MAF Canada’s Accessibility Policy.
In accordance with the AODA – Statement of Commitment to Accessibility
Mission Aviation Fellowship of Canada (MAFC) is committed to providing a barrier-free environment for all stakeholders including our donors, employees, job applicants, suppliers, and any visitors who may enter our premises, access our information, or use our services. As an organization, we respect and uphold the requirements set forth under the Accessibility for Ontarians with Disabilities Act (2005), and its associated standards and regulations.
MAFC understands that we have a responsibility for ensuring a safe, dignified, and welcoming environment for everyone. We are committed to ensuring our organization’s compliance by incorporating accessibility legislation into our policies, procedures, equipment requirements, training, and best practices. We will review these policies and practices annually, as organizational changes occur, or in anticipation of compliance deadlines. In addition, we will strive to meet the needs of individuals with disabilities in a timely and effective manner.
Providing an accessible and barrier-free environment is a shared effort, and as an organization, Mission Aviation Fellowship of Canada is committed to working with the necessary parties to make accessibility for all a reality. For more detailed information on our accessibility policies, plans, and training programs, please contact our Human Resources Department.
MAF Canada’s Whistleblower Policy.
MAF Canada is committed to integrity and ethical behavior in the workplace, and will foster and maintain an environment where employees can work safely and appropriately, without fear of retaliation.
This policy has been adopted to ensure that all employees understand that they may report any wrongdoing that may adversely impact MAFC employees, service providers, donors, job applicants and any other individual who may have dealings with MAF Canada. Reports of workplace wrongdoing may be anonymously made to the Appropriate Authority as defined below.
It is a violation of MAF Canada’s Whistleblower Policy for anyone to knowingly make a false complaint of wrongdoing or to provide false information about a complaint. Individuals who violate this policy are subject to disciplinary and/or corrective action, up to and including termination of employment.
Appropriate Authority – Delegated leadership who has the authority to make final decisions regarding employees, wrongdoing, harassment claims, and resulting actions. At MAF Canada, the Appropriate Authority is the CEO. For reports concerning the CEO, the Appropriate Authority is the Board of Directors.
Complainant – Any person that submits a complaint or report of wrongdoing.
Respondent – Someone who’s alleged conduct is the subject of a complaint
Wrongdoing– Any illegal action or violation of company policy.
Retaliatory Acts – Retribution, or reprisal against any Complainant as a result of their reporting an incident of wrongdoing, or against any employee that participates in an investigation relating to the allegation of wrongdoing.
Adverse Employment Action – Any demotion, suspension, termination, unfavorable transfer, denial of promotion, denial of benefits, threat, harassment or denial of compensation as a result of the reporting of wrongdoing, or any manner of discrimination against an employee in the terms and conditions of employment because of any other lawful act done by the employee pursuant to this policy, or any applicable Canadian legislation.
Individuals who believe they have witnessed an act or acts of wrongdoing should report the incident(s) immediately to the Appropriate Authority. Any delays in reporting acts of wrongdoing can make the case against the Respondent more difficult to establish, and may even result in retaliatory acts by the Respondent.
Report Obligations – Employees
Employees who believe they have witnessed wrongdoing in their working environment are advised to report the incident(s) or retaliation to the Appropriate Authority, or to their manager. Delays in reporting may be unavoidable in some circumstances (to be determined on a case-by-case basis).
Report Obligations – Managers
Managers are directed to take all appropriate steps to prevent and stop wrongdoing in their areas of responsibility. Any manager who is subjected to, witnesses, or is given written or oral complaints of wrongdoing or retaliation shall immediately report it to the Appropriate Authority. Delays in reporting may be unavoidable in some circumstances (to be determined on a case-by-case basis).
Managerial personnel who are contacted by an individual seeking to file a complaint about wrongdoing in their unit shall assist the complainant in contacting the Appropriate Authority.
MAF Canada seeks to resolve claims of wrongdoing in the workplace as expediently as possible. Investigations shall be conducted and the appropriate actions taken no longer than 60 days following the filing of a complaint.
The Appropriate Authority is responsible for determining and administering the methods and means for addressing complaints. The Appropriate Authority is also responsible for:
• Determining the veracity of allegations of wrongdoing or retaliation.
• Determining whether or not a reported act is indeed wrongdoing.
• Administering punitive or corrective actions if allegations are true.
• Administering punitive actions if allegations were knowingly falsely made.
Wherever and whenever investigations are conducted, this policy asserts that Complainants and Respondents certain rights. These rights include, but are not limited to:
• Receiving written notice of the allegations (where permitted by law).
• Presenting relevant information to the Appropriate Authority.
• Receiving a copy of the report at the conclusion of the investigation (where permitted by law).
