Table of Contents

Company Overview ................................................................. 6

I. Schools and Locations ........................................................................... 6

II. Academic and Regulatory Structure ........................................................... 6

III. Executive Chairman .............................................................................. 8

IV. Department Leaders ............................................................................. 9

Getting Started in Your Job – Where to Obtain Information .............. 10

I. The HR and Payroll Department ............................................................. 10

II. Information Technology (IT) Services ....................................................... 11

III. Company Policies & Procedures .............................................................. 11

Logging into the Company’s SharePoint ..................................................................................... 11

Our Workplace...................................................................... 13

I. Policies .......................................................................................... 13

1) Anti-Harassment ....................................................................................................... 13

2) Conflict Resolution .................................................................................................... 15

3) Standards of Conduct ................................................................................................. 17

4) Privacy Protection ..................................................................................................... 18

5) Occupational Health and Safety .................................................................................... 19

Employment Status, Performance, Hours of Work, Leaves, Benefits, and

Other Employment Related Information .......................................... 21

I. Employment Status ............................................................................ 21

2
Employment Status Categories ............................................................................................... 21

Reinstated and Rehired Employees .......................................................................................... 22

II. Performance .................................................................................... 22

Probation Period ................................................................................................................. 22

Performance Management ..................................................................................................... 23

Compensation Review .......................................................................................................... 23

III. Hours of Work................................................................................... 24

Working Hours .................................................................................................................... 24

Overtime .......................................................................................................................... 24

Meal Period and Breaks ......................................................................................................... 24

Statutory Holidays............................................................................................................... 25

Sick Time .......................................................................................................................... 25

Vacation ........................................................................................................................... 25

IV. Leaves of Absences ............................................................................ 26

Inability to Work due to Illness or Injury ................................................................................... 26

Bereavement Leave ............................................................................................................. 27

Voting Time ....................................................................................................................... 28

Leave of Absence - Unpaid ..................................................................................................... 28

Request for a Leave of Absence .............................................................................................. 28

Emergency Leave ................................................................................................................ 28

Maternity/Parental Leave ..................................................................................................... 28

Compassionate Care Leave .................................................................................................... 29

Workers’ Compensation Disability Leave ................................................................................... 30

3
Jury Duty and Witness Duty ................................................................................................... 30

V. Group Benefits Plans........................................................................... 30

Benefit Monthly Costs .......................................................................................................... 31

Provincial Medical Services Plans ..........................................................Error! Bookmark not defined.

VI. Other Employment Benefits and Employee Relation Programs .......................... 31

Employee Tuition Reimbursement and Employee Tuition Discounts ................................................... 31

Business Travel Reimbursement .............................................................................................. 31

Long Service Award Program .................................................................................................. 32

Employee Referral Bonus Program ........................................................................................... 32

Software Discounts .............................................................................................................. 32

Perkopolis.com ................................................................................................................... 33

Computer Use....................................................................... 33

Copyright ............................................................................ 34

Glossary .............................................................................. 35

4
This handbook contains information, contacts and resources to assist you in
learning about our company.

Our mission statement is: “We Change Lives through Education, Service and
Care”

We are the largest private provider of post-secondary career education in

Canada. Our institutes offer a wide range of educational programs from art and
design diplomas to accelerated career training programs in the fields of business,
health care, education, technology and skilled trades. All of our programs follow
focused, market-driven curriculum, offer small class sizes and flexible schedules,
and are taught by instructors who possess extensive professional experience in
their fields. While the majority of programs are taught in English, Mandarin and
Cantonese are used in BC (Traditional Chinese Medicine at PCU College in BC)
and most of our programs in Quebec are taught in French (College CDI). Our
schools also offer career placement services to assist students in finding
employment after graduation.

The company was established in 1995, however our history dates back 50 years
with the founding of Reeves College. With the addition of CDI College, we have
built a post-secondary network that stretches more than 3,000 miles across
Canada. We currently operate campuses in five Canadian provinces.

It is people like you that make a difference in our students’ lives in a very
meaningful way.

Welcome to our company!

1
5
Company Overview

I. Schools and Locations

 CDI College
 Reeves College
 PCU College of Holistic Medicine
 Vancouver Career College (VaCC)
 Visual College of Art and Design (VCAD)
 Campus Support (CS)

II. Academic and Regulatory Structure

Our company has adopted compliance safeguards to ensure both legal compliance and
quality assurance. With 40 campuses across 5 Canadian provinces, we are able to
flexibly operate under a strict, albeit regionally varied, regulatory framework.

A summary of the provincial licensing and accreditation boards applicable to the

company is shown below.

6
 Province Provincial Governing Body
 Ministry of Advanced Education
British Columbia  Degree Quality Assessment Board (DQAB)
 Private Training Institutions Branch (PTIB)
Alberta  Alberta Advanced Education and Employment
 Manitoba Advanced Education and Literacy Private
Manitoba
Vocational Institutes
 Ontario Ministry of Training, Colleges and
Ontario
Universities
Quebec  Ministry of Education, Leisure and Sports

In addition, specific curriculum has been developed to meet the standards established
by several professional bodies. The involvement of these provincial boards and
professional bodies has been an important element in the development of private
education in Canada, and we have worked closely with them to develop and ensure the
quality and integrity of these accredited programs. This association has lent much
greater credibility to programs offered through private institutions, providing assurance
of quality to students that programs are on par with those offered through public
institutions.

7
III. Executive Chairman

Peter Chung, B.Sc., D.H.L., Hon. D. Ed.

