1.1 Welcome from the Leadership

1.2 Who We Are

Wiigwaam Inc. is a 100% Indigenous-owned construction and general contracting firm based in Ontario. We operate extensively across the Federal, Commercial, Industrial, and Institutional sectors, providing a comprehensive range of services from heavy civil site work to fine interior finishing.

Our company was founded on a simple premise: Social procurement should never mean a compromise in quality. We prove daily that an Indigenous-led firm can compete with and outperform the industry standard in safety, schedule adherence, and technical capability.

1.3 Mission, Vision, and Values

Our Mission

To serve as the premier Indigenous construction partner for federal, commercial, and industrial projects in Ontario, delivering "turnkey" solutions that meet rigorous safety standards while fostering economic growth for First Nations communities.

Our Vision

To redefine the standard for Indigenous-owned businesses in the construction sector, creating a legacy of skilled tradespeople and sustainable infrastructure.

Our Core Values

• Safety Above All: Construction is inherently dangerous. We do not cut corners. If a task cannot be done safely, we do not do it. We look out for our brothers and sisters on the job site, ensuring everyone goes home to their families.
• Operational Discipline: We work in sensitive environments like correctional facilities and active industrial sites. This requires punctuality, sobriety, clean paperwork, and professionalism.
• Respect: We respect the land we build on, the clients we serve, and the tools we use. We maintain a workplace free of harassment and discrimination, where merit and hard work are the only currency.
• Craftsmanship: Whether pouring concrete or installing finish carpentry, we take pride in the "fit and finish" of our work. We do it right the first time.

1.4 Commitment to Indigenous Engagement

As a First Nations-owned enterprise, Wiigwaam Inc. carries a responsibility to represent our community with excellence.

• Representation: We understand that for many of our partners, we may be their primary connection to Indigenous business. We take this role seriously and conduct ourselves as ambassadors of our heritage.
• Opportunity: We are actively committed to hiring, training, and mentoring Indigenous tradespeople, providing pathways to certification and long-term careers in the unionized and open-shop construction sectors.
• Cultural Awareness: We encourage all employees, Indigenous and non-Indigenous alike, to foster an environment of learning and mutual respect regarding cultural traditions and history.

2.1 Employment Classifications

• Full-Time Permanent: Employees regularly scheduled to work 35 to 44 hours per week or more.
• Part-Time Permanent: Employees regularly scheduled to work less than 35 hours per week.
• Casual / Project-Based: Employees hired for a specific project, duration, or task. Employment terminates automatically upon the completion of the specific project.
• Independent Contractors: Tradespeople operating under their own business entity. Contractors are not covered by this specific Employee Manual but are bound by the Site Safety and Conduct policies.

2.2 Probationary Period

All new employees are subject to a three (3) month probationary period beginning on their first day of work. This period allows both the employee and Wiigwaam Inc. to evaluate suitability for the role.

During the probationary period, employment may be terminated by either party at any time, for any reason, without notice or pay in lieu of notice, subject to applicable provincial legislation.

2.3 Hours of Work & Schedules

Due to the nature of our contracts in the institutional and correctional sectors, flexible availability is a condition of employment.

• Standard Shifts: Typically 7:00 AM to 5:00 PM.
• Night Shifts: Projects at secure facilities (e.g., OCI) often require work outside operational hours (e.g., 6:00 PM to 7:00 AM). Employees will be given as much notice as possible regarding shift changes.
• Site Access & Punctuality: For high-security sites, "start time" is defined as the time the crew must present themselves at the Security Gate or Sally Port. Employees are expected to arrive 15 minutes prior to the scheduled start time. Lateness often means the entire crew is denied entry.

2.4 Pay Schedule & Procedures

• Pay Cycle: Employees are paid on a Bi-Weekly basis.
• Method: Wages are paid via Direct Deposit to the financial institution on file.
• Pay Stubs: Pay stubs detailing earnings, deductions, and vacation pay will be provided each pay period.
• Time Tracking: It is the employee's responsibility to accurately record their hours daily using the company designated method (e.g., Site2Site app). Failure to submit timesheets by the deadline may result in a delay of payment.

2.5 Overtime Regulations (Construction)

Wiigwaam Inc. complies with Ontario Regulation 285/01 under the Employment Standards Act.

• Road Building & Sewer/Watermain: If applicable, overtime is paid after 55 hours per week.
• General Construction: For all other construction activities, overtime is paid at a rate of 1.5 times the regular hourly rate for all hours worked in excess of 50 hours per week.
• Approval: All overtime work must be authorized in advance by the Site Supervisor.

2.6 Vacation Pay & Public Holidays

Vacation Pay: In accordance with the Employment Standards Act, all hourly employees will receive Vacation Pay calculated at 4% of their gross wages. To ensure consistent income for our field staff, this amount will be paid out on each pay cheque rather than accrued. (Note: Employees with 5 or more years of continuous service will be eligible for 6%).

