Code of Conduct
Purpose Vision & Values
Respect in the Workplace
How We Are Governed
- Our Boards
- Our Committees
- Annual General Meeting
- Governance Responsibilities
- Conflict of Interest
- Evaluation and Compensation
Our Senior Management
Our Site Management
Client Services Management Team
Property Management Team
Funeral Management Team
Pre-planning Management Team
- Fiscal 2016 Annual Review
- Fiscal 2015 Annual Review
- Fiscal 2014 Annual Review
- Fiscal 2013 Annual Review
- 2011 Annual Review
- 2010 Annual Review
- Fiscal 2016 Financial Statement
- Fiscal 2015 Financial Statement
- Fiscal 2014 Financial Statement
- Fiscal 2013 Financial Statement
Careers at MPG
Protecting Your Privacy
Feedback and Complaint Process
MPGC Corporate Bylaws
To allow customers to make sound decisions, staff must always present information in a clear, factual, relevant and caring manner.
To demonstrate respect for customers and each other, there are certain types of conduct that we must avoid:
- Foul language
- Smoking in the presence of customers, suppliers, the public or in company vehicles
- Accepting gratuities from customers
- Using unnecessary electronic devices while in the presence of customers or visitors
- Engaging in controversial discussions with customers or visitors
To ensure that staff present a professional image at all times:
- Office and management employees must conform to the policies and guidelines governing appropriate business attire
- Applicable employees must wear the uniforms or clothing issued to them and conform to the health and safety requirements regarding clothing and equipment
It is the responsibility of every employee to become familiar with and abide by all MPG policies and procedures that affect the workplace.
Conflict of Interest
MPG employees must always put the company’s interest, and those of our customers, ahead of personal interest. A conflict of interest is any situation where judgement might be influenced by personal interest. Below are guidelines for potential conflicts.
Employment of Immediate Family: Immediate family members may be employed by MPG, but not where an employee would have managerial authority over a family member.
Supplier Relationships: MPG will not conduct business with any immediate family member of an employee or business entity with which an employee or an immediate family member of the employee is associated. Exceptions may be allowed on a case-by-case basis, with full disclosure of the relationship made to the CEO and board of directors.
Outside Business Activities
Gifts and entertainment: Employees are prohibited from engaging in any act that could be interpreted as a bribe, kickback or questionable payment. Employees cannot give a major payment or gift in an attempt to influence suppliers or to solicit business. Tokens of appreciation of less than $50 may be acceptable, especially around certain times of the year such as religious holidays, birthdays and retirements. There may also be certain situations where it is appropriate to accept an invitation from a supplier, such as a dinner or event. These occasions should be kept to no more than twice a year.
Safeguarding Company Assets
Classified information: Every MPG employee has a responsibility to protect and keep confidential information about the company and its clients.
Dishonesty: Employees must respect and protect the integrity of MPG’s reputation, the company’s intellectual and physical property and the property of our employees. Dishonest conduct is strictly prohibited, and includes activities such as:
- Unauthorized possession of company, another employee’s or any other person’s property
- Falsification of company records, including time sheets or personal expense accounts
- Selling or trading the company’s property or goods for one’s own benefit
Falsification of an employment application
Theft: An employee who steals any product or equipment owned by MPG will be subject to discipline. Any employee who suspects or becomes aware of a theft should report it to a manager or supervisor immediately.
MPG is committed to observing provincial and federal law governing our workplaces. This includes:
- Accessibility for Ontarians with Disabilities (AODA)
- Canadian Charter or Rights and Freedoms
- Employment Standards Act
- Occupational Health and Safety Act
- Ontario Human Rights Code
Managers set the example for employees by adhering to this Code of Conduct at all times, and fostering an environment of trust and open communication, where problems can be discussed openly and honestly.
It is the responsibility of every employee to become familiar with the Code of Conduct and to abide by its principles. Employees should seek advice from their manager if they are unsure what to do in a particular situation.
Failure to comply with the Code of Conduct will lead to disciplinary action up to and including dismissal and in some cases prosecution.