Executive Chairman and Interim CEO

Peter Chung is a Vancouver based entrepreneur with over 40 years in the fields of
education, commerce, industry and real estate. He holds a B.Sc. in Mathematics and
Computer Science from UCLA. He pursued graduate studies in Business Management and
Engineering at Pepperdine and California Polytechnic State Universities. In 2003, he
received an honorary Doctorate of Humane Letters for his contribution to human
welfare. He is also a graduate of the Executive Program for Growing Companies at
Stanford Graduate School of Business and the Owner/President Management Program
at Harvard Business School. Over the years, Peter founded several businesses in Canada
and the United States and has served on the boards for numerous non-profit
organizations and charities. Recently, he established an annual scholarship through the
Vancouver Korean-Canadian Scholarship Foundation as well as the Joseph Chung
Scholarship Fund at Regent College. From 2006 to 2011, he was appointed Canada’s
Honorary Consul to Paraguay. In 2017, he was appointed Canada’s Honorary Counsel of
Myanmar.

8
IV. Department Leaders

Academics
Linda Schwartz – VP, Academic
Joe Rodrigues – National Curriculum Manager
Amanda Cabrera – Director, Compliance

Accounting & Finance

David Kwong - Interim Chief Financial Officer
Kwong Choo – VP, Finance

Business Development
Yul Kim – VP, International Relations

Human Resources
Kevin Thien - VP, Human Resources

Information Technology
Nick Khlystov - Director, Information Technology

Marketing
Melissa Davis – VP, Marketing and Communications
Konstantin Khlystov – VP, Marketing and Technology

Operations
Andre Souza – Chief Operating Officer
Peter Guerretta - VP, Operations
Joan Vojnic – Regional Director, British Columbia
Renata Maione – Regional Director, Alberta North
Tim Ogilvie – Regional Director, Alberta South
Rodney D’Souza – Associate Regional Director, Central
Mohamed Slimani – Associate Regional Director, East

Organization charts are available upon request from Human Resources.

9
Getting Started in Your Job – Where to Obtain Information
Your role is critical in fulfilling the mission of our organization. We will do our best to
help you become familiar with your job, your department and the company as you move
through your orientation and training.

In the next few weeks, you will meet many people who will provide you with the
information you need to accomplish your new responsibilities.

 Your Manager or Campus Director is a valuable source of information about policy,

procedure and practice.
 The Human Resources department is another good source of information.

I. The HR and Payroll Department

VP, Human Resources Kevin Thien 604-915-7288 x 2112
HR Business Partner, AB Farzana Habib 604-915-7288 x 2316
HR Assistant, AB Reeha Kapoor 604-915-7288 x 3444
HR Business Partner, BC & Central Annie Lei 604-915-7288 x 2337
HR Assistant, BC Brittaney Yu 604-915-7288 x 2353
HR Assistant, Central Tina Tran 604-915-7288 x 3101
HR Assistant Olivia Tong 604-915-7288 x 3462
HR Coordinator Xiaomeng Wang 604-915-7288 x 3488
HR Business Partner, East Valerie Laventure 514-849-4757 x 2263
HR Assistant, East Virginie Samson 604-915-7288 x 2211
HR Assistant, East Selma Seghiri 604-915-7288 x 3479

Manager, Payroll & Benefits Sindy Nguyen 604-915-7288 x 2139

Payroll & Benefits Administrator Karen Minhas 604-915-7288 x 2241
Payroll Administrator Alecia Cruz 604-915-7288 x 2173
Payroll Administrator Harpreet Kaur 604-915-7288 x 2213

ADP Workforce Now (ADP WFN) is your online portal to access or update key information
related to your employment with the company. Your registration code, associate ID and
registration details will be emailed to you by the Payroll department within a few days
of your start date.

The Employee Handbook provides an overview on the legislation and the company’s
policies and procedures. Please check your Provincial Employment Standards if you
require further information.

British Columbia http://www.labour.gov.bc.ca/esb/

Alberta http://humanservices.alberta.ca/working-in-alberta/1224.html
Manitoba http://www.gov.mb.ca/labour/standards/
Ontario http://www.labour.gov.on.ca/english/es/
Quebec http://www.cnesst.gouv.qc.ca/

10
II. Information Technology (IT) Services

Your supervisor will make the necessary arrangements with the Information Technology
Department (IT) to set up your computer and email accounts, telephone services, and
other software and hardware requirements.

Inquiries related to IT services can be directed to Help Desk at extension 2111 or submit
a ticket through the online Help Desk system https://helpdesk.campus-support.ca.

III. Company Policies & Procedures

The Campus Support Policies and Procedures (CSPP) is a guide that provides extensive
information on all aspects of academics, administration, admissions, finance, human
resources, and operational components of our company. The CSPP is updated on a
regular basis and the company reserves the right to change, modify or supersede any
of these policies and procedures at any time. Please contact the appropriate
department leader for answers to your questions on material contained in the CSPP.

Logging into the Company’s SharePoint

The company’s SharePoint website can be accessed at the following URL:

https://quad.campus-support.ca/default.aspx

The default home page will load:

11
The CSPP link is available on the left side margin.

Cannot Login to SharePoint Services Troubleshooting:

 Don’t know username and password: They are the same credentials when logging
into your workstation.
 Cannot find site errors: Please note that https://quad.campus-
support.ca/default.aspx is not accessible without internet access. Please make sure
you are connected to the internet.
 Your Password is expired: You cannot login to SharePoint if your Network Password
is expiring or expired. Contact your Onsite Technical Support (OTS) Person or submit
a ticket through the online Help Desk system https://helpdesk.campus-support.ca.
 Browser errors, browser security, security software, add-ins, and other browser
plugins can prevent you from entering our site. Contact your OTS or submit a ticket.

