THE CODE OF BUSINESS CONDUCT
The Code of Business Conduct (The Code) describes expected business conduct, grounded in our belief that trust and integrity are the foundation of our business.
Economical is committed to the highest level of legal and ethical standards in business conduct. Economical must be known as a company that deals equitably with brokers, policyholders, employees, and members of the public. The Code and the resources referenced in this document will provide guidance on expectations of acceptable business conduct at Economical.
How often must the Code of Business Conduct be reviewed?
Each year, employees must acknowledge that they understand The Code, acknowledge that they have nothing to disclose, or make the required disclosures. The Code is always available for their reference, and serves as a resource to help employees guide their actions, behaviours, and decisions.
APPLICATION AND SCOPE
The Code applies to all Economical employees, including regular full-time, part-time, contract, and casual employees, individual external contractors, summer and co-op students, and the officers and directors of Economical (including Economical Mutual Insurance Company and its wholly owned subsidiaries1). The Code’s standards of integrity and other agreed-upon provisions also apply to contractors, subcontractors, and suppliers in relation to their business dealings with or on behalf of Economical.
1 Other than TEIG Holding Company (Barbados) Ltd. and McConville Omni Insurance Brokers Ltd.
DISCLOSURE OF CONFLICTS
Employees must review The Code annually and confirm their compliance. They are also required to disclose, at that time and throughout the year, any known or potential conflicts of interest that arise. If a conflict is disclosed, their leader will provide them with next steps.
Breach of The Code
Bona fide breaches of The Code will be dealt with promptly after an investigation has been undertaken. In the event that, after an investigation, it is determined that a breach of The Code has occurred, a decision will be made as to the appropriate corrective and/or disciplinary action that will be taken, up to and including termination of employment, and/or civil or criminal prosecution. In the case of contractors, subcontractors, and suppliers doing business with or on behalf of Economical, breaches may be addressed through caution letters, cessation of business relationships, and/or other appropriate means as circumstances may warrant.
ETHICS REPORTING PROGRAM
The purpose of Economical’s ethics reporting program is to establish procedures for the confidential submission and treatment of complaints, reports, or information regarding whistleblower incidents.
What is a whistleblower incident?
A whistleblower incident is a good-faith concern related to potential wrongdoing; questionable accounting, internal controls, disclosure controls, or auditing matters; contraventions of the integrity provisions of The Code; a failure to report a significant contravention of a substantive restriction in a corporate policy in accordance with the reporting provisions of that policy; workplace health and safety; environmental issues; or significant human resources matters occurring at Economical. For guidance on acceptable conduct, employees should refer to our other policies and procedures or contact Human Resources.
- Embezzlement of company assets by an individual or group of individuals
- Accepting kickbacks or conferring benefits
- Violation of laws or regulations by individuals
- Deliberately conducting business in direct violation of legal or regulatory requirements by which Economical is bound
- Workplace health and safety violations
- Endangerment of public health or safety
- Harassment or discrimination
- Falsification of records, contracts, or reports
- Inappropriate retrieval, storage, or use of customer or third-party information collected by Economical
- Unethical behaviour or practices
- Breach of fiduciary duty
Whistleblower incidents relate to matters such as wrongdoing, questionable accounting, internal controls, disclosure controls, auditing matters, and contraventions of the integrity provisions of The Code.
Questionable accounting, internal controls, disclosure controls, or auditing matters include:
- Unethical or improper recording of financial transactions contrary to the generally accepted accounting principles applicable to Economical
- Unethical, incomplete, or improper disclosure of financial information
- Misrepresentation of non-financial information to support financial statements
- Fraud or deliberate error in the preparation, evaluation, review, or audit of any financial statement, record, or report of Economical
- Intentional circumvention of Economical’s internal controls over financial reporting or its disclosure controls
"Good-faith" means the reporter’s intentions are honest and there is a reasonable basis for making the report. It does not matter if the specific circumstances reported actually amount to misconduct. Making knowingly false or dishonest reports is a violation of The Code and could be subject to disciplinary action, up to and including termination.
