Global Philosophy Statement:
The Oakville Chamber of Commerce is committed to providing a work environment that is free from any unlawful harassment or discrimination.
Chamber policy prohibits harassment or discrimination on the basis of race, religion, color, sex, age, marital status, sexual orientation, veteran or military status, physical or mental disability, national origin, ancestry, physical or mental disability, medical condition (including pregnancy and pregnancy-related conditions), gender, gender identification, gender expression or, any other basis protected by law.
The Oakville Chamber of Commerce also recognizes ‘sexual’ harassment under the same policy. Sexual harassment means unwelcomed sexual advances, requests for sexual favors, and other verbal, written or physical conduct of a sexual nature when submission to or rejection of such advances, requests or conduct is made either explicitly or implicitly. Prohibited conduct includes: unwelcome sexual advances, leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments, sexual jokes, written or oral references to sexual conduct, gossiping regarding one’s sex life, display of sexually suggestive objects, pictures or electronic images, sexual discussion, and unwanted touching or flirtation.
Forms of Harassment and Discrimination
Harassment and discrimination are considered to be unwelcome verbal, physical, written, visual, personally offensive, or any other form of harassment or discrimination that acts to prevent the harassed or discriminated employee/worker from performing his or her duties, is unwanted or unsolicited by the employee/worker, serves to threaten or intimidate the employee/worker, impairs morale, and/or produces a hostile, intimidating or offensive work environment.
Unlawful harassment or discrimination of employees/workers by other employees/workers will not be tolerated.
An employee or worker who feels that he/she has been the subject of unlawful harassment or discrimination is advised to take the following action:
1. Make it clear to the offending person that the behavior is unwanted and/or offensive. If this would present a physical danger or undue suffering for the employee/worker, then notification of the Chamber President, Executive Vice President or Officers of the Board of Directors is required immediately. The Chamber President, Executive Vice President and Officers of the Board of Directors are all available to receive a complaint of harassment or discrimination.
2. Immediately bring the matter to the attention of the appropriate Chamber President, the Executive Vice President or the Officers of the Board of Directors. Employees/workers are not required to report harassment/discrimination to their immediate supervisors.
Complaints of unlawful harassment or discrimination will be promptly, thoroughly and impartially investigated. Reasonable efforts will be made to maintain confidentiality and the dignity of all parties involved. After the initial conversation with the Chamber President, the Executive Vice President or the Officers of the Board of Directors, the employee/worker may be asked to document their complaint.
All parties have the responsibility of maintaining the dignity and confidentiality of anyone concerned before, during, and after any formal investigation.
Oakville Chamber of Commerce Response
If the Oakville Chamber of Commerce determines that unlawful discrimination or harassment has occurred, appropriate action will be taken commensurate with the severity of the offense. Appropriate action will also be taken to deter any future discrimination or harassment. The Chamber President oversees enforcement of the equal employment opportunity and unlawful discrimination and harassment policies and can answer any questions or concerns regarding these policies.
In the event that the Oakville Chamber of Commerce reasonably believes that inappropriate sexual behavior and/or discrimination has occurred, appropriate disciplinary actions will be taken. Such disciplinary action may include immediate termination of employment for cause.
Policy on Providing Goods and Services to People with Disabilities
1. Our mission
Is to foster a healthy, engaged and sustainable business environment and economy in Oakville.
2. Our commitment In fulfilling our mission
The Oakville Chamber of Commerce strives at all times to provide our services in a way that respects the dignity and independence of people with disabilities. We are also committed to giving people with disabilities the same opportunity to access our services and allowing them to benefit from the same services, in the same place and in a similar way as other members.
3. Providing goods and service to people with disabilities
The Oakville Chamber of Commerce is committed to excellence in serving all members including people with disabilities and we will carry out our functions and responsibilities in the following areas:
We will communicate with people with disabilities in ways that take into account their disability. We will train staff who communicate with members on how to interact and communicate with people with various types of disabilities.
3.2 Telephone services
We are committed to providing fully accessible telephone service to our members. We will train staff to communicate with members over the telephone in clear and plain language and to speak clearly and slowly. We will offer to communicate with members by email, fax or regular mail if telephone communication is not suitable to their communication needs or is not available.
We are committed to providing accessible invoices to all of our members. We will answer any questions members may have about the content of the invoice in person, by telephone or email.
4. Use of service animals and support persons
We are committed to welcoming people with disabilities who are accompanied by a service animal on the parts of our premises that are open to the public and other third parties. We will also ensure that all staff, volunteers and others dealing with the public are properly trained in how to interact with people with disabilities who are accompanied by a service animal. We are committed to welcoming people with disabilities who are accompanied by a support person. Any person with a disability who is accompanied by a support person will be allowed to enter the Oakville Chamber of Commerce’s premises with his or her support person. At no time will a person with a disability who is accompanied by a support person be prevented from having access to his or her support person while on our premises.