12
Our Workplace

I. Policies

The five policies below set a foundation for our workplace culture and environment.

1. Anti-Harassment
2. Conflict Resolution
3. Standards of Conduct
4. Privacy Protection
5. Occupational Health and Safety

Please read each policy thoroughly and discuss with your Manager or Campus Director
as needed.

1) Anti-Harassment

Ensure you read the complete Anti-Bullying/Anti-Harassment Policy and Procedure as

you will be required to sign the release form at the end of this document.

Anti-Harassment
Policy

It is also available on the CSPP and can be found at:

Section: 1000 - Human Resources and Training
Policy Title: WI 1009 - Anti-Harassment Policy and Procedure

13
Provincial Matrix of Human Rights Legislation

The matrix below indicates the Prohibited Grounds of Discrimination in each of the
provinces in which we currently operate.

Prohibited Ground BC AB MB ON QC
Race or Colour     

Religion     

Physical or Mental Disability     

Dependence on Alcohol or Drugs     

Age     

Sex (includes Pregnancy and childbirth)     

Marital Status     

Family Status     

Sexual Orientation     

Gender Identity and Expression     

National or Ethnic Origin (including     

linguistic background)
    
Ancestry or Place or Origin
    
Language
    
Social Condition or Origin
    
Source of Income
    
Assignment, attachment or seize of pay
    
Based on Association
    
Political Belief
Record of Criminal Conviction     

Pardoned Conviction     

14
2) Conflict Resolution

The company is committed to promoting a positive and productive working

environment. Conflict exists in many organizations and may arise from a healthy
exchange of ideas and creativity, however, counter-productive conflict can result in
employee dissatisfaction and escalate to a hostile work environment.

The company provides a fair and consistent process for dealing with conflict.

Process for Resolving Concerns or Complaints:

All employees are strongly encouraged to discuss concerns or complaints with their
Manager or Campus Director who will work with all parties involved to mediate the
dispute or complaint in their department or Campus location. The Manager or Campus
Director can determine the best process to follow based on the CSPP in order to achieve
a speedy and satisfactory resolution.

All formal complaints must be received in writing. All communication surrounding the
concern or complaint will be treated with confidentiality and discretion, and will be
investigated as quickly as possible to determine the appropriate course of action.
Management will make every effort to resolve the issue in a fair and equitable manner
with all parties concerned within 20 working days.

If the complaint is not satisfactorily resolved with your immediate Manager or Campus
Director, employees are advised to escalate their concern to their next level of
management or the Human Resources department.

Complaints or concerns that are not resolved within 20 working days will be forwarded
to the VP, Human Resources.

15
 First Line Contact Procedure
1. Receives a written complaint that is
Manager signed and dated from the employee.
or 2. Employees are encouraged to file a
Campus Director written report as soon as possible
after the incident. If the employee
chooses not to file an incident report
and verbal complaints against the
same alleged individual continue, the
Campus Director may decide to start a
confidential and informal file.
Additional and/or 2nd Level Contact: 1) Meets or discusses the incident with
Human Resources the Campus Director and provides
advice and/or resources to
successfully mediate the complaint.
2) The HR department will provide
advice and additional provincial
resources for a successful resolution.

Additional Information
Section: 0003 Compliance
Policy Title: WI 003b - Integrity and Ethical Practice
Section: 0630 - Student Conduct
Policy Title: WI 635 - Student Conduct - Dispute Resolution Policy

16
3) Standards of Conduct

The company encourages a standard of conduct that promotes efficiency, productivity

and cooperation among employees. Conduct that is not permitted may lead to
disciplinary action, up to and including immediate termination of employment. Conduct
that is not permitted includes but is not limited to the following behaviours;

1. Falsification of or making a material omission on forms, records or reports,

including time cards, application materials, or student records.
2. Dishonesty;
3. Actual or threatened physical violence;
4. Sexual, racial or other forms of harassment and discrimination. The method of
delivery, be it verbal, written or posted on a social networking site (e.g. Facebook,
twitter, Google+) and/or any combination of delivery methods does not exempt
an individual of responsibility for their comments or actions;
5. Violating health and safety rules or practices, or engaging in conduct that creates
a health and safety hazard;
6. Initiating and/or participating in inappropriate non work-related activities during
working hours and/or on company premises, including but not limited to:
gambling, accessing and/or viewing of pornographic, violence oriented, gambling
or other materials, whether in print or online format;
7. Unsatisfactory levels of performance;
8. Excessive absenteeism, tardiness, and/or failing to notify your supervisor
regarding absence;
9. Close personal relationship or fraternization with students, outside of the
appropriate business contact expected within the school or at school sponsored or
sanctioned events;
10. Accepting gifts of more than a token value from students;
11. Possessing or bringing onto company property dangerous or unauthorized
materials, such as firearms, other weapons, explosives, or other similar items;
12. Insubordination such as refusing to perform tasks assigned by a supervisor except
if the task assigned poses a safety risk, or other disrespectful or improper conduct
toward a supervisor such as displaying intentionally contemptuous behaviour or
attitude;
13. Theft or unauthorized possession or removal of property or other materials from
the company, fellow employees, students, or anyone on company property;
14. Misuse, destruction or damage of property belonging to the company, fellow
employees, students or visitors;

17
 15. Disclosing trade secrets or confidential information regarding the company, its
students or its employees; and
16. Using, possessing, distributing, selling or being under the influence of any
controlled substance or alcoholic beverage while representing the company
and/or on company premises, or while operating a vehicle or potentially
dangerous equipment leased or owned by the company.