Whistleblower incident reporting
To enable reporting of whistleblower incidents, Economical has partnered with ClearView Strategic Partners Inc., a communications consulting firm that specializes in hosting confidential reporting systems. They have a proven track record of integrity, discretion, and respect.
ClearView’s web-based system and hotline (1-877-432-3584) provide step-by-step instructions for reporting an incident in confidence and anonymously. ClearView is available 24 hours a day, seven days a week, and they can be relied upon to treat reports respectfully and confidentially. When individuals use the ClearView web-based system or speak with a hotline agent, they will be given a secure login and password to follow the status of their report.
Generally, employees should report concerns or complaints through existing channels, starting with their leader.
The ethics reporting program should only be used when no alternative reporting channel exists, if the existing reporting channels are not appropriate, or if they feel uncomfortable using them. If reporting something they have heard, but have not personally witnessed, they must indicate this in their report.
Reports regarding wrongdoing by anyone, or a breach of The Code by a member of senior management or the Board of Directors, will automatically be sent to the Chair of the Board of Directors. Reports regarding questionable accounting, controls, or auditing matters will automatically be sent to the Chair of the Audit Committee of the Board of Directors. Reports regarding any other unacceptable conduct or breach of corporate policies will automatically be sent to the Senior Vice-President and Chief Human Resources Officer.
When an investigation is conducted, Economical will use reasonable best efforts to protect the confidentiality of all complaints and the anonymity of all complainants who choose the option of remaining anonymous, subject to the need to conduct a thorough investigation.
The ethics reporting program is intended to encourage and enable employees, contractors, directors, and officers to raise serious concerns within Economical, rather than seeking resolution outside Economical. Accordingly, it is Economical policy to not permit retaliation or harassment of any kind against individuals for complaints submitted in good faith under the ethics reporting program. Whistleblowers will not be discharged, demoted, suspended, threatened, harassed, or otherwise adversely treated strictly as a result of reporting a whistleblower incident in good faith to a leader, the Human Resources department, the Legal department, ClearView, or a law enforcement agency or regulator. The same is true of anyone participating in the investigation of a report.
Economical is committed to the highest level of legal and ethical standards in business conduct, and must be known as a company that deals ethically with employees, brokers, policyholders, and members of the public.
Behaving ethically means employees consistently match words and actions — they do what they say they will do and lead by example. They exercise discretion in the use of information and respect confidentiality. Economical and its employees always endeavour to deal fairly and equitably with policyholders, claimants, and with people making claims on policyholders.
Economical does not tolerate fraud, corruption, bribery, conflict of interest, discrimination or other unethical behaviour. Employees can help to ensure that Economical continues to operate ethically by reporting any suspected incidents, whether committed by a co-worker or a third party, to their leader or Human Resources, or through our ethics reporting program.
Fraud is defined as any dishonest act or omission intended to deprive or mislead others for personal or corporate gain. Fraud includes criminal deception, the use of false representations to gain unjust advantage, and dishonest schemes or tricks. Examples of fraud include misappropriating customers’ funds, submitting dishonest claims, misrepresenting customer details on an application, and identity theft.
Our stakeholders expect Economical and its employees to conduct ourselves honestly and fairly. This means not participating in any type of dishonest or fraudulent behaviour.
Rejecting corruption and bribery
No funds or assets of Economical should be paid, loaned, or otherwise disbursed as bribes, kickbacks, or other payments designed to influence or compromise the conduct of the recipient. Employees should not accept any funds or other assets for assisting in doing business with Economical.
Canada has anti-corruption legislation that prohibits companies from giving or offering anything of value to a government representative to influence a decision or assist that company in doing business. Other than for legally prescribed fees and similar payments, employees should obtain approval from their leader before they give any business-related payment or gift to a government representative.
A reputation for integrity is something Economical has built over time and has earned us the confidence of our customers. In our commitment to integrity, we act responsibly, ethically, and professionally.