At the conclusion of an investigation, the Appropriate Authority must create a written report including a statement regarding any and all findings that have been proven, and a statement of decision on whether or not the policy has been violated. The report shall be presented for review to any/all appropriate authorities and/or legal counsel, as appropriate.
Report Handling Procedures
The Appropriate Authority shall advise the Complainant and the Respondent of the resolution of any investigation conducted under this Policy. A copy of the investigative findings shall be provided in writing to the Complainant and the Respondent.
In all cases, the MAF Canada’s Human Resources department shall retain the findings report for a minimum of 10 years or for as long as any administrative or legal action arising out of the complaint is pending.
All records of workplace wrongdoing reports and subsequent investigations are considered confidential and will not be disclosed to anyone except to the extent required by law.
MAF Canada will do everything it can to protect the privacy of the individuals involved and to ensure that the Complainant and the Respondent are treated fairly and respectfully. MAF Canada will protect this privacy so long as doing so remains consistent with the enforcement of this Policy and adherence to the law.
Assurance Against Retaliation
This policy encourages employees to freely express – in a responsible and orderly fashion – their thoughts, opinions, and feelings regarding workplace wrongdoing complaints. Retaliation by the Respondent, or anyone acting on behalf of the Respondent, against the Complainant is strictly prohibited and will result in appropriate disciplinary action. Retaliation by the Respondent, or anyone acting on behalf of the Respondent, against any witness providing information about a workplace wrongdoing report, is also strictly prohibited. Acts of retaliation include (but are not limited to) interference, coercion, threats, and restraint.
This Whistleblower Policy will not be used to bring fraudulent or malicious complaints against employees. Any complaint made in bad faith, if demonstrated as being such through convincing evidence, will result in disciplinary action being taken against the individual lodging the fraudulent or malicious complaint.
Procedures for Handling Complaints of Workplace Wrongdoing
Once the Complainant lodges a complaint with their manager or the Appropriate Authority, a discussion will take place that shall be kept confidential, to the extent allowed by the law. If desired by the Complainant, no written record will be kept of this initial discussion. During this discussion, the recipient of the complaint will explain all options available to the Complainant. If the Complainant wished to proceed further with his or her complaint, the Complainant must then provide a written statement regarding the alleged workplace wrongdoing.
The Appropriate Authority may notify the Respondent of the complaint, keeping all such communication confidential. The Appropriate Authority may then implement whatever steps necessary to create an informal resolution that is acceptable to both the Complainant and Respondent.
If an informal resolution of the complaint is achieved, no record of the complaint will be entered in the Respondent’s personnel records. However, the Appropriate Authority will record the occurrence of the complaint and the informal resolution achieved. Again, this record will remain confidential.
In the case of formal complaints, the Respondent shall have 10 working days to respond, in writing, to the allegation. The Respondent’s statement, written on company letterhead, must answer – with specific responses – to each complaint, either admitting, denying, or explaining the allegations against them. The Respondent must sign his or her statement, which will then be attached to the original complaint.
If a formal hearing is warranted, the Appropriate Authority will conduct a hearing within 20 working days after receiving the request.
Upon concluding that an instance of workplace wrongdoing has indeed occurred, the Respondent will be subject to disciplinary action, which may result in suspension of duties, or outright termination of employment and possible legal action depending on the severity of the action. Disciplinary actions imposed by the Appropriate Authority will be determined on the basis of the facts of each case and the extent of harm to MAFC’s interests and business goals.
Complainants are always encouraged to file a complaint immediately after an alleged incident of workplace wrongdoing. Nevertheless, MAF Canada is aware that such timely response may not always be possible, due to feelings of fear on the Complainant’s part. Individuals who believe that they have witnessed workplace wrongdoing should lodge a complaint within 10 days following an alleged incident. Under extreme circumstances, this timeline may be extended to 10 days at the request of the Complainant; however, it is the responsibility of the Complainant to show good reasons for this extension.
Records of all formal and informal resolutions, hearings, and reviews will be kept by the appropriate department, except where otherwise stated in this Policy. The records will only be available to managerial members of the appropriate department, and only in the following circumstances:
• When determining an appropriate disciplinary action for subsequent workplace wrongdoing complaints.
• When a Respondent is a candidate for a promotion to a managerial position.
• When a complaint against retaliatory action is made.
• When a decision or resolution is reviewed.
Any records concerning employees will be maintained in accordance with all applicable laws and regulations. Both the Complainant and the Respondent are eligible to obtain copies of hearings or of their own statements made throughout the course of the investigation.
Responsibilities of the Appropriate Authority With Respect to Specified Complaints
The Appropriate Authority will take all complaints and concerns regarding accounting and auditing matters seriously, and investigate appropriately. Documentation regarding the investigation shall be created and retained.