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Respect in the Workplace

A respectful workplace is the foundation of strong teams and good work.

Our workplace is Respectful

Respect is how we do good work together. On our crews, we treat people decently, speak up about safety and issues, and back each other in the bush and in camp. Everyone—new or seasoned—gets clear information, a fair shot at the work, and space to do their job well. We take pride in a crew where you can ask questions, raise a concern, and be heard without grief. That’s the standard we hold ourselves to, every day.

Why it Matters

Respect keeps people safe and keeps the work moving. When plans are clear, radios stay clean, and concerns are raised early, we avoid near misses and rework. Crews that back each other finish stronger days with fewer mistakes. New hires ramp up faster when they’re welcomed and shown the ropes; experienced hands stick around when the culture is steady and fair. It shows up in the basics: clean trucks and caches, repeat-back on critical tasks, rotating the rough jobs, and a short weekly debrief. All of this saves time and training costs, holds quality, and helps us keep good people season to season.

Indigenous Partnerships & Respect

Honoring the lands we work on and the communities we work with.

The Indigenous Territories We Work In

We operate on the traditional territories of Indigenous Nations in British Columbia. At this time we do not have a verified, site-by-site list of Nation names in our public materials. We are compiling this list for each operating area before mobilization, using Nation websites and the First Peoples’ Map of BC as starting points, and will confirm spelling and naming preferences with the Nations where possible. Until this is complete, project plans and pre-work briefings will specify the Nation(s) we understand our work to be within and note any uncertainties.

What Collaboration and Respect Look Like

Our Commitment to Inclusivity in Our Crews

Current state: Indigenous crew members are limited or absent. What we are building: we aim to include and support Indigenous crew members through our hiring and day-to-day operations. We are exploring targeted outreach through local Nation channels for job postings, cultural awareness training for leads, and straightforward reporting if something is not working. We will review outcomes each season and adjust.

Our Commitment to Respect in Our Operations

Current practice: we acknowledge territories and expect courteous, professional conduct. What we are building: before mobilizing, we will identify the Nation(s) whose territories we are working in, share high-level work plans when appropriate, and ask about any site-specific protocols that affect access, camp routines, or timing. Agreed practices will be written into job plans, pre-work briefings, and camp rules. We will keep records of who we contacted and what was agreed, and follow up after the season to see what needs adjustment.

Diversity in Hiring and Culture

A mix of voices creates better teams and better work.

Our Commitment to Inclusivity and Diversity

Our Commitment to Inclusivity and Diversity Where we are now - Most applicants are men, mainly experienced bush workers and seasonal labourers. - Our recent crews have included Indigenous workers and women. - We have limited experience hiring new immigrants, racialized workers, LGBTQ2S+ folks, or workers with disabilities. Gaps and barriers we see - Our applicant pool doesn’t yet reflect the diversity of the communities where we operate. - Barriers include how and where we recruit, location/remoteness, parts of workplace culture, and limited outreach or clear policies. What we’re doing and exploring - We’ve begun looking at hiring, training, and support so a wider range of workers feel welcome and respected on our crews. - Ideas raised by crews: clearer respectful workplace and anti-harassment practices; mentorship; flexible work arrangements where the job allows; and culturally safe leadership. - We’re exploring adjustments to recruitment and outreach to broaden who hears about our jobs. Why this matters to the work - A broader applicant pool strengthens our access to skilled workers across seasons and regions. - Crews with a mix of backgrounds bring practical perspectives that can improve problem-solving, communication, and safety.

Safe Crews: Harassment Prevention & Response

A safe crew starts with zero tolerance for harassment.

What is Harrassment?

We define harassment as any unwelcome conduct, comment, gesture, or contact that harms, intimidates, or offends a person, or undermines their ability to work safely and effectively. It can be verbal, physical, visual, or digital. It may be repeated behaviour or a single serious incident. In our field and office settings, this includes things like offensive jokes or slurs, threats, unwanted physical contact, intimidation or bullying, and discrimination based on protected grounds (such as race, gender, age, disability, sexual orientation, religion). It also includes sexual comments or images, and behaviour that creates an unsafe or uncomfortable crew environment—on site, in vehicles, in camps, or online. Our definition aligns with the BC Human Rights Code and provincial guidance on workplace harassment. Harassment of any kind is not acceptable at our company.

Making a Report

If something happens, reach out in the way that’s most workable for you. Options include: - Confidential phone line or hotline: [insert number] - Private online form or email: [insert link or address] - Speak directly with a designated leader trained in harassment response: [insert name/role] - External, confidential support for guidance: [insert service/contact] Once you report, we will confirm we received it—verbally or in writing—and outline next steps. We handle reports as confidentially as possible and share information only with people who need it to address the concern. Support is available throughout (for example, peer support, EAP, or counselling where available).