Avoiding conflict of interest
It is not acceptable for employees to use their position at Economical to gain — either directly or indirectly — a personal benefit for themselves or anyone else. They cannot use, for their benefit, confidential information gained through corporate business.
The following situations are examples of conflicts of interest:
- Using corporate programs but not for their intended purpose, such as submitting a personal wellness account claim for someone not covered by the benefits plan
- Using company email to conduct personal business such as selling goods on eBay
- Giving materials developed at Economical to a third party
- Being employed by another business or organization where the work with that other business or organization conflicts with the interests of Economical. Employment in other circumstances may potentially be permitted, subject to it being disclosed for evaluation as a possible conflict of interest.
It is important to avoid situations in which Economical employees’ personal interests conflict, may conflict, or might appear to conflict, with their duties at Economical or where it may interfere with the ability of other employees to perform their duties. These situations may include:
- Actions that impede the ability to fulfill the responsibilities of their role and meet their employment obligations
- Directing colleagues to undertake actions that could be contrary to the interests of Economical
- Any business, financial, or other relationship with suppliers, customers, competitors, or Economical itself that may be in conflict with or appear to be in conflict with the interests of Economical
- Situations where there appears to be a conflict of interest. Even if there’s no actual conflict, the appearance of such a conflict is damaging because it can undermine trust among employees and cost Economical the respect of its customers.
- Hiring a relative or household member of a current employee for a position where there would be a direct or indirect reporting relationship with that current employee, or for a position that would otherwise create an actual or perceived conflict of interest
- Conducting or handling transactions (including viewing, issuing, amending, or terminating insurance policies; effecting or processing payments and other financial transactions; handling claims; and other such matters) in relation to an employee’s insurance policies, or the policies of their family members or businesses in which the employee or their family members are involved. Exceptions to this would be situations where they are conducting or handling transactions in relation to their own insurance policies through Economical’s direct-to-consumer platforms in the same manner as external customers
Leaders must ensure that any actions or decisions made under their supervision do not cause a conflict of interest. If employees approve expenses, handle claims, handle assets, or have access to confidential information, they must ensure that their decisions and actions do not result in a conflict of interest.
Reporting gifts and favours
It is not acceptable for employees of Economical to accept gifts, valuable services, opportunities, favours, or privileges, for personal gain or pleasure, from anyone doing or discussing business with Economical. The same rule applies to immediate members of employees’ families.
This prohibition does not include normal business practices, such as business meals or entertainment, receptions, mementos, prizes, or occasional unanticipated gifts valued at $30 or less. However, Economical employees are required to disclose their participation in such events, or any offer of a gift, to their immediate leader at the time it occurs. Employees cannot accept anything that could be interpreted as a bribe to sway business or be considered a payoff or secret reward.
Using company assets and funds
Economical assets include cash, other financial assets, Economical’s name and all of Economical’s individual company names, information and data held or sent on company computers, supplies, equipment, telephones, computer resources, company cars, and company credit cards.
All employees must comply with Economical’s policies and safeguard all Economical assets from loss, theft, carelessness, misuse, or waste.
Economical assets are to be used only for business of Economical. They are not to be used for personal purposes, or in support of non-Economical business or activity.
COMPLYING WITH LAWS, REGULATIONS, AND POLICIES
Each member company of Economical, and all individuals acting on the company’s behalf, must obey the laws and regulations governing our businesses, as well as the policies and guidelines established by Economical, such as the information security policies and the Code of Business Conduct.
The insurance industry is subject to complex and changing laws and regulations. Such laws may vary among the provinces in which Economical does business. In order to avoid an inadvertent or unintentional breach, employees should seek clarity with their leader about the application or meaning of any legal requirement.
Complying with antitrust and competition laws
Economical employees must avoid all actions that could reasonably be construed as being anti-competitive, monopolistic, or otherwise contrary to laws governing competitive practices in the marketplace. The federal government has enacted antitrust and competition laws designed to ensure that markets for goods and services operate competitively and efficiently. The goal of these laws is to ensure that customers enjoy the benefit of open competition among suppliers, and that sellers similarly benefit from competition among purchasers. Violation of these laws can lead to substantial civil and criminal liability for employees and for Economical.