Public Holidays: Wiigwaam Inc. observes all recognized Public Holidays in Ontario. Eligible employees will receive Public Holiday pay in accordance with the ESA.

2.7 Attendance & Absence Reporting

• Call-In Procedure: If unable to report for work, you must notify your direct supervisor via phone or text at least one (1) hour prior to start time.
• No Call / No Show: Failure to report without notifying management is considered job abandonment. Three consecutive days is considered voluntary resignation.
• Medical Documentation: We reserve the right to request a medical certificate for absences exceeding three consecutive days.

2.8 Termination of Employment

• Resignation: We request at least two (2) weeks written notice when resigning.
• Termination for Cause: Employment may be terminated without notice for "Just Cause" (e.g., theft, violence, gross insubordination, serious safety violations, or reporting to work under the influence).

2.9 New Hire Orientation (COR™ Requirement)

3.1 Professional Conduct

Wiigwaam Inc. employees are ambassadors of our company and our Indigenous heritage.

• Public Image: Employees must maintain a clean, professional appearance. Clothing with offensive slogans is prohibited.
• Language: Profanity, discriminatory remarks, or aggressive language toward clients or the public will not be tolerated.
• Social Media: Employees are prohibited from posting photos or information regarding client sites (especially secure facilities like OCI) on social media. All project details are confidential.

3.2 Workplace Violence & Harassment (Bill 168 & 132)

Wiigwaam Inc. is committed to providing a work environment free from violence and harassment. This policy applies to all employees, contractors, and clients.

A. Definitions

• Workplace Violence: The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury; or an attempt/threat to do so.
• Workplace Harassment: Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome. This includes sexual harassment.

B. Domestic Violence

If Wiigwaam Inc. becomes aware that domestic violence that would likely expose a worker to physical injury may occur in the workplace, the company will take every precaution reasonable in the circumstances for the protection of the worker.

C. Reporting Procedure (COR™ Requirement)

1. Immediate Danger: Call 911 and alert the Site Supervisor immediately.
2. Reporting: Any worker who witnesses violence or harassment must report it to their Supervisor or the President (Jesse Darby) immediately.
3. Investigation: Wiigwaam Inc. will investigate all reports in a fair, timely, and confidential manner.
4. No Reprisal: No employee will be penalized for reporting an incident in good faith.

3.3 Fit for Duty (Substance Abuse Policy)

Due to the safety-sensitive nature of our work, Wiigwaam Inc. strictly enforces a Fit for Duty policy.

• Zero Tolerance: The use, possession, distribution, or sale of illegal drugs, cannabis, or alcohol on Wiigwaam Inc. property or job sites is strictly prohibited.
• Impairment: Employees must not report to work while under the influence of any substance (including prescription medication or recreational cannabis) that impairs their ability to perform their job safely.
• Prescription Medication: Employees taking medication that may affect alertness must disclose this to their Supervisor before starting work.
• Testing: We reserve the right to request testing if there is reasonable cause to suspect impairment following a workplace accident or "near miss."

3.4 Disciplinary Action (Progressive Discipline)

To ensure fairness and consistency, Wiigwaam Inc. utilizes a Progressive Discipline model. However, the severity of the infraction may determine the starting point of the discipline.

1. Verbal Warning: A discussion regarding the infraction, documented in the employee's file.
2. Written Warning: Formal notice outlining the infraction and required corrective action.
3. Suspension: Temporary removal from the workplace without pay (1-3 days).
4. Termination: Permanent end of employment.

Immediate Termination Offenses: Fighting, theft, gross negligence regarding safety, possession of contraband in a secure facility, or reporting to work impaired.

4.1 Policy Statement

Wiigwaam Inc. is committed to the protection of its employees, property, and the public from accidental injury or loss. We hold the philosophy that every accident is preventable. We will provide and maintain a safe and healthy work environment as indicated by acceptable industry practices and compliance with the Ontario Occupational Health and Safety Act (OHSA).

4.2 Roles & Responsibilities (Internal Responsibility System)

A. Employer (Wiigwaam Inc.)

• Establish and maintain the Health & Safety program.
• Provide all necessary PPE and safety devices.
• Ensure Supervisors are "Competent" as defined by the OHSA.

B. Supervisor / Foreman

• Ensure that workers work in compliance with the OHSA and Regulations.
• Advise workers of any potential or actual danger.
• Conduct daily "Tailgate" safety talks and Job Hazard Analyses (JHAs).

C. Worker

• Work in compliance with the OHSA and regulations.
• Use or wear the equipment, protective devices, or clothing required.
• Report any defect in equipment or existence of any hazard to the Supervisor.
• NEVER remove or disable a protective device.