4) Privacy Protection

The company takes appropriate measures to protect confidential information.

Confidential information in accordance to all provincial and federal legislation refers
to the following:

 The nonpublic personal information covered under the Provincial and Federal
privacy acts
 Student records information covered under the Provincial and Federal privacy acts
 Proprietary and confidential corporate information.

The legislation affects the way faculty and employees deal with such students’ records
as exams, grades, evaluations, appeals, etc. Legislation also requires institutions to
establish policies and procedures for retention and disposal of files.

The definition of personal information includes information such as:

Name, address, phone number, race, origin, colour, political or religious beliefs, age,
sex, sexual orientation, marital or family status and any identifying number, symbol or
other particulars assigned to an individual. It also includes genetic information such as
fingerprints or blood type, and personal history regarding health, education, finances,
criminal records or employment. And finally, it includes anyone else’s opinion about
the individual and the individual’s personal views or opinions, unless they are about
someone else.

Exercise caution when sending sensitive information over the internet. Do not transmit
confidential or proprietary information to third parties without management approval.
Use encrypted communications to transmit confidential information. Do not post
company material to web servers viewable by the general public without your
supervisor’s approval.

 Do not change, copy, delete, or otherwise access files or software without

permission of the custodian of the files or the system administrator.

18
 Do not distribute copyrighted proprietary material without written consent.
 Do not violate copyright or patent laws.
 Copyrighted works include but are not limited to: documents, graphics, sounds,
video, and software on company computer systems or from the Internet.
 Backup all important, confidential, or proprietary information to a network folder.
Information stored on your local desktop computer is not backed up. Maintenance
and back up are performed on network folders daily.

Additional Information
Policy Title: WI 610 - Copyrighted Materials and Intellectual Property
Policy Title: WI 1704 - Information Protection

5) Occupational Health and Safety

Health and Safety Policy

The company is committed to making its workplace a healthy and safe environment. To
achieve this, the company will establish and maintain an occupational health and safety
program designed to prevent injuries and disease. The company is responsible for
providing employees with adequate instruction in health and safety and for addressing
unsafe situations in a timely and effective manner. All employees and service
contractors are required to work safely and know and follow company guidelines for
safe work procedures.

Employer’s responsibilities include:

 Establishing a health and safety program
 Conducting an annual review
 Training Supervisors
 Providing a safe and healthy work environment

Management responsibilities include:

 Providing a health and safety orientation to new workers
 Providing ongoing training to workers
 Taking part in inspections and investigations
 Reporting any safety or health hazards
 Correcting unsafe acts and conditions

Employees’ responsibilities include:

 Learning and following safe work procedures

19
 Correcting hazards or reporting them to supervisors
 Participating in inspections and investigations where appropriate
 Using personal protective equipment where required
 Helping to create a safe workplace by recommending ways to improve the health
and safety program

Anti-Substance Abuse Policy

The company will not tolerate employees or contractors who report for duty while
impaired by use of alcoholic beverages or drugs. Employees will be sent home and
disciplinary action will be forthcoming.

No employee or contractor is allowed to consume, possess, sell, transfer, purchase, or

produce any alcoholic beverages on any property or vehicle owned or leased on behalf
of the company. No employee or contractor may consume, possess, sell, transfer,
purchase or produce any drug or other controlled substance that may alter an
individual’s mental or physical capacity while at work. Exceptions are aspirin or
ibuprofen based products and legal drugs that have been prescribed specifically to that
employee, which are being used in the manner prescribed. Recreational use of drugs
including cannabis will not be tolerated during the work day including working hours
and meal breaks. In cases of drug use for medical purposes, the employee has an
obligation to inform and provide their immediate supervisor(s) applicable medical
documents from their doctor prior to consuming it at the workplace.

All employees should report evidence of alcohol or drug abuse to the Campus
Director/Coordinator/Dean or Manager immediately. In cases where the use of alcohol
or drugs poses an imminent threat to the safety of persons or property, an employee
must report the violation. Failure to do so may result in disciplinary action for the non-
reporting employee.

Discipline: The company reserves the right to send the employee home provided that
the employee is visibly impaired, may cause a safety concern to others, and/or is unable
to perform their work to the extent required. Safety is our priority and we want to
ensure our company continues to be a safe place to work and study for both employees
and students. Employees and contractors who violate the anti-substance abuse policy
will be subject to disciplinary action, up to and including termination.

20
Clean Air and Smoking

The company is committed to supporting an environment of wellness and maintaining

healthy lifestyles. To maintain and increase the quality of indoor air for staff and
students, smoking, including smoking or vaping cannabis, is not permitted inside any
building on campus or Campus Support Centre. While people often smoke outside
building entrance ways, we ask that people stay approximately six (6) meters away
from front entrances.

Emergency Preparedness Procedures

The safety of students and staff at the campuses is a major concern for the company.
It is therefore our policy to:

 Protect the safety of all students and staff against unsafe conditions and
occupational hazards;
 Carry out continuing effective safety programs in line with company operations;
 Comply with all relevant statutes, regulations and standards of regulatory
authorities representing occupational health and safety.