Most competition law regimes generally prohibit agreements and communication among competitors on any aspect of competitive parameters (e.g., price, product, or service). For instance, when business competitors (actual or potential) agree (even if only tacitly) on the prices that they will charge customers or prevent or impede other businesses from competing in a market, they may be committing an offence under competition laws.
Some examples of anti-competitive actions include, but are not limited to:
- Communicating with or sending messages to competitors through any means about future pricing or other competitive activities
- Exchanging information with competitors that may lead to price fixing
It is Economical policy to fully comply with all applicable competition and antitrust laws governing competitive practices in the marketplace.
Complying with anti-money laundering and anti-terrorist financing laws
Money laundering is the act of turning “dirty money” into “clean money” through a series of financial transactions so that the criminal origin of the funds becomes difficult to trace. Terrorist financing focuses on the destination and use of funds that may come from legitimate or criminal sources. All employees must actively protect Economical’s products and services from being used for money laundering or for financing terrorist or other criminal activity.
Some examples of money laundering indicators include, but are not limited to:
- Suspicious premium payments
- Irregular patterns or anomalies in financial transactions
Detecting money laundering and terrorist financing activity requires properly identifying and authenticating customers. Employees should report suspicious activity to their leader. If they fail to do so, Economical may be exposed to the risk of legal sanction, financial penalties, and reputational damage.
Complying with information disclosure and insider trading obligations
Economical is or will be required under securities laws to provide the public with timely and periodic disclosure regarding Economical’s business and financial condition (such as quarterly and annual reports, and materials for the annual general meeting). Economical provides additional disclosures to the public through quarterly press releases, and may provide additional disclosures through analyst conference calls, and other press releases and filings. Employees who participate in the preparation or dissemination of these disclosures, or provide information used in the preparation of these disclosures, have a legal and ethical duty to ensure that the disclosure is full, fair, accurate, timely, and understandable. In addition, all employees are subject to the Disclosure Policy.
Economical maintains disclosure controls designed to meet these disclosure obligations. If employees become aware that a public disclosure is not accurate, complete, or timely, or become aware of a development that they believe may require disclosure, they should report the matter immediately.
In the course of an employee’s day-to-day work, they may have access to material information about Economical (and occasionally other companies) that has not been generally disclosed to the public. Information is “material” if a reasonable person would consider it important in making an investment decision. Except in the necessary course of business, an employee may never use or disclose to anyone (including, without limitation, co-workers, spouses, relatives, and friends) material non-public information about Economical or any other company for any purpose — including buying or selling of securities, or recommending or encouraging purchases or sales of securities.
Insider trading occurs when an individual with knowledge of material non-public information about a publicly traded company uses that information to purchase or sell securities of that company. Insider trading is illegal, and violations of the laws that prohibit insider trading carry significant penalties both for Economical and the individual offenders, including potential imprisonment for individuals convicted of insider trading offences.
Each member company of Economical and all people acting on the company’s behalf, must obey the laws and regulations governing our businesses, as well as the policies and guidelines established by Economical.
CONDUCTING OURSELVES WITH REGULATORS, AUDITORS, AND OTHERS
Economical’s reputation is built on its daily interaction with stakeholders and the public. Employees can help build Economical’s value by meeting the highest standards of professional conduct. Specifically, by co-operating with lawful investigations and inquiries by or on behalf of Economical, regulators, law enforcement agencies, external and internal auditors, and other investigators. The expectation is for employees to provide accurate and factual information to them, and not mislead or attempt to improperly influence them, and not tamper with any document to obscure the true nature of a transaction in Economical’s records or impede or influence an audit, regulatory review, or investigation. Such action may lead to appropriate corrective and/or disciplinary action that will be taken, up to and including termination of employment, and/or civil or criminal prosecution.
