Our Commitment to Ethical Business Practices

Diversity, Inclusion, & Belonging

Crossfuze is committed to encouraging equality, diversity and inclusion among our workforce and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

Our organization will provide equal opportunity to any employee or applicant for employment regardless of race, color, creed, religion, national origin, sex, sexual orientation, gender identity, disability, age, marital status, familial status, veteran status, membership or activity in a local human rights commission, status with regard to public assistance or any other legally protected basis, in accordance with applicable law.

Non-Harassment & Bullying Policy

Crossfuze intends to provide a work environment that is pleasant, healthy, comfortable, and free from intimidation, hostility, or other offenses that might interfere with work performance. Harassment or bullying of any sort (sexual, verbal, physical, visual, etc.) will not be tolerated.

We believe that all employees are entitled to a work environment free from harassment. Harassment is any unwanted physical, verbal, or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. A single incident can amount to harassment. It also includes treating someone less favorably because they have submitted or refused to submit to such behavior in the past.

Unlawful harassment may involve conduct of a sexual nature (sexual harassment), or it may be related to age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex, or sexual orientation. Harassment is unacceptable even if it does not fall within any of these categories.

Harassment includes but is not limited to:

• Engaging in a course of vexatious comment or conduct against an employee in a workplace that is known or ought reasonably to be known to be unwelcome.
• Use of offensive or demeaning terms that have a sexual connotation.
• Unwanted physical conduct or “horseplay,” including touching, pinching, pushing, and grabbing.
• Unwelcome sexual advances or suggestive behavior including invitations to, social engagements or work-related social events.
• Any indication, express or implied, that an employee’s job security, job assignment, conditions of employment, or opportunities for advancement, may depend on the granting of sexual favours.
• Any action relating to an employee’s job status which is, in fact, affected by consideration of the granting or refusal of social or sexual favours.
• Interference with another individual’s work performance through any type of sexually oriented activity.
• Deliberate or careless creation of an atmosphere of sexual harassment or intimidation.
• Deliberate or careless jokes or remarks of a sexual nature to or in the presence of any employee who may find such jokes or remarks offensive.
• Offensive emails, text messages or social media content.
• Mocking, mimicking, or belittling a person’s disability.
• Showing or sending materials that have a sexual content or are of a sexual nature (such as cartoons, articles, pictures, etc.) either by e-mail, interoffice mail, Internet or otherwise, to employees who may find such materials offensive.

This list of examples is not exhaustive.

Bullying is offensive, intimidating, malicious or insulting behavior involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined or threatened. Power does not always mean being in a position of authority but can include both personal strength and the power to coerce through fear or intimidation.

Bullying can take the form of physical, verbal, and non-verbal conduct. Bullying may include, by way of example:

• Physical or psychological threats.
• Overbearing and intimidating levels of supervision
• Inappropriate derogatory remarks about someone’s performance.

Legitimate, reasonable, and constructive criticism of an employee’s performance or behavior, or reasonable instructions given to employees in the course of their employment, will not amount to bullying on their own.

Crossfuze reserves the right to determine whether conduct violates this policy or is otherwise inappropriate. All employees are expected to treat their co-workers, subordinates, and managers with respect always.

In fulfilling their obligation to maintain a positive and productive work environment, supervisors are expected to halt any Harassment or bullying of which they become aware. They are responsible for reporting all complaints to Human Resources and senior management.

Any employee who believes they have been harassed or bullied by a co-worker, supervisor, customer, or vendor should bring the matter to the attention of Human Resources, his/her supervisor, or any member of management immediately.

All complaints of harassment or bullying will be investigated full and fairly, and remedied. We will inform you of our decision. If we consider you have been harassed or bullied by an employee, the matter will be dealt with as a disciplinary matter as a case of possible misconduct or gross misconduct. If the harasser or bully is a third party such as a customer, we will consider what action would be appropriate to deal with the problem. Whether or not your complaint is upheld, we will consider how best to manage any ongoing working relationship between you and the person concerned.

Confidentiality will be maintained to the maximum extent possible. We will also ensure a no retaliation policy against an employee who, in good faith, reports harassment. If an employee believes retaliation takes place, they need to notify Human Resources, their department manager, or the President of Crossfuze immediately so appropriate action may be taken. Information about a complaint by or about an employee may be places on the employee’s personnel file, along with a record of the outcome and of any notes or other documents complied during the process. These will be processed in accordance with the relevant data protection laws.

Anti-Slavery & Human Trafficking Policy

Crossfuze evaluates its customers as well as supply chain and business partners that may potentially pose risks for illegal or unethical behaviour such as engaging in human trafficking, slavery, or other human rights violations.

Crossfuze has established the following initiative to help prevent forced labor, slavery, human trafficking, and other human rights violations:

• Crossfuze expects suppliers and partners to embrace Crossfuze’s commitment to integrity and ethics. Crossfuze performs risk assessments on our supplier and on our suppliers and business partners to ensure due diligence is in place to prevent and mitigate risks of modern slavery and human trafficking in our supply chain. As part of the due diligence process, Crossfuze’s Vendor Risk Assessment program continually reviews and updates legal and ethical employment practices to assess and measure vendors.
• Crossfuze personnel are trained at regular intervals on the principles embodied within the company Ethics Policy. Importantly, Crossfuze employees are held accountable for their actions and are subjected to disciplinary action for failing to adhere to company standards.