Additional Information

Policy Title: WI 002 - Health and Safety Policy

Employment Status, Performance, Hours of Work, Leaves, Benefits, and

Other Employment Related Information

I. Employment Status

Employment Status Categories

In the opening paragraph of your offer of employment letter you will see that your
employment has been categorized. There are two employment categories: (1) ongoing
or (2) fixed-term.

Each category is further defined by how work is scheduled: full-time, part-time, or

casual. Full-time work is defined as 40 hours per week. Part-time work is less than forty
(<40) hours per week; the hours may vary, and there is no guaranteed number of hours
or a guaranteed work schedule for part-time employees. Casual work means the
employee is scheduled to work from time-to-time on an as-needed basis.

21
 And lastly employment is defined by your pay structure: hourly paid or salary paid.

Here are three typical examples of employment status:

1. Ann is an ongoing, full-time, salaried employee. This means Ann has no specified
end date to her employment with the company, she is scheduled to work 40
hours per week, and she is paid an annual salary spread over 24 semi-monthly
pay dates per calendar year.
2. Bob is a fixed-term, part-time, hourly employee. This means Bob has a defined
end date to his employment. He knows the term of his employment as it is
specified in his employment letter. Bob works less than 40 hours per week, and
he is paid the hourly rate of pay specified in his employment letter. He also
receives his pay on a semi-monthly basis.
3. Cathy is an ongoing, casual, hourly employee. This means Cathy has no specified
end date to her employment with the company. She will be scheduled to work
on an as needed basis, for example, as a substitute instructor. Cathy is paid the
hourly rate of pay specified in her Employment Agreement.

Reinstated and Rehired Employees

Reinstated employees are former employees who return to work with the company
within thirty (30) calendar days of their separation date. Benefits accrue as if there
were no lapse in continuous service, provided the employee meets the benefits
eligibility requirements.

Rehired employees are former company employees who return to work with the
company more than thirty (30) calendar days after their separation date. Benefit
eligibility becomes the same as a new hire.

Whether a former employee is rehired to fill an opening will depend upon that former
employee’s application, job-related qualifications, hours of availability, and applicable
testing and/or interview results.

II. Performance

Probation Period

New and rehired employees are normally evaluated after the first three (3) months of
employment. During this three (3) months’ probation period, both you and the company
will be evaluating your performance, ability, compatibility and interest in the job. The

22
date of the evaluation may be extended at the company’s sole and absolute discretion,
if it is deemed by management that such an extension is necessary or appropriate. At
any time during the first three (3) months of employment, either you or the company
can terminate the employment relationship with or without cause and with or without
advance notice.

Performance Management

The term performance management includes a number of managed activities to ensure

that the organizational business goals and results are consistently being achieved in an
effective and efficient manner.

The benefits of a performance management process are that:

 It establishes a common understanding of goals and priorities of the company;

 It links the employees’ individual performance to the performance of the company.

The purpose of a performance review is to advance professional development, career

planning and job satisfaction.

Performance reviews are held at the end of the employee’s probationary period. An
annual performance review must be completed on each employee (except Assistant
Director of Admissions as their evaluation forms a separate process) between October
and December. Quarterly reviews and mid-year reviews are highly recommended but
not mandatory.

Compensation Review

The company will conduct annual compensation reviews for all employees with the
exception of Assistant Director of Admissions and an increase, if any, will be impacted
by your performance against goals, internal and external pay equity considerations, and
the company’s ability to pay.

Assistant Director of Admissions have a periodic salary review process that may include
compensation adjustments. Details are outlined in the Assistant Director of Admissions
compensation plan.

23
III. Hours of Work

Working Hours

Various factors, such as workloads, operational efficiency and staffing needs, may
require variations in your work schedule. The company reserves the right to assign you
to jobs other than your usual assignments, when required. It is important to enter the
hours on the day they are worked for Government records such as EI and tax
remittances. All hours must be entered by the due dates and the timecards will be
locked the following day at noon (PST). The due dates are listed on the payroll schedule
found on the Home Page of WFN. It is recommended that employees enter their hours
on a daily or weekly basis.

In addition, you may, when necessary, be requested to work overtime or hours other
than those normally scheduled. On these occasions, you will be provided with as much
advance notice as possible, the overtime will be approved in advance, and the company
will comply with all overtime provisions set out in applicable legislation.

Overtime

The company pays for overtime hours worked in accordance with all legal requirements.
For the purpose of overtime eligibility, the company defines positions as management
and non-management; The management classification refers to employees in
management, supervisory and professional level positions as defined by the applicable
provincial Employment Standards legislation, and are not entitled to overtime pay.
Employees in non-management positions qualify for overtime pay in compliance with
provisions of provincial laws governing overtime pay. Questions concerning the payment
of overtime compensation should be directed to your Manager or the Payroll
Department.

All overtime work performed by non-management employees must be authorized in

advance and in writing by their Manager. Non-management employees may not schedule
or work overtime hours without their Manager’s knowledge and permission.

Meal Period and Breaks

The length of meal periods and the scheduling of breaks vary throughout the company
and depend upon the work requirements at individual locations. Meal periods and
breaks will be provided in compliance with applicable legislation. See your Manager for
details regarding your work schedule, meal periods and break schedule.

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Statutory Holidays

Statutory holidays are defined by provincial legislation. A list of statutory holidays by

province is located on CSPP:

1000 - Human Resources and Training

WI 1007 – Vacation, Unpaid Leave, Paid Sick Time and Statutory Holidays

Sick Time

The Company provides employees a maximum of four (4) paid sick days per year. To be
eligible for paid sick time, employees must have on-going status and work full-time
hours (40 hours/week) and have completed twelve months of continuous employment
with the Company.