What to Expect

After a report is made, here’s what to expect: - Acknowledgment: We confirm receipt and give you a point of contact. - Initial safety check: We look at immediate risks and take reasonable steps to prevent further issues while we review. - Trained reviewers: HR, a safety officer, or leadership will handle the review. If there’s a conflict of interest, an alternate will be assigned. - Fact‑finding: We interview those involved and witnesses (as needed), review relevant information, and document findings. - Confidentiality and fairness: We limit information sharing and treat all parties with respect and impartiality. - Timelines: We aim to complete the review and respond within a reasonable timeframe (about 10–15 business days), recognizing complex situations may take longer. We’ll provide updates at key points. - Outcome: We inform the parties of the findings and any follow‑up measures, consistent with privacy requirements. - No retaliation: Retaliation is not permitted and will be addressed.

The Role of the Complaintant

When you bring a complaint forward, we ask that you: - Maintain confidentiality and share details only with designated contacts. - Communicate professionally; avoid rumours or side‑discussions. - Cooperate with the process by participating in interviews or fact‑finding as needed. - Act respectfully toward everyone involved throughout the review.

The Role of the Respondent

If you are named in a complaint, you are expected to: - Maintain professionalism and continue to behave respectfully at work. - Avoid retaliation or intimidation—do not pressure, threaten, or try to influence anyone involved. - Cooperate with the investigation; provide truthful information and participate when requested. - Respect confidentiality; do not discuss the complaint outside official channels.

The Role of the Company

During a harassment complaint, our responsibilities are to: - Handle the process fairly and without bias; treat all parties with respect. - Maintain confidentiality and share information only with those who need it to resolve the matter. - Prevent further exposure or escalation by taking reasonable steps to protect employees and stop any ongoing issues. - Follow a clear, timely, documented process and communicate outcomes as permitted by privacy rules. Primary point of contact for harassment concerns: - Name: [insert name] - Role: [insert role] - Phone: [insert number] - Email: [insert address] If you’re not comfortable contacting the primary person or they’re unavailable, you can reach: [insert alternate contact].

Collaborative Crew-Culture Agreement

Every crew has its own culture—and the best ones build it together.

Quick Ground Rules For Talking About This Stuff

- One person speaks at a time; listen without interrupting. - Speak from your own experience. - Assume people mean well. - Don’t name names from past seasons; maintain confidentiality within the group. - Keep it real and respectful. - Stay focused on behaviors and solutions, not personal criticism. - Be open to feedback and different perspectives. - Commit to the outcomes of the discussion and follow through in daily work.

Collaborative Culture:

We build crew culture together. We will complete the Crew-Culture Agreement at the start of the season or a new project, as part of onboarding or a safety meeting. A supervisor or crew lead will facilitate a 30–45 minute discussion so the conversation is focused and not rushed. The Crew Lead or Supervisor will transcribe during the session, then type and share a clean version within 1–2 business days. We will share it digitally and post a printed copy in a common area. We will refer to it in day-to-day operations. Main themes we heard: - Clarity and consistency about how we work together reduces stress and improves safety and productivity. - Respect is practical: focus on behaviors, solutions, and early problem-solving. - Shared responsibility: everyone contributes and follows through. - Visible documentation helps with accountability and onboarding. Specific, actionable hallmarks: - Run the agreement as a facilitated crew discussion at kickoff (30–45 minutes) and integrate it into onboarding/safety. - Capture key points live; issue a typed summary within 1–2 business days. - Share the agreement digitally and post it where everyone can see it. - Use the agreement to guide daily communication and how we address issues early. - Give feedback that targets behaviors and solutions; avoid personal criticism. - Stay open to different perspectives; commit to the outcomes and follow through. - Maintain confidentiality about personal matters; don’t name names from past seasons. Topics we will clarify in the session (to set expectations and build trust): - Personal space and privacy in shared camp areas and vehicles. - How we manage shared tools, equipment, and supplies. - How we give constructive feedback without it turning personal. - How we support new hires and anyone who’s struggling. - Balancing downtime and fun with staying focused and productive. - Expectations for music/noise and other distractions during work and rest. - Clear expectations for chores, cleanup, and shared responsibilities. - Simple ways to recognize small wins while staying professional. Why this matters: - A clear agreement helps us work safer, better, and with fewer misunderstandings. It’s a practical tool for doing our jobs well and treating each other fairly and respectfully.