Code of Conduct
Message from the CEO
Doing things right is one of our most important values at Weavik Inc.. We work hard every day to provide
products that enhance the lives of people in our community, our country, and all over the world.
We are clear about what we mean when we talk about doing things right. Not only does it mean that we
provide products that are well made, fairly priced and of exceptional quality, but it also means that every
step we take in making those products is taken with ethics and integrity in mind. We source material only
from suppliers who have impeccable human rights records, ensure our supply chain is of high integrity and
monitor our entire operation for compliance with our code of conduct.
Doing things right is not an option at Weavik Inc.. Working here means making a commitment to uphold
our company values and following the code of conduct outlined in this document. Thank you for upholding
our values and helping us to be the best product supplier we can be.
Chief Executive Officer
The code of conduct applies to all Weavik Inc. team members:
Full time employees
Ethical Principles and Core Values
At Weavik Inc. we expect all team members to hold these core values and consider them in their daily
Respect for others
Obedience to the law
Commitment to the code
Decision Making and the Code of Conduct
When making a decision, ask yourself the following:
Is it legal?
Does it comply with the code?
Does it reflect our company values and ethics?
Does it respect the rights of others?
If you are unsure about any of the answers, ask.
The company encourages all employees to ask questions and raise issues without fear of retaliation and is
committed to treating reports seriously and investigating them thoroughly.
Employees must report suspected unethical, illegal, or suspicious behavior immediately. The company does
not tolerate retaliation against anyone who makes a good faith report of suspected misconduct or
otherwise assists with an investigation or audit.
To report a concern:
Talk to your manager
Contact Human Resources at (519) 404-8772
Contact the Chief Executive Officer directly at (519) 404-8771
Make a confidential and/or anonymous report online at
Employees who report a concern in good faith cannot be subjected to any adverse employment action
Unfair dismissal, demotion, or suspension
Unfair denial of a promotion, transfer, or another employment benefit
Bullying and harassment, either in person or online
Any other behavior that singles out the person unfairly
The company will not tolerate discrimination based on race, color, religion, gender, age, national origin,
sexual orientation, marital status, disability or any other protected class.
Treat all fellow employees, customers, business partners, and other stakeholders with dignity and respect
at all times.
Any type of harassment, including physical, sexual, verbal, or other, is prohibited and can result in
disciplinary action up to, and including, termination.
Harassment can include actions, language, written words, or objects that create an intimidating or hostile
work environment, such as:
Yelling at or humiliating someone
Physical violence or intimidation
Unwanted sexual advances, invitations or comments
Visual displays such as derogatory or sexually-oriented pictures or gestures
Physical conduct including assault or unwanted touching
Threats or demands to submit to sexual requests as a condition of employment or to avoid negative consequences
We are committed to ensuring that our employees, our contractors, and our customers work in safe and
respectful environment that is free of bullying. Bullying can include:
Spreading malicious rumor or gossip
Excluding or isolating someone socially
Establishing impossible deliverables
Withholding necessary information or purposefully giving the wrong information
Impeding someone’s work
Unfairly denying training, leave, or promotion
Constantly changing work guidelines
Sending offensive jokes or emails
Criticizing or belittling someone constantly
Tampering with a person's personal belongings or work equipment
Conflicts of Interest
A conflict of interest can occur when an employee’s personal activities, investments, or associations
compromise their judgment or ability to act in the company’s best interests. Employees should avoid the
types of situations that can give rise to conflicts of interest.
It’s important for employees to disclose any relationships, associations, or activities that could create
actual, potential, or even perceived, conflict of interest to their manager or the Human Resources
External Communication on Behalf of the Company
Only the Chief Executive Officer, Chief Technology Officer, and Chief Operations are authorized to represent
the company to media and/or legal authorities. Employees should refer all requests for information or
interviews to the Communications Department
The company and its employees maintain the confidentiality of all proprietary information. Proprietary
information includes all non-public information that might be harmful to the company and its customers
and business partners if disclosed.