The full policy is available on CSPP:

1000 – Human Resources and Training

WI 1007 – Vacation, Unpaid Leave, Paid Sick Time and Statutory Holidays

Vacation

Vacations are meant to be periods of rest and relaxation away from work without loss
of pay or benefits.

Your vacation year is defined as the calendar year.

Salaried employees are eligible to accrue paid vacation time based on continuous length
of service with the company as per the below.

Director Level and Above All Other Employees

Years of Service Paid Days Per Year Years of Service Paid Days Per Year
0 to 3 Years 15 0 to 3 Years 10
3+ years 20 3+ years 15

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Hourly employees are eligible to earn vacation pay per pay period based on continuous
length of service with the company as per the below. Hourly paid employees do not
receive pay during their scheduled vacation time.

All Employees
Accrual
Years of Service
Percentage
0 to 5 Years 4%
5+ years 6%

Additional point for the Province of Quebec - Hourly paid employees in Quebec are paid
vacation pay when their vacation time is taken.

Vacation requests should be made a minimum of two weeks prior to any vacation being
taken with alternate dates provided in the event that your request conflicts with other
requests. The requests should be submitted through WFN, which will automatically be
sent to their Managers for approval. The company will make every effort to
accommodate all requests. Note that peak work times for our company are July 15 to
September 15 making it difficult to accommodate vacation requests during this time.
The company requires that you use at minimum the amount of vacation regulated by
provincial employment standards each year. Deferred and/or carried over vacation
must be pre-approved by your Manager and is kept to a maximum of five (5) days. The
company reserves the right to assign mandatory vacation leave to employees.

While an employee is on a leave of absence, for any reason, paid vacation hours will
not continue to accrue, since employees earn vacation pay as they earn wages. Paid
vacation accruals will recommence after the employee returns to work.

IV. Leaves of Absences

Inability to Work due to Illness or Injury

Employees who are unable to perform their regular duties and who are under medical
care may apply for Government regulated medical employment insurance and, if
eligible, may apply for long-term disability coverage through the health care benefit
plan.

The company may require, at its sole discretion, of any employee who is injured or ill
and absent for more than three (3) consecutive working days, a certificate from a

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qualified medical practitioner verifying the validity of the absence and projected date
of return.

The company may also require that the employee report for an independent medical
evaluation for the purpose of determining the employee’s ability to fulfill the
requirements of their position and prognosis for their return to work. In such instances,
the employee will be ineligible to return to work until the employee has provided a
satisfactory physician’s statement.

Bereavement Leave

In the event of the death of an immediate family member, employees regularly

scheduled to work at least 30 hours per week (20 hours per week for instructors) may
receive a paid leave up to three (3) days to attend the funeral, provided these days are
regularly scheduled work days. Additional days may be used from accrued vacation
time, with the approval of the employee’s Manager.

Employees who work less than 30 hours per week (20 hours per week for instructors),
may take up to three (3) days off without pay to attend the funeral of an immediate
family member.

Immediate family is defined as current spouse or same sex partner, parent (natural or
step), sibling, child (natural or step), grandparent (natural or step) and grandchild
(natural or step) of the employee, spouse or same sex partner.

The allotted days off do not have to be consecutive. Bereavement leave must be taken
between the day of the death and seven (7) calendar days of the funeral unless
otherwise approved by the Supervisor.

Additional time (paid or unpaid) beyond the bereavement leave provisions in this policy
may be granted upon consideration of the applicable jurisdiction’s Employment
Standards legislation, funeral location, cultural expectations, rituals, ceremonies and
other pertinent factors. Absences not covered by the paid bereavement leave provisions
are accommodated by use of available vacation time and/or unpaid leave.

If the death of an immediate family member occurs during an employee’s vacation, the
employee will be granted bereavement leave with pay and the vacation credits will be
restored.

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Voting Time

In accordance with the Canada Elections Act the company allows up to three (3) hours
off for voting (or more, if required by provincial or local law), with pay, if you do not
have sufficient time outside your working hours within which to vote. To receive time
off for voting, you must notify your supervisor at least two working days prior to the
Election Day.

Leave of Absence - Unpaid

Various unpaid leaves of absence may be granted, at the discretion of the company, to
employees. Employee benefits may be continued uninterrupted during an unpaid leave
of absence provided the employee pays premium payments that would normally be due
and the insurance provider agrees to offer the coverage.

Request for a Leave of Absence

To request a leave of absence other than an emergency leave, an employee must submit
a request in writing to their Manager and all required approvals must be obtained. The
employee’s request will be evaluated by their Manager and if the employee has group
health benefits the Manager, Payroll and Benefits must be consulted regarding the
process to continue benefit coverage during the leave of absence. In the case of
foreseeable events, an employee should provide at least thirty (30) days’ advance
notice of the need for a leave of absence.

Emergency Leave

For emergency leave requests, the employee must notify their Manager prior to the
leave if possible. If this is not possible then immediately after they are aware of the
need for the leave.

The leave must be entered into the employee’s timecards and submitted for their
Manager’s approval. In the case of extended emergency leaves for employees with
group health benefits coverage the Manager, Payroll and Benefits must be consulted
regarding the process to continue benefit coverage during the leave of absence.