Oakville Chamber of Commerce Corporate Social Responsibility Policy
The Chamber’s Corporate Social Responsibility policy’s guiding principle is to encourage a positive impact on our employees, members and our community through our activities in the following five key areas:
- Employee Health and Safety
- Community Engagement
- Environmental Stewardship
- Local Sourcing
As an organization, the Oakville Chamber of Commerce strives to conduct our business in a socially responsible manner. The Oakville Chamber of Commerce understands that our success is only possible through the active engagement of our members. We will leverage our resources, expertise, products and services, affinity benefits and relationships for the benefit of our members and the Oakville community through advocacy, networking and educational opportunities. We are accountable through the following examples: Advocacy initiatives related to municipal, regional, provincial and federal issues and working in partnership on issues with the Canadian and Ontario Chambers of Commerce Providing networking, informational and educational opportunities at Chamber events including Business After Hours, Good Morning Oakville, Small Business Week, Golf Tournament, Chair’s Dinner, Oakville Awards for Business Excellence, seminars and roundtables with elected officials and guest speakers
2. Employee Engagement, Health and Safety
We strive to be an employer of choice for talented, dedicated people. Our employees are the Chamber’s most valuable asset. We thrive on the diverse talents of our employees, and we treat those talents with dignity and respect. Yet we know that having diversity in our workforce is not enough. We must create an inclusive environment where all people can contribute their best work. Our goal is to ensure our employees work in a safe environment free from violence or harassment. We are accountable through the following examples:
- Flexible work environment
- Year-end performance awards
- Yearly staff performance reviews
- Encourage and cover the cost of staff development
- Staff input is actively solicited as part of our major decision making process
- Health and Safety Officer on staff
This policy deals only with personal information handled by the Oakville Chamber of Commerce. Personal information is information about an identifiable individual, excluding business contact information. The following explains how the Oakville Chamber of Commerce handles personal information. The Oakville Chamber of Commerce reserves the right to change this policy and it may be updated periodically. These changes may affect our use of your personal information. Accordingly, please check for changes regularly.
Purpose of Personal Information
The purpose for which the Chamber collects personal information will be identified at or before the time the information is collected. The Chamber may collect personal information for the purposes of: administering membership and providing member services; registering for Chamber events, for example the Annual General Meeting; purchasing various Chamber products or services; processing and administering the above or other purposes as necessary. The Chamber will not use personal information for any other purpose than identified at or before the time of collection.
Conflict of Interest Policy for Directors and Committee Members of the Oakville Chamber of Commerce
1.0 Application 1.1 This policy applies to the volunteer board of directors (the “Board”) and committee members of the Oakville Chamber of Commerce (the “Chamber”).
2.0 Definition of Conflict 2.1 A “conflict of interest” is any situation where: (a) Your personal interests (financial, political or otherwise), or (b) Those of a close friend, family member, business associate, corporation or partnership in which you hold a significant interest or a person to whom you owe an obligation, could influence your decisions and impair your ability to: (i) Act in the Chamber’s best interests and the best interests of its members, or (ii) Represent the Chamber fairly, impartially and without bias.
2.2 It is important to note that a “conflict of interest” exists if a decision could be, or could appear to be influenced – it is not necessary that influence actually takes place. This is typically known as the “appearance of a conflict of interest”.
2.3 The “appearance of a conflict of interest“, must be included in the definition of “conflict of interest”, and occurs when a reasonably well informed person properly could have a reasonable perception that you are making decisions on behalf of the Chamber that promote your personal interests or those of a person described in paragraph 2.1(b) rather than those of the Chamber and its members.
3.0 General Duties
3.1 Unless authorized to do so by the Board, or by a person the Board designates, you may not: (a) act on behalf of the Chamber, or deal with the Chamber, in any matter where you are in a conflict of interest or appear to be in a conflict of interest, nor (b) use your position, office or affiliation with the Chamber to pursue or advance your personal interests (financial, political or otherwise) or those of a person described in paragraph 2.1(b).
3.2 You must immediately disclose a conflict of interest to the Board either in writing or as minuted at a Board or committee meeting. It is important to make the disclosure when the conflict first becomes known. If you do not become aware of the conflict until after a matter is concluded, you must still make the disclosure immediately upon becoming aware.
3.3 If you are in doubt about whether you are or may be in a conflict of interest, you must request the advice of the Board or a person the Board designates.
3.4 You must immediately take steps to resolve the conflict of interest or remove the suspicion that it exists, by conducting yourself as follows: (a) Promptly declare the conflict of interest to the Board or committee and ask that such declaration be recorded in the minutes; (b) After declaring the conflict, you may provide information that is relevant to the matter giving rise to the conflict, but only prior to any discussion of the matter. You must then excuse yourself from the portion of the meeting where the matter giving rise to the conflict of interest is being discussed; (c) Notwithstanding paragraph 3.4(b) above, and with respect only to a meeting of the Board, the Board may, in its discretion acting unanimously, permit you to participate in the discussion giving rise to the conflict. However, if that discretion is exercised by the Board, you must then excuse yourself for a period of discussion amongst the Board without you present; (c) You must, in any event, refrain from voting on the matter giving rise to the conflict of interest at any meeting of the Board or committee meeting.
4.0 Avoiding a Conflict of Interest
4.1 You must not use your position as a Director or committee member to: (a) personally benefit from any business activity involving the Chamber, except where authorized by the Board following disclosure of the benefit; (b) confer a benefit on a person described in paragraph 2.1(b), except where authorized by the Board following disclosure of the benefit; or (b) receive an indirect benefit from any business activity involving the Chamber, except where authorized by the Board following disclosure of the benefit.