The Centre will take appropriate steps to accommodate Employees who are addicted to drugs or alcohol. If an Employee has an addiction that may impact his or her ability to work safely and/or productively, he or she is responsible to communicate this potential impact to the ability to work safely and/or productively to the Centre in sufficient detail and to co-operate with the Centre to facilitate an appropriate course of action.
Discipline
Failure to comply with this policy may result in disciplinary action up to and including termination from employment.
This policy is not intended to prevent employees from drinking alcohol at any Centre-sponsored social event. However, employees are not permitted under any circumstances to consume recreational cannabis at any Centre-sponsored social event, whether inside or outside the event location in designated smoking areas.
OFF DUTY CONDUCT
At Kids Come First, the Centre does not wish to unduly intrude into Employees’ personal lives. Generally speaking, how Employees conduct themselves outside of working hours is their own personal business; however, Kids Come First Employees are in a position of trust and are expected to faithfully performs their duties, including refraining from inappropriate behavior outside of the Centre that has a significant connection to Kids Come First.
Workplace conduct extends beyond the actual workplace to work-sponsored events and training sessions.
Certain off-duty conduct, whether related to employment or not, can result in discipline up to and including termination from employment where there is a real risk that the Employee’s conduct could harm the Centre. This includes off-duty conduct that occurs through online and/or social media platforms where it involves matters regarding the Centre or Employees, management, directors, children, or families of the Centre. Specifically, the following types of off-duty conduct would bring the Centre into disrepute, cause the Centre harm and/or expose the Centre to potential legal liability:
- Commission of criminal offences
- Bullying or harassment of Employees
- Defamatory, unduly negative or disparaging comments made about Kids Come First, its services, Employees, management, directors, children or families, including comments made through social media
- Comments promoting hatred or discrimination against any identifiable group
- Breaches of confidentiality, including the divulging of information related to the Centre, and/or its Employees, children or families
An Employee found to have committed off duty misconduct may be subject to discipline, up to and including termination from employment.
Social Media Use
Employees should be aware that they will be held accountable for what they write or post on social media or Internet pages, even when off duty and posted on their personal social media pages.
Inflammatory comments, unprofessional remarks or disparaging remarks made about Kids Come First, its programs, Employees, children and families may result in discipline, up to and including termination. Please note that even postings that are not directly related to the Centre may result in disciplinary action if they might threaten the Centre’s reputation or business, or have the potential to do so.
Employees should refrain from using the Centre’s logos without prior written authorization. Further, Employees are prohibited from posting photos of children or any of its staff.
To maintain professionalism, Employees are prohibited from connecting on social media with any parents, children or volunteers associated to Kids Come First. If any parent, child or volunteer attempts to connect with an Employee, they must refrain from engaging with the parent, child or volunteer on social media. This includes any attempt to interact with the Employee through social media, including but not limited to: online messages through text, video or picture mediums; attempts to “friend” or “follow” accounts; and reacting or commenting on social media posts.
It is recommended that Employee’s social media accounts are set to private settings which prevent any user on that social media platform from being able to connect or engage with the Employee’s social media content without their express approval. Where an Employee’s social media account settings are not private and a parent, child, or volunteer of the Centre attempts to connect with the Employee, the Employee must refrain from interacting, block the account attempting to engage with the Employee, and bring it to the attention of the Centre, and specifically to the supervisor and/or Executive Director.
August 2025