UPHOLDING HUMAN RIGHTS
Economical is committed to achieving a fair and equitable work environment. Economical will base employment decisions on each individual’s qualifications, regardless of race, colour, place of origin, ethnic origin, religion, sex, gender identity or expression, sexual orientation, disability, age, family or marital status, genetic characteristics, conviction of offence that has been pardoned, or any other factor unrelated to job performance.
Avoiding harassment and discrimination
Human rights legislation guarantees that every person has the right to be treated equally on the job or while applying for a job. This means everyone should be evaluated on their own merits and treated with respect. A primary concern of Economical is to ensure the dignity, respect, and personal safety of all employees. It is the responsibility of Economical to provide a workplace that is free of harassment, including for reasons based on race, colour, place of origin, ethnic origin, religion, gender identity or expression, sexual orientation, sex, age, conviction of offence that has been pardoned, marital status, family status, genetic characteristics, or disability.
Employees are responsible for conducting themselves in a manner that does not at any time constitute harassment in any form. Employees are also responsible for reporting behaviour that may constitute harassment and supporting any appropriate remediation.
MAINTAINING INFORMATION SECURITY
At Economical, information needs to be protected throughout its lifecycle to maintain confidentiality and integrity. Information security refers to the protection of information from unauthorized access, use, disclosure, disruption, modification, or destruction. Information is used daily and can be spoken, printed, faxed, stored, or transmitted electronically.
All information needs to be protected; however, the level of protection depends on the value, sensitivity, and risk associated with the information.
Threats to information security can affect all forms of information, and can come from inside an organization or externally. For this reason, employees are expected to have an awareness of information classification (such as public or business confidential), and the handling and protection requirements for that information. Employees are also responsible for participating in required training relating to cyber security risks and other aspects of IT security, and in the course of their day-to-day work, adopting the required practices and procedures that are explained in their training.
The Information Management Policy applies to all Economical employees with access to Economical information and to all information in all forms, including:
- Paper-based documents
- Electronic documents, electronic data record storage, data within applications, data in transit, audio/video recordings, electronic backups, and internal/external storage
- Electronic communication, including email, text messages, and social media postings
Information is classified by two criteria:
- By sensitivity to Economical as restricted, business confidential, or public
- By retention requirement as a permanent record, a business record or transitory information
The need for protection increases with the sensitivity of information. Highly sensitive information is not only confidential, but access to this information needs to be restricted to those individuals and groups that need to know. Information of this nature should not be distributed internally or externally without permission of the information owner. Electronic copies should only be stored on company devices. They should not be stored on personal devices (e.g., home computers, tablets, mobile devices) or publicly shared computers (e.g., hotel business centres, Internet kiosks), nor should any information be stored on non-approved cloud services (e.g., Dropbox, Google Drive, iCloud).
Economical and its employees have the responsibility to protect information by never downloading or using unapproved software and services; only using encrypted removable media; and protecting mobile devices, including laptops, tablets, and phones, from being lost or stolen.
The intellectual property of Economical includes copyrights, inventions, computer software programs, processes, websites, applications, trade secrets, and trademarks. Any intellectual property arising from, or created during, the performance of duties as an Economical employee (during or outside of regular business hours, at or away from an employee’s usual location) belongs exclusively to Economical, and will remain with Economical after an employee leaves the employ of the organization.
Economical’s intellectual property is an asset of Economical, and may only be used as permitted by The Code and Economical’s policies and guidelines. It may not be used by others without permission. Similarly, we respect the intellectual property of others and abide by intellectual property laws, including copyright laws relating to software. Employees may not use the intellectual property of others without their permission.
Safeguarding records and reporting
It is important to create, maintain, and modify business records in accordance with Economical’s policies. Employees are responsible for the integrity of all financial records that they help create or maintain. To preserve our reputation as an organization characterized by honest and forthright dealings, employees are never to include any false or misleading information in any business records.
Examples of financial records include auditor information, expense accounts, overtime sheets, business marketing plans or documents, claims reports, insurance premiums or policies, and all other business and financial documents that employees help to create or maintain.
All assets, debts, and business of Economical must be accurately and promptly recorded. Employees cannot hold funds and must report all expenses properly. Complete, accurate, and timely communication with the board of directors, officers, and internal and external auditors, and all matters relevant to them, are essential.
Confidential documents must be disposed of using the secure shredding bins (not in regular trash or recycling boxes). Personal and private information must be handled appropriately. Employees must not provide information to anyone unless they know they are contracted business partners and it is appropriate for them to have the information.
Maintaining confidential information
During the course of their duties with Economical, employees will learn confidential information about Economical, other employees, suppliers, brokers, and/or policyholders. Confidential information might include, but is not limited to, trade secrets, strategic information, product literature, new product development information, customer lists, financial documents, operational procedures, business plans, marketing plans and strategies, pricing, and personal information concerning employees (including personal information such as one’s own salary), policyholders, and brokers of Economical. Employees are required to maintain the confidentiality of this information.
Employees cannot, under any circumstances, disclose to anyone, confidential information concerning Economical, its businesses, its employees, policyholders, suppliers, or brokers, except as required by their employment with Economical. After leaving the employ of Economical, former employees are strictly forbidden from keeping, using, or disclosing confidential information, except for disclosure in good faith through our ethics reporting program or to law enforcement agencies or regulators in relation to perceived violations of applicable legislation. All records are the sole property of Economical and must not be removed from company premises.
The following are exceptions:
- During the normal course of business duty, employees may have business documents in their possession. They are responsible for keeping these documents and the information therein confidential and secure
- Records placed in offsite storage in secure locations for archival or backup purposes
Information handling guidelines are available with information security policies.
Passwords and access
Passwords and other access credentials are confidential. An employee’s user ID and password are designed to uniquely identify them and to provide the appropriate level of authorized access to computer resources, business applications, and company information. Employees must not share them with anyone or leave them unsecured.
As an insurer, Economical needs to collect, use, and disclose personal information. Personal information is any information about an identifiable individual other than the name, title, business address, or telephone number of an employee of an organization. Personal information will usually come directly from the individual or from his or her representative (e.g., insurance broker).
Economical and everyone acting on the company’s behalf must not collect, use, or disclose personal information except in accordance with Economical’s privacy statement. In the event of a possible loss of, unauthorized access to, or unauthorized disclosure of personal information in Economical’s custody or control resulting from a breach or lack of security safeguards, employees must follow the Privacy Incident Protocol (available on e.Net).
The privacy statement provides that Economical, and all people acting on the company’s behalf, will only collect, use, and disclose personal information where the individual to whom the personal information pertains. This means that the individual:
- Has been informed of the specific purposes for which the information is to be collected, used, and disclosed, and
- Has consented to the collection, use, and disclosure of the personal information for those purposes identified to him or her at or prior to the time of collection.
Economical, and everyone acting on the company’s behalf, may not collect, use, or disclose personal information for purposes other than those for which each individual has provided their consent.
USING EMAIL, INTERNET, TELEPHONE, AND COMPUTER RESOURCES
Use of Economical resources is governed by the Acceptable Use Policy. There should be no expectation of personal privacy while using Economical resources. Management has a right to access any information stored on or transmitted through Economical systems and/or through company provided devices including laptops, desktops, tablets, and mobile devices.
When there is cause to believe there have been violations of policies or security, email, Internet usage, text messages, and/or instant messages may be monitored/reviewed. Examples of violations include safety violations, illegal activity, misuse of corporate resources, discrimination, or harassment.
Use of email, instant messaging, and text messaging
Limited, occasional, or incidental use of email, text messaging, and instant messaging for personal, non-business purposes is understandable and acceptable. However, employees must demonstrate a sense of responsibility and may not abuse the privilege. Economical email addresses should never be used to sign up for external personal services.
Unacceptable personal messages include:
- Sending mail or messages that promote personal business
- Sending material that is inappropriate (e.g., offensive, defamatory) and may reflect poorly on the organization or the employee
- Sending mail or messages that are sexual in nature
Use of Internet
Employees may not download or install any unapproved software from the Internet. Employees are also not permitted to connect personal devices to the corporate network.