Maternity/Parental Leave

The company complies with all statutory rights and requirements, and is committed to
providing employees with the opportunity to plan and take maternity, parental and

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adoption leaves when required, and subsequently return to their responsibilities with
the company. It is the responsibility of the employee to work closely and cooperatively
with the company regarding maternity, parental and adoption leaves. This includes
providing as much advance notice as possible of the intention to take a leave, the
planned start date for the leave, the duration of the leave and plans for return after
the leave. This will allow the company to be proactive in arranging for someone to
arrive on a timely basis to be trained, who will then fulfill the position responsibilities
until the employee returns from leave.

Employees who take a maternity, parental or adoption leave will be returned to their
same or similar position, at the same wage, benefits and years of service (length of
service continues to accrue while on the leave), upon their return to work, unless there
has been a workforce reduction or organizational restructuring during the employee’s
leave.

For full details regarding eligibility for maternity and/or parental leaves, contact the
Human Resources Department.

Compassionate Care Leave

The company understands that employees faced with a serious family illness are under
considerable stress. Employees are entitled to an unpaid leave as described in the
applicable jurisdiction’s Employment Standards Act to care for a terminally ill family
member if they provide a certificate, from a certified medical practitioner, stating that
the family member has a serious medical condition with a significant risk of death. The
eligibility for the leave, length of the leave, how the leave can be taken, and required
documentation are described in the applicable jurisdiction’s Employment Standards
Act.

Employees may be entitled to benefits through Service Canada. For more information
on eligibility and benefits, please contact Service Canada. Their job position is
guaranteed upon their return, unless there has been a workforce reduction or
organizational restructuring during the employee’s leave.

The definition of an “immediate family” member is as defined by Employment

Standards of the province the employee is working in. In essence, it refers to the
following: “spouse (including common law and same gender spouse), child, parent,
guardian, sibling, grandchild or the grandparent of an employee and any person who
lives with an employee as a member of the employee’s family”.

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Workers’ Compensation Disability Leave

The company will grant a Workers’ Compensation disability leave to employees with
occupational illnesses or injuries in accordance with provincial and federal laws. The
employee may receive compensation for loss of earnings from Workers’ Compensation
Insurance. The company will also try to reasonably accommodate such employees with
modified work. Employees must report all accidents, injuries and illnesses, no matter
how small, to their immediate supervisor. All appropriate required documentation and
forms must be completed and provided.

Jury Duty and Witness Duty

If you are selected for jury duty or summoned as a witness, you are required to notify
your Manager immediately so that any necessary arrangements can be made while you
are absent. Leave for jury or witness duty is an unpaid leave.

Documentation from the court supporting the requirement to attend must be submitted
to your supervisor. You are expected to report for work on any day or part of a day that
you are excused by the court. You should check with your supervisor by telephone when
in doubt about returning for a remainder of a workday.

V. Group Benefits Plans

It is mandatory for on-going employees who work 30 hours or more per week on a regular
basis to participate in the benefits plan after three (3) months of continuous
employment.

Eligible employees have two coverage options to consider: Plan A (Basic) or Plan B
(Enhanced). Coverage consists of the following benefits:

 Extended Health and Dental

 Basic Life Insurance
 Dependent Life Insurance
 Accidental Death and Dismemberment
 Long Term Disability
 Employee and Family Assistance Program

All benefits are mandatory with the exception of Extended Health and Dental which
may be waived with proof of alternate coverage.

30
Eligible employees will receive additional information along with an enrolment form
prior to their three-month anniversary date.

Benefit Monthly Costs

Employee costs are deducted over two pay periods in each month, 50% in each pay
period.

VI. Other Employment Benefits and Employee Relation Programs

Employee Tuition Reimbursement and Employee Tuition Discounts

Two programs are available:

 Employee and Family discount on Career College Tuition Program;

 Employee Tuition Reimbursement Program (External Courses).

Please note you can find further information (policies and application forms) on CSPP:

Policy Title: WI 1004 – Employee Tuition Reimbursement and Employee Tuition Discounts

Business Travel Reimbursement

Employees will be reimbursed for all reasonable traveling and other expenses incurred
in connection with the performance of job duties. The company expects that employees
will balance cost with time, appropriate level of service and cleanliness when making
travel and accommodation arrangements.

You will be reimbursed at $0.40 per kilometer for use of your own vehicle on company
related matters. This rate will be reviewed and adjusted periodically.

You will be reimbursed to a maximum of $40.00 per day for food and non-alcoholic
beverages while on business related travel.

For all expenses, you shall be required to keep proper accounts and provide statements
and vouchers to the Accounts Payable team within (30) days after the date the expenses
are incurred. Approved expenses by your manager will be reimbursed within a
reasonable time frame.

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Additional Information

Section: 0320 - Financial

Policy Title: WI 345 - Expense Reimbursement Process

Long Service Award Program

The company celebrates and commemorates the long-term commitment and loyalty of
employees who have achieved significant milestone years of service. On their milestone
anniversary year, eligible employees will receive a congratulatory email and will be
able to select a gift to mark this important occasion. The first milestone anniversary
marks the employee’s first 10 years of employment with the company and in five year
increments thereafter. All employees who are recognized under the Long Service Award
program will be honored during an event within each region once a year, as determined
by the Regional Executive.

Additional Information

Section: 1000 - Human Resources

Policy Title: WI 1013 - Long Service Award Program

Employee Referral Bonus Program

The company is proud of the quality of its employees and values them as a key resource
for identifying other competent, passionate and like-minded employees. To encourage
and reward the recruiting and endorsement efforts of employees, the company is
pleased to offer an incentive to employees whose referrals are hired, in accordance
with the program details outlined below.

