Policies

Respectful Conduct Policy
Statement of Respectful Conduct
Return Policy
Shipping Policy

Respectful Conduct Policy

Background and Purpose

The Wise Guys Charity Fund Board of Directors is committed to maintaining a respectful, safe, and welcoming environment.

This Policy outlines a process to address harassment and/or violence complaints in a manner that is sensitive and fair.   Discrimination, harassment, and violence are considered egregious forms of misconduct.  We are committed to adherence of the values of respect, dignity, and professionalism.  We are committed to fostering an environment that is free from acts of discrimination, harassment, and/or violence.

This Policy applies to the Board of Directors, Volunteers, and/or individuals engaged on behalf of the Wise Guys Charity Fund.

Definitions

Harassment” means a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome.

Single acts of sufficient severity may also constitute harassment. “Harassment” includes “Human Rights Harassment,” “Human Rights Discrimination,” “Personal Harassment,” “Psychological Harassment,” “Sexual Harassment,” and “Workplace Harassment” as defined below.

Human Rights Harassment” means engaging in a course of vexatious comment or conduct that is known to be or ought reasonably to be known to be unwelcome to an individual or group, based on the protected grounds in Ontario Human Rights Code. The protected grounds include:

  • race, colour, ancestry, citizenship, ethnic origin, or place of origin
  • creed, religion
  • age
  • sex
  • gender identity and gender expression
  • sexual orientation
  • family, marital (including same-sex partnership) status
  • disability or perceived disability
  • a record of offences for which a pardon has been granted under the federal Criminal Records Act and has not been revoked or an offence in respect of any provincial enactment

Human Rights Discrimination” means differential treatment of an individual or group which is based on a protected ground in the Ontario Human Rights Code and which has an adverse impact on them.

“Psychological Harassment/Bullying” means any vexatious behaviour in the form of repeated and hostile or unwanted conduct, comments, actions or gestures, that affects an individual’s dignity or psychological or physical integrity and that results in a harmful work or learning environment for the individual. Psychological harassment can take many forms.

Psychological/bullying may have some or all of the following components:

  • it is generally repetitive, although a single serious incident may constitute workplace harassment if it undermines the recipient’s psychological or physical integrity and has a lasting harmful effect
  • it is hostile, abusive, or inappropriate
  • it affects the person’s dignity or psychological integrity
  • it results in a poisoned work environment
  • it may be insulting, hurtful, hostile, vindictive, cruel, or malicious in nature
  • it may undermine, disrupt, or negatively impact one’s ability to do their job
  • it need not be intentional or deliberate

In addition, behaviour that intimidates, isolates, or discriminates against the recipient may also be included.

Some examples of psychological harassment/bullying include:

  • verbally abusive behaviour such as yelling, insults, ridicule, and name calling, including remarks, jokes, or innuendoes that demean, ridicule, intimidate, or offend
  • workplace pranks, vandalism, bullying, and hazing
  • gossiping or spreading malicious rumours
  • excluding or ignoring someone, including persistent exclusion of a particular person from work-related social gatherings
  • undermining someone else’s efforts by setting impossible goals with short deadlines and deliberately withholding information that would enable a person to do his or her job
  • humiliating someone
  • sabotaging someone else’s work
  • displaying or circulating offensive pictures or materials
  • offensive or intimidating phone calls or e-mails
  • making false allegations about someone in memos or other work-related documents

“Sexual Harassment” and/or “Workplace Sexual Harassment” is deemed to include, but is not restricted to:

  • engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity, or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or
  • making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant, or deny a benefit or advance to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

Sexual harassment includes conduct or comments of a sexual nature that the recipient does not welcome or that offend him or her. It also includes negative or inappropriate conduct or comments that are not necessarily sexual in nature, but which are directed at an individual because of his or her gender.

Both men and women can be victims of harassment and someone of the same or opposite sex can harass someone else.

Some examples of sexual harassment include:

  • sexual advances or demands that the recipient does not welcome or want
  • threats, punishment, or denial of a benefit for refusing a sexual advance
  • offering a benefit in exchange for a sexual favour
  • leering (persistent sexual staring)
  • displaying sexually offensive material such as posters, pictures, calendars, cartoons, screen savers, pornographic or erotic Web sites, or other electronic material
  • distributing sexually explicit e-mail messages or attachments such as pictures or video files
  • sexually suggestive or obscene comments or gestures
  • unwelcome remarks, jokes, innuendoes, propositions, or taunting about a person’s body, clothing, or sex
  • demanding hugs
  • unwelcome remarks about a person’s physical appearance
  • bragging about sexual ability
  • using rude or insulting language or making comments that stereotype girls, women, boys, or men
  • asking for a date and not taking “no” for an answer
  • persistent, unwanted attention after a consensual relationship ends
  • physical contact of a sexual nature such as touching or caressing
  • unnecessary touching or patting
  • sexual assault