4.3 The Right to Refuse Unsafe Work

In accordance with Section 43 of the OHSA, every worker has the legal right to refuse work that they believe is unsafe to themselves or another worker.

4.4 Personal Protective Equipment (PPE)

Failure to wear mandatory PPE is grounds for immediate removal from the site.

• Mandatory Minimum: CSA-approved Class E hard hat, "Green Patch" safety boots (min. 6-inch ankle support), and High-Visibility clothing.
• Task-Specific: Safety glasses (cutting/grinding), Fall Protection (working above 3m), Respiratory Protection (silica/dust).

4.5 Hazard Assessment & Control

1. Job Safety Analysis (JSA): For high-risk tasks (e.g., roofing, excavation), a written JSA must be completed by the Supervisor and reviewed with the crew.
2. Daily Tool Box Talks: A brief safety meeting must be held at the start of every shift to review specific hazards. Attendance must be documented.
3. Site Inspection: Supervisors must conduct a visual inspection of the work area daily.

4.6 Incident & Injury Reporting

ALL incidents—regardless of severity—must be reported, including "Near Misses."

1. First Aid: Seek immediate first aid or medical attention.
2. Notify: Inform the Supervisor immediately.
3. Document: An Incident Report Form must be completed within 24 hours.
4. Critical Injuries: In the event of a Critical Injury, the scene must be preserved and the Ministry of Labour notified immediately.

4.7 WHMIS

• All employees must hold a valid WHMIS 2015 certificate.
• Ensure all chemical containers have legible labels.
• Safety Data Sheets (SDS) must be accessible to all workers on site.

5.1 General Responsibility

Employees are expected to treat company property with respect.

• Assignment: Tools assigned to an employee are their responsibility for the shift.
• Storage: All tools must be cleaned and securely locked up at the end of every shift.
• Personal Use: Company tools and equipment are for business use only.

5.2 Tool Control (Secure Facilities Protocol)

Given Wiigwaam Inc.'s work in correctional institutions (e.g., OCI), strict tool control is a condition of our contract and a matter of public safety.

5.3 Company Vehicles & Driving

• Valid License: Drivers must hold a valid license. Suspensions must be reported immediately.
• Circle Checks: Drivers must perform a visual inspection before driving each day.
• Distracted Driving: Use of handheld devices while driving is strictly prohibited.
• No Smoking: Smoking or vaping inside company vehicles is prohibited.

5.4 Heavy Equipment Operations

Wiigwaam Inc. operates a fleet of heavy machinery (Excavators, Skid Steers).

• Authorization: Only certified and competent employees may operate heavy equipment.
• Daily Inspection Log (COR™ Requirement): Operators must complete a "Pre-Start Inspection Checklist" (Circle Check) at the beginning of every shift. This logbook must remain in the machine.
• Signaler: Required whenever reversing with a restricted view.

5.5 Defective Equipment

The "Red Tag" System: If a tool or machine is defective:

1. Stop: Do not use it.
2. Tag: Attach a "DO NOT USE" tag.
3. Report: Notify the Supervisor immediately.

6.1 Scope & Authority

When working on secure government sites, Facility Security Policies supersede all other considerations. The Facility Director has absolute authority to grant or deny access.

6.2 Security Clearance (CPIC)

• Requirement: All employees must submit to a Canadian Police Information Centre (CPIC) background check.
• Disclosure: Falsifying criminal history will result in termination.
• Revocation: If clearance is revoked, employment may be terminated due to inability to fulfill job duties.

6.3 Contraband Zero-Tolerance

Bringing prohibited items into a correctional facility is a criminal offense. Do NOT bring the following past the gate:

• Communication: Cell phones, smartwatches, cameras, recording devices.
• Substances: Alcohol, cannabis, illegal drugs, and paraphernalia.
• Tobacco: Most facilities are strictly "Tobacco-Free" (no vapes/lighters).
• Weapons: Knives, firearms, or ammunition.

Consent to Search: By entering a secure facility, all employees and vehicles are subject to search.

6.4 Interactions with Inmates/Residents

• No Communication: Do not speak to inmates unless absolutely necessary and only if a Guard is present.
• No Transactions: NEVER give anything to an inmate (cigarettes, food) or accept anything from them. This is "Trafficking."
• Privacy: Do not discuss personal life or ask inmates about their charges.

6.5 Emergency Procedures (Lockdowns)

• Compliance: If an alarm sounds, stop work immediately and follow the Officer's instructions.
• Stay Put: Do not wander. Remain in your designated work zone.
• Tool Security: Secure tools immediately if possible.

6.6 Escorts & Movement

You must remain within the line of sight of your assigned Security Escort at all times. Movement to washrooms must be coordinated with the Escort.