volunteer basis. ALL new hires are required to complete our mandatory training program. Candidates are responsible for travel cost and time.
Only some employees will be set up for an orientation. This is an opportunity for the supervisor or trainer to provide a basic overview of daily or nightly tasks and company objectives and expectations. For insurance purposes, candidates are not permitted to use any equipment. Orientation is scheduled during regular working hours, typically between 8pm-10pm.
The orientation presents an opportunity for potential staff to get a better understanding of the routine, processes, and work environment. Once orientation has been completed, the candidate and trainer will be contacted by management (usually the next day). If the candidate appears to be a right fit for the position and company, they will be scheduled for our mandatory training program.
We provide a mandatory paid training program of at least 3 shifts. All training will take place at a designated training location with a qualified trainer, where the candidate will receive an extensive overview of the equipment, chemicals, protocols, nightly duties, and safety precautions. The company will make every effort to select a training location as close to the candidate’s home as possible.
It is expected that new hires will be capable of working alone at the end of the training program. The employee will then be issued a Letter of Offer and complete a probation period. Additional training may be scheduled at the request of the employee, trainer, or management.
All employees must successfully complete a 3-month probationary period. A probationary period ensures that the employee is capable of properly performing the duties of the position and meeting company expectations.
In order to determine their suitability to ongoing, permanent employment, probationary employees will be assessed by way of a number of factors, including but not limited to: Promptness, adherence to company processes and policies, ability to perform the required tasks of the position and interpret instructions, willingness to learn, disposition, respectful and professional conduct, attention to detail, and regard for personal and public safety.
We believe in compensating our employees fairly, based on the responsibilities and requirements of the position.
Pay wages will be reviewed after the first 90 days, and annually thereafter. Management reserves the right to conduct additional pay reviews at any time.
Each location varies in size and scheduled hours.
Pre-determined time limits are set for each location, as per our client contracts. If a new employee requires extra time in order to adjust to the position and duties, it must be pre-approved by management. If time is exceeded without prior approval, it may be uncompensated.
All staff will receive a password protected pay stub/statement of earnings a few days prior to scheduled payment date.
Employees are paid hourly, on a bi-weekly pay cycle (14 days). Pay periods run from Sunday to Saturday. Pay is issued via direct deposit on the Friday following the 2-week pay period. Participation in the direct deposit program is mandatory. Employees are required to provide a valid e-mail address in order to be registered in the system and receive pay stubs.
All employees are required to use a telephone-based clock-in/clock-out system. ONLY Sobeys phones can be used to track time; you cannot log time on your cell phone unless you are provided with special access (managers, supervisors, etc.).
Failure to clock in/out for a shift may result in payroll delays. Modifying an employee’s time is not always simple. There are a number of steps to be followed, from confirming the times with a store manager to making adjustments on the back end of the payroll system. If the time cannot be corrected prior to a payroll deadline, the employee will be required to wait until the next payroll period to see the adjustment.
In order to apply for the group benefits program, an employee must hold a full-time, permanent position and retain at least 35 hours per week for a period of at least 6 months without any major time loss. Employees who fail to maintain the required number of hours will be removed from the plan.
Part-Time and Casual Employees: Working 35 hours per week temporarily or on occasion does not meet the requirements for group insurance benefits. You must receive a Letter of Offer for full-time, permanent work with our company before your application can be considered.
To show our ongoing appreciation, the company will pay up to 50% of the total monthly cost. The remaining amount will be deducted from the employee’s pay cheque.
Late applicants will be required to complete a medical questionnaire as part of the application process.
Premiums are subject to change annually (April). Coverage is subject to change at the company’s discretion. Employees will be immediately notified of any changes.
Employees will be provided with an information package that includes information about the types of coverage, limits, and any deductibles.
We want our employees to help us grow! To encourage staff to talk about us, recruit potential employees, and spread the word about our great dynamic, we offer the following incentives:
1 - Employee Referral Bonus
Refer a potential candidate to us. If the applicant is hired and stays with our company for 3 full months* (the probation period), you will receive a $50 bonus.
2 - Training Bonus
If you are selected to become a designated trainer for the company, train a new hire to the best of your ability, completing all items as shown on the Orientation Checklist. If the applicant is hired and stays with our company for 3 full months* (the probation period), you will receive a $100 bonus.
The new hire must complete the probation period in full and complete a minimum of one shift following completion of the probation period in order for the bonus to apply. For example, if an employee quits on the final day of probation, the bonus will not apply.
The company reserves the right to issue performance-based, monetary bonuses at random throughout the year.
Pregnancy, Parental, Leave of Absence, Sickness
Leaves of absence include pregnancy and parental, reservists, compassionate care, critically ill child care, crime-related death or disappearance, emergency, sick, bereavement, court, and citizenship ceremony. These are all unpaid leaves. During a leave of absence, an employee leaves the job intending to return.
If an employee is sick and unable to work, he or she is required to immediately report to a member of the administration team. Providing notice within 8 hours of a scheduled shift may result in the employee being required to fulfill the shift.
All employees earn vacation pay at a rate of 4%. Following the 8th year of employment, vacation pay increases to 6%.
Employees can request to have their vacation pay paid out at any time. Otherwise, vacation pay is added to each paycheck and automatically paid out at the end of each calendar year.
Wages are not earned during vacation time. Vacation pay earned is intended to cover the employee’s living expenses at the time of vacation.
There are different rules for Nova Scotia and New Brunswick residents when it comes to vacations. Please ask us for details.
Employees are encouraged to provide as much notice as possible for short-term absences (ie. 1 or 2 days/nights).
The more notice that is provided, the more likely a shift can be covered. The administration team will make every effort to cover a shift when proper notice has been provided.
In some cases, the employee may be required to fulfill the shift – especially when insufficient notice has been provided.
If one employee asks another employee to cover their shift, it must be reported to the administration team. Both employees are required to report any change in schedule.
Our company is considered a “continuous operation,” whereby clients are serviced 7 days per week. As per Labour Standards, there are additional options available to a continuous operation with regard to holiday pay.
Holiday pay is calculated in accordance with provincial regulations. Please refer to the Nova Scotia Labour Standards or the New Brunswick Employment Standards for specific details regarding holiday pay eligibility.
The paid holidays in Nova Scotia are: New Year’s Day, Nova Scotia Heritage Day, Good Friday, Canada Day, Labour Day, and Christmas Day.
The paid holidays in New Brunswick are: New Year's Day, Family Day, Good Friday, Canada Day, New Brunswick Day, Labour Day, Remembrance Day, Christmas Day.
It’s mandatory that all employees check the online schedule for changes to holiday hours.
Holiday schedules are posted on our website. Click Staff and then Holiday Schedules. You must create an account in order to access our private Staff pages. If you are not able to create an account or read the website, please let us know.
Employees will not be compensated if they show up to work at the wrong time, on the wrong date, or miss a shift because they failed to check the schedule. You are response for contacting us to find out what days and times you have to work.
As a general rule, if you are scheduled to work on a statutory holiday, you are required to work on the night of the holiday. In lieu of the holiday, you will NOT be scheduled to work the night before the statutory holiday.
If a holiday falls on your vacation, the time allotted for the holiday will not be used against your vacation time. If a holiday falls on a weekend, that holiday may be observed on an alternate day. Please contact a member of the administration team for clarification.
Work apparel is provided by the company. The employee is responsible for the upkeep of company work apparel, ensuring all company clothing is free of holes and rips. If a work shirt was not provided to you within the first three (3) months of employment, please note that provocative clothing (clothing revealing too much cleavage, the back, chest, stomach, or underwear) and/or offensive language, symbols, or signs are prohibited. We expect our staff to dress in a neat, clean, professional manner.
Sneakers are required at a minimum, for safety reasons. Due to the nature of our work and type of equipment used, high-heeled, open-toed shoes, and flip-flops are forbidden. Footwear must cover the entire foot and be fastened in a manner that prevents the shoe from coming loose while walking and operating equipment (ie. laces, Velcro, etc.). Steel-toed shoes/boots are optional.
Appearance and proper hygiene are important. Be mindful that customers, clients, and other employees may have allergies or sensitivities to colognes, perfumes, body odour and the smell of smoke. If you are working in a scent-free location, please respect any signs posted.
If you are found to be working in an unprofessional manner or demonstrating unacceptable hygiene, you may not be allowed to start or continue your shift. You will be sent home to rectify the situation and pay will be issued ONLY for hours already worked during the shift (if any). In some cases – based on the situation or distance to the employee’s home - a replacement may be brought in to complete the shift.
Repeat failure to comply with our dress code policy may result in disciplinary action, up to and including termination.
Inventory must be submitted on the 1st of each month.
The employee scheduled to work on the 1st of the month is responsible for submitting the inventory. If the 1st falls on a holiday, the employee scheduled to work on the 2nd will submit the inventory.
There are three ways to submit inventory and order supplies.
There is an online form on our website to submit inventory. If you are not able to use the online form, you can call the after-hours number at 1-888-538-9990 and let us know what products, chemicals, and supplies you need. You can also call this number when your propane is getting low.
This section is for employees who use company devices, such as a work cell phone. If you are given a company device, we will provide you with the rules.
Extensive communication options are just one of the many benefits of working with our company. However, while regular communication is strongly encouraged and supported, personal devices should be used for business purposes only during working hours.
Personal devices may only be used during working hours for business purposes (ie. to advise of equipment breakdowns, provide inventory, request orders, etc.), and during scheduled breaks. Employees are otherwise prohibited from using communication and media devices for personal usage during working hours, including but not limited to cellular phones/smartphones, tablets, and laptops.
To limit access to confidential information and maintain the integrity of the company, personal laptops may not be used for business purposes unless pre-approved by a member of the executive or administration team.
Examples of social media include Twitter, Facebook, LinkedIn, YouTube, Instagram and Google+.
While we certainly welcome positive advertising, employees are prohibited from sharing confidential company and client information via social media, including but not limited to trade secrets, product information, personal details about other employees or clients, or matters pertaining to compensation, corrective action, incidents, or internal conflicts. Disclosing confidential company information on social media may lead to disciplinary action, up to and including termination.
Employees are asked to disclose their identity when posting about the company. Insulting and derogatory comments are not acceptable, and harassing or offensive language is prohibited. It is appreciated that employees clarify that any opinions expressed are their own, and not a representation of the company.
No purchases are to be made in-store without an open checkout and attendant.
All purchased items must have a receipt attached, including items kept in equipment or staff areas. Always keep your receipt for the entire duration of your shift. This includes purchases made outside of the work location.
Sampling, eating, or using unpaid products is considered theft and may result in the employee being banned from one or more workplace locations, or immediate termination without notice or pay in lieu of notice. Failure to comply may result in a verbal/written warning, up to and including termination.
This requirement applies to all retail establishments.
While we believe that positive working relationships are very important, workplace romances are prohibited between IFC employees and client employees. Personal relationships at this level can cause complications, infer favouritism, and present a conflict of interest. Pre-existing relationships are exempt from this rule, however, couples must adhere to the guidelines stated below.
Workplace romances between IFC employees are permitted, only if the relationship does not affect work attendance or performance. Particularly in the case of spouses/partners working together, couples are expected to treat each other as fellow coworkers during working hours. Public displays of affection, arguments, and personal discussions are forbidden.
We expect a high level of professionalism from all employees. Failure to do so may result in disciplinary action, up to and including termination.
We maintain an extensive, company-wide safety program to help ensure a quality workplace free of hazards and barriers. The program includes ongoing workplace inspections, hazard assessments, incident reporting, emergency procedures, equipment and vehicle maintenance, training requirements, safety statistics, disciplinary measures, and a number of processes and policies.
Director of Safety
The Director of Safety is responsible for overseeing all health and safety requirements and concerns, establishing and maintaining the safety program components, providing training where applicable, and enforcing policies and procedures.
Safety Representative or Joint Occupational Health & Safety Committee (JOHSC)
The company agrees to provide a safety representative and/or Joint Occupational Health & Safety Committee (JOHSC), as per provincial regulations. The JOHSC is a volunteer-based committee that the company holds in high regard due to the nature of its business. Volunteers within the company make up the JOHSC, as per the Terms of Reference.
It is mandatory for employees to ensure all wet floor signs are placed throughout the store while wet work is being conducted.
As required by law, employees must NOT bring the propane tank into the store until the time of burnishing. It must be returned to its designated area and locked at the end of each shift, no exceptions.
Incidents must be reported to the company safety representative or a member of the executive team immediately. Incident reports must be completed within 24 hours of occurrence. Employees are required to complete an incident report, which will then be reviewed and investigated by the Safety Department, before being turned over to the JOHSC for further discussion. If you are not able to complete the report on your own, we will help you.
Employee confidentiality will be protected when incident details are shared with the JOHSC. The safety department, in conjunction with the executive, will enforce corrective action when necessary, and research/discuss resolutions and future preventative measures.
For more information about the safety program, including access to online forms, please refer to the “Staff” section of the company website or ask us for details.
Employees are prohibited from sharing confidential company and client information, including but not limited to trade secrets, product information, personal details about other employees or clients, or matters pertaining to compensation, corrective action, incidents, or internal conflicts. Matters pertaining to any aspect of the company’s operations should be discussed directly with executive or administration staff only.
Employees will be exposed to various trade secrets as part of the training and employment process. As a result, employees are prohibited from sharing any information acquired during the course of employment.
Logo and Online/Print Media
Employees are prohibited from prohibited use of company property and/or disclosure of confidential information may lead to disciplinary action, up to and including termination.