Confidential information can include:
Terms of contracts
Company policies and procedures
Marketing plans and strategies
Any other information that could damage the company or its customers or suppliers if it was
The company complies with the requirements of the country’s and international privacy laws. All
employees sign an agreement that contains provisions for information confidentiality and non-disclosure.
The company and its employees do not disclose any private, personal information of:
Employees store all personal information securely, mark it as confidential and store it only for as long as it
is needed for the purpose for which it was collected.
When providing personal information, employees limit access to only those with a clear business need for
Employees are required to report any breaches of privacy, including the loss, theft of, or unauthorized
access to personal information, to their manager.
Competition, Fair Dealings and Antitrust
While the company competes aggressively for new business, relationships with business partners are built
upon trust and mutual benefits and compliant with competition/antitrust laws.
Employees are required to:
Communicate the company’s products and services in a manner that is fair and accurate, and
that discloses all relevant information
Familiarize themselves with the company’s fair competition policies and remain aware of the
consequences of any violation of policies or laws governing fair competition
Consult the company’s legal department before engaging in any new practice that may affect fair
Refrain from price-fixing, bid-rigging, and any other anti-competitive activities
Use only publicly available information to understand the business, customers, competitors, business
partners, technology trends, and regulatory proposals and developments
Advise their manager immediately of possible violations of fair competition practices
Bribery and Facilitation Payments
The company will not attempt to influence the judgment or behavior of a person in a position of trust by
paying a bribe or kickback. This applies to persons in government and in private business.
The company does not permit facilitation (or “grease”) payments to government officials or private
business in order to secure or speed up routine actions.
Employees are to:
Select third parties carefully and monitor them continuously to ensure they comply with the
company’s anti-bribery policies
Keep accurate books and records at all times and monitor that funds are not being used for
bribery or facilitation payments
Refuse any offer or request for an unlawful payment and report the incident to the company’s
ethics and compliance officer
Gifts and Entertainment
While gifts and entertainment among business associates can be appropriate ways to strengthen ties and
build goodwill, they also have the potential to create the perception that business decisions are influenced
by them. The company is committed to winning business only on the merits of its products, services, and
people and complies with all legal requirements for giving and receiving gifts and entertainment.
Employees are to:
Use sound judgment and comply with the law, regarding gifts and other benefits
Never allow gifts, entertainment, or other personal benefits to influence decisions or undermine
the integrity of business relationships
Never accept gifts or entertainment that are illegal, immoral, or would reflect negatively on the
Never accept cash, cash equivalents, stocks, or other securities
Employees may accept occasional unsolicited personal gifts of nominal value such as promotional items
and may provide the same to customers and business partners.
When in doubt, employees should check with the ethics and compliance officer before giving or receiving
anything of value.
The company does not make political contributions.
Employees are free to support any political party or entity on a personal level. However, this must be kept
separate from company business.
The company may make charitable contributions to causes and organizations that are not politically affiliated. Employees should check with the Chief Executive Officer before making any charitable contributions on behalf of the company.
All documents, databases, voice messages, mobile device messages, computer documents, files and
photos are records.
Employees are required to:
maintain these records and protect their integrity for as long as required
maintain official record-keeping systems to retain and file records required for business, legal,
financial, research, or archival purposes
dispose of your records according to the company’s records retention and disposition schedule
Employees should never destroy documents in response to, or in anticipation of, an investigation or audit.
Protection and Proper Use of Company Assets
The company requires all employees to protect its assets. All assets should be used for legitimate
purposes, efficiently, and for company business only.
Assets include facilities, equipment, computers and information systems, telephones, employee time,
confidential and proprietary information, corporate opportunities, and company funds.
Suspected incidents of fraud, theft, negligence, and waste should be reported to the VP Operations.
The company complies with anti-money laundering laws. Money laundering is the process of concealing
illicit funds by moving them through legitimate businesses to hide their criminal origin.