The Internet usage policy prohibits access to certain categories of sites:
- Adult content, nudity, and sex
- Personals and dating
- Hacking, countermeasures, and bypass methods
- Gambling, audio/video downloads, and streaming media for non-business purposes
- Racism, hate, religion, militancy, extremism, violence, and weapons
Corporate telephones are an important tool for use in our business operations. If necessary, employees can conduct personal calls on a corporate telephone during their lunch or other breaks. Personal calls are to be kept brief and to a minimum, except in emergency situations. Personal calls should be restricted to local calls, unless charged to the employee’s personal number.
When using a mobile phone while driving, a hands-free speaker device should be used. Hand-held calls require employees to pull off the road and bring their vehicle to a complete stop.
Employees must always be aware of their surroundings when conducting business on a mobile device to avoid unknowingly exposing company information to the public.
Use of assets, resources, and information
Use of company assets, resources, and information should be in accordance with the Acceptable Use Policy.
Software may not be downloaded or installed without being approved. This also applies to free or open source software. Employees should remember to always lock their workstation and mobile devices, and secure any removable media devices. Only approved encrypted removable media devices may be used for company information.
Employees must use only approved business locations to store Economical information and store it according to the appropriate controls for the sensitivity of the information.
Using social media
Economical expects everyone who participates in social media to do so in conformance with Economical guidelines and corporate policies. Posting opinions on blogs and other social media is acceptable as long as it conforms with our Social Media Guidelines and is done professionally, respectfully, and in good taste.
CONDUCTING OURSELVES WITH KEY STAKEHOLDERS
Employees represent Economical to customers and the public, so they are expected to demonstrate the highest professional standards.
By behaving respectfully, employees influence others to achieve organizational goals through relationship building, facilitation, and negotiation skills. Economical employees retain composure when faced with difficult situations. They reflect the concerns of others, are easy to talk to, and maintain and build productive working relationships. Employees demonstrate respect and tolerance, and balance the needs of people who have different views, perspectives, and backgrounds. Employees encourage and seek to learn from others’ perspectives, ideas, and experience.
Communicating with the media and public
Economical’s public and media relations team manages all public and media affairs to ensure professionalism and safeguarding of our reputation. If someone from the media asks employees about any aspect of our business or the industry in general, they should refrain from commenting. Instead, employees are asked to refer questions to our public and media relations team, who are responsible for communicating Economical’s position to the media.
Only specifically authorized spokespersons can express Economical’s views on local and national issues that affect its operations or Economical’s financial results. No other person is authorized to speak on behalf of Economical. Authorized spokespersons are the President and CEO, and other persons authorized in writing by the President and CEO.
Employees must take care not to make personal statements in public that could be interpreted as reflecting the “official” position of Economical.
ENABLING A HEALTHY ORGANIZATION
Economical is a socially responsible organization committed to creating and sustaining a supportive, safe, and healthy workplace. Economical embraces principles that prevent occupational illness or injury and promote employee well-being through the provision of health and lifestyle resources.
Avoiding alcohol and drugs
Illegal drugs are not permitted in the workplace, including off-site work events. Alcohol is not permitted on company property other than in the instance of planned and controlled business social events for which proper permits have been obtained (e.g., a broker appreciation open house).
Possession and use of cannabis for recreational purposes is not permitted in the workplace, including off-site work events. Possession and use of cannabis for medical purposes is permitted on company property, within the limitations established by Economical’s Smoking Policy and Medical Cannabis Policy.
Employees are not to report to work, or be at work, if they are impaired by alcohol or drugs (legal or illegal). If employees fail to comply with the alcohol and drug policy, they will be subject to disciplinary action, up to and including termination of employment (subject to the duty to accommodate in the event of an established addiction-related disability).
The Code cannot possibly cover all aspects of ethical business conduct. Common sense and good judgment must be used to determine what constitutes acceptable behaviour.
Each year, each employee is required to review The Code and disclose any conflict of interest, regardless of whether it was disclosed previously. Employees must also complete the related eLearning assessment with a 100% success rate.