Workplace Violence” is defined by the provisions of the Occupational Health and Safety Act as:

  • the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker
  • an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker
  • a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Workplace Violence” is defined broadly enough to include acts that may be considered criminal. Workplace Violence includes:

  • physically threatening behaviour such as shaking a fist at someone, finger pointing, destroying property, throwing objects
  • verbal or written threats to physically attack a worker
  • leaving threatening notes or sending threatening e-mails
  • wielding a weapon at work
  • intimidation
  • physical restraint or confinement
  • dangerous or threatening horseplay
  • blatant or intentional disregard for the safety or wellbeing of others
  • stalking someone
  • physically aggressive behaviour, including hitting, shoving, standing excessively close to someone in an aggressive manner, pushing, kicking, throwing an object at someone, physically restraining someone, or any other form of physical or sexual assault

Preventing Harassment and Violence and Addressing Complaints

While the provisions of the Occupational Health and Safety Act only afford protections to those individuals defined by the legislation as “workers”, we are committed to an environment for our Volunteers that is free from harassment and violence.

Our “workplace” for the purpose of this Policy shall include any Wise Guys Charity Fund meeting, gathering, for business or any other Wise Guys Charity Fund event.

The Wise Guys Charity Fund will take steps to prevent and protect Volunteers from harassment and violence.  While there is no legal obligation to prevent and protect Volunteers from forms of harassment other than sexual harassment, the Wise Guys Charity Fund endeavours to do so by fostering and maintaining a professional environment that is based on respect for the dignity and rights of all individuals as fundamental to our mission.

This means that the Wise Guys Charity Fund will take every reasonable precaution to ensure that harassment and/or violence does not happen, investigate harassment complaints in a timely and respectful manner when they are made, and take steps to ensure that harassment does not continue.

Responsibilities

All Volunteers and Directors are expected to be able to recognize and discourage harassment, and to ensure the “workplace” is free from harassment. Volunteers and Directors have an obligation to report any incident of harassment immediately to the Chair of the Board.

If a Volunteer or Director believes they have witnessed harassment in the “workplace”, the following steps will be taken to deal with the situation:

  • the individual will report the incident to the Chair of the Board
  • if the complaint is against the Chair of the Board, the Director should speak with a Vice Chair of the Board
  • the Chair of the Board will consult with necessary professional advisors and will be responsible for commencing an investigation that is appropriate in the circumstances and in a manner intended to protect the rights and confidentiality of both the alleged victim(s) and the alleged perpetrator

Whether or not the investigation involves an internal investigation or an independent third-party depends on the circumstances and is at the discretion of the Chair and/or their designate. The process and procedure for the investigation of complaints must address the following:

  • all complaints will be taken seriously
  • consideration will be given to whether or not the circumstances of the complaint warrant an internal investigation or an independent third-party investigation
  • individuals who are interviewed during the investigation should understand that while confidentiality will be maintained to the extent possible, information may be shared for the purpose of conducting a fair investigation. Finding a balance between privacy and the obligation to investigate can be delicate and complete confidentiality cannot be guaranteed in all circumstances
  • the results of the investigation will be communicated in writing to the complainant and the alleged perpetrator in a clear, concise manner
  • the results of the investigation will be considered and acted on appropriately. For example, action items can consist of a request to resign as a Volunteer, request to resign from the Board, discipline or termination of involvement and/or association with the Wise Guys Charity Fund and/or prohibition from attending any Wise Guys Charity Fund events

Accountability 

The Wise Guys Charity Fund Board of Directors is accountable for implementation of this policy.

Statement of Respectful Conduct

The Wise Guys Charity Fund is committed to raising awareness and financial support for local causes in Niagara.  We aim to constantly reflect compassion and kindness in our community.

In keeping with our mission, the Wise Guys Charity Fund is committed to maintaining a respectful, safe, and welcoming environment for all volunteers and guests participating in our events.   To promote safety and respect to all, individuals who volunteer and/or participate in our events are expected to adhere to the values of respect, dignity, and responsibility and maintain a safe environment that is free from acts of discrimination, harassment (including psychological and sexual harassment) and/or violence.

We are committed to facilitating a culture with zero tolerance for discrimination, harassment, and/or violence.  Complaints raised by volunteers or participants, will be handled in an equitable and timely manner. Complaints are defined as any violation of the foregoing prohibited acts experienced during a Wise Guys Charity Fund event.

