are not designated (e.g. Home Office) T-shirts, jeans, shorts, or other such casualattire are not acceptable attire; 'flip flops', etc. are not acceptable footwear._______________________________________________________________________________________________Inappropriate Conduct and Behaviour includes but is not limited to:1. Loitering or loafing;2. Leaving work early or leaving department without supervisor's permission;3. Using obscene, abusive language;4. Spreading malicious gossip or rumors;5. Harassing, threatening, intimidating, coercing any person at any time;6. Horseplay or throwing objects;7. Reporting to work or working while under the influence of alcohol, drugs, orprohibited substances;8. Creating or contributing to unsanitary conditions;9. Insubordination;10. Excessive personal use of telephones or computers_______________________________________________________________________________________________Unacceptable Conduct or Behaviour includes:1. Possession of guns, weapons or explosives on company property;2. Possession, consumption or use of alcoholic beverages or illegal substances whileon company premises;3. Solicitation of other associates, for any reason, during working hours;4. Willful violation of safety rules and procedures;5. Willful neglect and/or mishandling equipment and machinery;6. Unsafe driving of company vehicles;7. Theft and/or falsification of company records;8. Indecency;9. Fighting;10. Poor or careless work;11. Sleeping during shift12. Accepting gifts, or gratuities from firms, organizations, agents, associates, or otherindividuals who may or do conduct business with <strong>GoodLife</strong> with a dollar value inexcess of $20.00 per itemUnacceptable conduct can result in disciplinary action up to and including terminationwithout notice or pay in lieu of notice. Associates who deliberately withhold informationconcerning another associate’s violation of law or these guidelines will also be subject toappropriate discipline.Child Pornography[back to top]Child Pornography is illegal!It is illegal to possess or disseminate child pornography and any associate or managerguilty of this activity will immediately be reported to the police.The use of any Company property for any purpose related to child pornography is groundsfor the immediate termination of employment for just cause.It is considered illegal in Canada to possess child pornography (see child pornographydefined) on your computers, laptops, wireless devices, portable electronic media includingbut not limited to optical media (CD, DVD), USB thumb drives, etc., servers, work spacesand desks._____________________________________________________________________________Employee Reporting Obligations<strong>GoodLife</strong> associates are expected to immediately report any child pornography activity ormaterials to their manager or supervisor.Managers and supervisors are hereby directed to report to the police any associates’involvement in any behavior linked to child pornography as well as notify the ChiefConfidential and Proprietary Information of Goodlife <strong>Fitness</strong> