Code of conduct

A concrete code of conduct covering integrity, respect, conflicts of interest, confidentiality, and reporting channels — designed to be readable and enforceable.

Live documentReviewed for Ontario

Code of Conduct

Effective

1. Purpose

This Code of Conduct sets out the standards of behaviour expected of every member of — employees, contractors, officers, and directors. It applies on Company premises, at any work-related event, and in any setting where the person is identifiable as connected to the Company.

2. Integrity

Be honest. Don't take credit for work you didn't do. Report errors promptly. Refuse bribes, kickbacks, or any favour that could compromise your judgement on the Company's behalf. Comply with applicable laws — including anti-bribery, anti-money-laundering, and trade-control statutes.

3. Respect for people

Treat every colleague, customer, and supplier with respect. The Company's separate Workplace Harassment, Violence & Discrimination Policy applies in full and is enforced regardless of the parties' relative seniority. Discrimination, harassment, retaliation, and bullying have no place at the Company.

4. Conflicts of interest

Disclose any personal interest that could reasonably appear to influence a Company decision: outside employment, board seats, ownership in customers or competitors, family ties to suppliers, financial interests in transactions you participate in. The Company will work with you to manage or eliminate any actual or apparent conflict.

5. Confidentiality & intellectual property

Protect non-public Company, customer, and partner information. Don't share Company information on personal devices or accounts. Your obligations under the Confidentiality & IP Assignment Agreement signed at hire continue to apply, including after your employment ends.

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6. Use of Company assets

Use Company equipment, accounts, and systems for legitimate work purposes. Reasonable personal use is acceptable; commercial side-projects, content scraping, and anything that violates a third party's terms of service are not. The Company may audit equipment and accounts as permitted by applicable law.

7. Public communications

When you speak about the Company in public — including on social media — make clear whether you're speaking for yourself or on the Company's behalf. Don't disclose non-public information. Don't disparage colleagues, customers, or competitors in a way that could reasonably damage the Company's reputation.

8. Reporting concerns

Suspected violations of this Code can be reported to . If the report involves that contact, report instead to . Reports may be made anonymously where local law permits. The Company prohibits retaliation against anyone who makes a good-faith report or participates in an investigation.

9. Consequences

Violations may result in disciplinary action up to and including termination of employment or engagement, in addition to any civil or criminal liability that may apply.

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Acknowledgement

I have read this Code of Conduct, understand the standards it sets, and agree to comply with it.

Approved by

Name

Title

Date

Employee acknowledgement

Name

Date

Made with WalnutsHR Paper · Reviewed for Ontario · April 2026

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No compliance hints for this jurisdiction yet — your document looks good for the basics. Have a lawyer review before sending anything consequential.

About this template

A code of conduct turns abstract values into concrete expectations. Done well, it tells everyone what behaviour the company expects, what it won't tolerate, and how to raise a concern when something is off.

When to use it

You're publishing your handbook for the first time and need a code-of-conduct section.
You want a separate, signable document for compliance, vendor diligence, or board review.
You're tightening up after an incident.

What to include

Concrete behaviours rather than slogans.
A reporting channel and an alternate channel.
An anti-retaliation clause.
Reference to existing harassment / IP / asset-use policies — don't repeat them.
A signed acknowledgement, retained in the employee file.

Frequently asked questions

Should this be part of the handbook or stand alone?

Both is common. The signed acknowledgement is what matters: most companies file the code as a handbook appendix and have the new hire sign a single combined acknowledgement.

What about whistleblower hotlines?

If you have one, name it in the reporting section. If you don't, the simple alternate-contact in this template is enough for most small-to-mid companies; consider an external hotline once you're past 100 employees or operating in regulated industries.

Legal disclaimer. A code of conduct sets internal standards but doesn't create new legal duties. The harassment, IP, and confidentiality obligations in this template are reinforcements of separate underlying obligations — make sure the underlying agreements actually exist and are signed.

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