Individuals are encouraged to be responsible for their personal comfort and safety and to ask any person whose behaviour violates acceptable conduct to refrain.  If an individual feels uncomfortable doing so, they may speak directly to a Committee Member of the Wise Guys Charity.  If the problem cannot be resolved in this way, please email Doug Smith (smith.financial@sunlife.com) with the details of where and when the incident occurred, the names of all who were involved, including any witnesses, and how the incident impacted you.  The reported complaint will be investigated.

Wise Guys Charity Fund reserves the right to deny event access to any individual whose behaviour does not conform to the foregoing values and constitutes discrimination, harassment, and/or violence.

The Wise Guys Charity Fund Policy Concerning Respectful Conduct may be viewed in its entirety at: wiseguyscharity.com

Return and Refund Policy

Last updated: October 12, 2020

Thank you for shopping at Wise Guys Charity.

The following terms are applicable for any physical products that You purchased with Us.

Interpretation and Definitions

Interpretation

The words of which the initial letter is capitalized have meanings defined under the following conditions. The following definitions shall have the same meaning regardless of whether they appear in singular or in plural.

Definitions

For the purposes of this Return and Refund Policy:

  • Company (referred to as either “the Company”, “We”, “Us” or “Our” in this Agreement) refers to Wise Guys Charity Fund, 344 LAKE STREET PO BOX 1600 ST. CATHARINES, ON, L2R 4H4.
  • Goods refer to the items offered for sale on the Service.
  • Orders mean a request by You to purchase Goods from Us.
  • Service refers to the Website.
  • Website refers to Wise Guys Charity, accessible from https://www.wiseguyscharity.com
  • You means the individual accessing or using the Service, or the company, or other legal entity on behalf of which such individual is accessing or using the Service, as applicable.

Your Order Cancellation Rights

You are entitled to cancel Your Order within 7 days by providing written notice.

The deadline for cancelling an Order is 7 days from the date on which You received the Goods or on which a third party you have appointed, who is not the carrier, takes possession of the product delivered.

In order to exercise Your right of cancellation, You must inform Us of your decision by means of a clear statement. You can inform us of your decision by:

  • By mail: 344 LAKE STREET PO BOX 1600 ST. CATHARINES, ON, L2R 4H4

We will reimburse You no later than 14 days from the day on which We receive the returned Goods. We will use the same means of payment as You used for the Order, and You will not incur any fees for such reimbursement.

Conditions for Returns

In order for the Goods to be eligible for a return, please make sure that:

  • The Goods were purchased in the last 7 days

The following Goods cannot be returned:

  • The supply of Goods made to Your specifications or clearly personalized.
  • The supply of Goods which according to their nature are not suitable to be returned, deteriorate rapidly or where the date of expiry is over.
  • The supply of Goods which are not suitable for return due to health protection or hygiene reasons and were unsealed after delivery.
  • The supply of Goods which are, after delivery, according to their nature, inseparably mixed with other items.
  • The supply of Goods are a digital product.

We reserve the right to refuse returns of any merchandise that does not meet the above return conditions in our sole discretion.

Returning Goods

You are responsible for the cost and risk of returning the Goods to Us. You should send the Goods at the following address:

344 LAKE STREET
PO BOX 1600
ST. CATHARINES, ON, L2R 4H4

We cannot be held responsible for Goods damaged or lost in return shipment. Therefore, We recommend an insured and trackable mail service. We are unable to issue a refund without actual receipt of the Goods or proof of received return delivery.

Contact Us

If you have any questions about our Returns and Refunds Policy, please contact us:

  • By mail: 344 LAKE STREET PO BOX 1600 ST. CATHARINES, ON, L2R 4H4

Shipping Policy

Thank you for visiting and shopping at Wiseguyscharity.com. Following are the terms and conditions that constitute our Shipping Policy.

Domestic Shipping Policy

Shipment processing time

All orders are processed within 2-3 business days. Orders are not shipped or delivered on weekends or holidays.

If we are experiencing a high volume of orders, shipments may be delayed by a few days. Please allow additional days in transit for delivery. If there will be a significant delay in shipment of your order, we will contact you via email or telephone.

Shipping rates & delivery estimates

Shipping charges for your order will be calculated and displayed at checkout, if applicable.

Delivery delays can occasionally occur.

Shipment confirmation & Order tracking

You will receive a Shipment Confirmation email once your order has shipped containing your tracking number(s). The tracking number will be active within 24 hours.

Customs, Duties and Taxes

Wiseguyscharity.com is not responsible for any customs and taxes applied to your order. All fees imposed during or after shipping are the responsibility of the customer (tariffs, taxes, etc.).

Damages

Wiseguyscharity.com is not liable for any products damaged or lost during shipping. If you received your order damaged, please contact the shipment carrier to file a claim.

Please save all packaging materials and damaged goods before filing a claim.

International Shipping Policy

We currently do not ship outside Canada