Employees must never knowingly facilitate money laundering or terrorist financing and must take steps to
prevent inadvertent use of the company’s business activities for these purposes. Employees are required
to immediately report any unusual or suspicious activities or transactions such as:
attempted payments in cash or from an unusual financing source
arrangements that involve the transfer of funds to or from countries or entities not related to the
transaction or customer
unusually complex deals that don’t reflect a real business purpose
attempts to evade record-keeping or reporting requirements
Employees may learn information about the company, associates, clients, business partners or other
companies that are not publicly available. It is illegal for any individual to use information obtained in this
way for personal gain or to share it with others.
Employees are prohibited from:
Buying or selling securities based on non-publicly available knowledge gained in the course of business
Providing information or tips, or encourage another person to buy or sell securities based on inside information
Employees are required to report suspected insider trading immediately to the ethics and compliance
Health and Safety
The company conducts business in accordance with applicable health and safety requirements and strives
for continuous improvement in its health and safety policies and procedures.
All employees are expected to perform their work in compliance with applicable health and safety laws,
regulations, policies, and procedures and apply safe work practices at all times in all locations.
Applicable safety and health requirements must be communicated to visitors, customers, or contractors at
any company location.
Employees are required to immediately report workplace injuries, illnesses, or unsafe conditions, including
The company is committed to operating in an environmentally responsible manner, from the provision of
products and services, to the operation of its offices and facilities, selection of suppliers, and other
The company complies with all applicable environmental laws and regulations as well as self-directed
commitments to sustainable practices and environmental protection.
The company expects its employees to help it safeguard all computer equipment and data against
intentional malicious acts by individuals inside or outside the company. Cyber-security training is provided
to all employees to ensure compliance with computer security policies.
The company safeguards against inappropriate access by individuals or groups untrained incorrect
company policies or procedures
The company does not use software for which it does not have a license.
The company understands that occasional personal use of the internet during work hours is a reasonable
request and allows this, within reason. Employees can ask for clarification from their managers if in doubt.
However, the company does not allow internet users to support a personal business, political venture, or
embarrass the company and its customers.
Use of Social Media
The company respects the right of employees to use social media for personal and professional purposes.
Employees are responsible for complying with company policies and procedures when communicating on
social media. Employees are accountable for any information they publish online.
Employees are required to:
Reveal their relationship with the company when commenting online on issues related to the company
Respect the privacy of other employees and refrain from publishing photos of them without their consent
Ensure any information they post related to the company is accurate
Comply with the rules of the social media sites they use
Employees must not:
“Pretext”, or pretend to be someone they are not online
Speak on behalf of the company if they are not expressly authorized to do so
Share confidential information about the company, its clients, stakeholders or suppliers
Post comments or pictures that could harm the company’s brand, reputation or commercial
Corporate Social Responsibility
The company understands that corporate social responsibility extends to our entire supply chain. This
encompasses not only the products and services supplied but also the human rights, ethics, and social
practices of our company and its suppliers.
One goal of the corporate social responsibility procurement program is to build partnerships with like-
minded organizations by actively seeking out business partners who are the most environmentally and
Forced Labor: The company and its suppliers shall employ all employees under their own free will with no
one being subjected to bonded or forced labor. This policy applies to not only the supplier’s business
operations but also those of their supplier network with which the company conducts its business.
Child Labor: The company and its suppliers shall not employ any people under the minimum legal working
age of the country in which they work.
Responsible Environmental Impact: The company and its suppliers shall produce measurable
environmental impact reports and conduct ongoing efforts to reduce environmental pollution while
The company encourages and supports involvement in the community that has supported it. This includes
supporting local business and talent by, for example, sourcing local products and services, where
appropriate, and showcasing the work of local artists in the company’s public spaces.
Charitable involvement is important to the company and a charity committee meets once a month to
discuss and execute potential and ongoing charitable projects.