Additional Information

Section: 1000 - Human Resources

Policy Title: WI 1015 - Employee Referral Bonus Program

Software Discounts

Microsoft Office (Both PC and Mac versions available): http://hup.microsoft.com/

Adobe Creative Cloud: https://campus-support.onthehub.com

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Perkopolis

Perkopolis is Canada’s leading provider of fully managed perk programs. Employees can
register for an account using their company email to access exclusive, high value offers,
rewards and benefits. A bilingual concierge team is available via telephone, and email
to address any questions and manage all requests, 6 days a week.

Computer Use

Employees are responsible for the appropriate use of company computers and for taking
reasonable precautions to secure the information and equipment entrusted to them.
Employees must adhere to the computer usage requirements as governed by the policies
and procedures described in the CSPP. The purpose of company policies on appropriate
computer use is to prescribe reasonable methods for protecting company assets while
supporting efficient business operations. All related agreements must be signed and
dated as a condition of employment.

1. Employees should have no expectation of privacy for computer files and

communications on company workstations.
2. All computer files (including e-mail), documents, software programs, passwords,
accounting information, printouts, or other computing material created or stored
on company computer systems are subject to review and inspection at any time,
and should be considered property of the company.

33
 3. Consider anything sent to an email recipient as a permanent record. It can, at
some future date, be taken out of context and used against you and the
company.
4. All communications on the Internet such as posting to forums, newsgroups, or
blogs should be considered a permanent record, and can be edited and
retransmitted. It can, at some future date, be taken out of context and used
against you and the company

Additional Information

Section: 1700 - Information Technology

Copyright

The company complies with the copyright laws as applied to private educational
institutions. The use of and/or photocopying of copyrighted material in violation of the
copyright laws by faculty, instructors, students, alumni and staff is prohibited. Faculty
and instructors are required to instruct students in the proper use of licensed materials
in their works. This standard applies to print, software, audio and video materials.

Each school shall respect the copyrights held by third parties in any materials copied
for either personal or instructional use. It is consequently against policy to copy or
reproduce or otherwise use any copyrighted material unless such use is within the scope
of fair use, or permission has been obtained from the copyright owner.

The company has signed an agreement with Access© Copyright, the Canadian Copyright
Licensing Agency, (formerly known as CanCopy), covering most forms of print
reproduction at the College. To reduce the risk of copyright infringement, please check
with the company’s policy and procedure before reproducing work or if you are in doubt
of copyright infringement.

Additional Information

Section: 600 - Education

Policy Title: WI 610 - Copyrighted Materials and Intellectual Property

34
Glossary

Human Resources & Payroll

On-going Employee A full or part-time employee who is paid on either an hourly

or salaried basis and for an indefinite period of time

Fixed-Term Employee A full or part time employee who is paid on either an hourly
or salaried bases and who is employed for a fixed term or
period of time.

Independent A self-employed individual with specific expertise and skills

Contractor and who provides products and/or services for a specific or
fixed period of time. Every contractor is required to provide
both professional credentials and proof of business
documentation. The business documentation is to comply
with Canada Revenue Agency and accounting criteria.

Anniversary Date Is effective 12 months from the date of hire and annually
thereafter

FTE Full time Equivalent

LOA Leave of Absence granted for various reasons

ATS Applicant Tracking System – Online Recruiting system.

ADP WFN ADP Workforce Now - Online portal to access or update key
information related to your employment with the company

ADMISSIONS

DOA Director of Admissions

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ADOA Assistant Director of Admissions

Enrolment A student who has signed the enrolment agreement and

documents including choice of program, start date and paid a
registration fee

Conversion rate The number of enrolments as a percentage of the number of

inquiries.

Start/Start date A person who attends school (CDI, VaCC, Reeves, PCU, VCAD)
for at least one full day on their start date

Referral A person who has indicated they heard about CDI, VaCC,
Reeves, PCU, VCAD from another person, most often another
student

Show Rate/Start Rate The number of people who started their programs as a
percentage of the number of people enrolled and scheduled
to start programs. Usually measured on a monthly basis.

SME A person who enrolls and starts in the same month (Same
Month Enrolment)

Start value/NCTV The net contract value of a student who has started their
program

Stay A student who attends school for a minimum period of 60

consecutive calendar days

ADMINISTRATION

FA/SFP Financial Administrator/Student Financial Planner whose

responsibility is to record all activity with respect to student
transactions

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EDUCATION

DOE Director of Education

Program A combination of modules/courses leading to a Ministry

approved diploma in a recognized career or occupation

Module/Course A singular topic of training such as MS Word or Anatomy which

includes an exam and/or project as a means of assessment

Attendance A record of being in class; students need to meet a % of

attendance rate. Check with your Campus Director for more
information

Student Population Total number of students in a campus

Practicum Work experience portion of a program

Attrition Number of students who do not complete the program that

they registered for

Drop Another term for students who do not complete the program
that they registered for

Incomplete A student who has used up their entire contractual period and
revenue but has not completed their program and is no longer
attending

Quit A student who withdraws from their program

Graduate A student who has completed all requirements of a program

based on curriculum requirements

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EMPLOYMENT SERVICES

ES Employment Specialist who trains and supports students and

graduates in their job search

PC Practicum Coordinator who supports & helps students obtain

a practicum position

Hires/Placements A graduate who is working in an occupation related to their

training

Confirmed hires Graduates who have worked for more than a period of four
weeks related to their registered program and whose
employment has been confirmed by their employers

Hire Rate/Placement The number of confirmed hires a percentage of total

Rate graduates

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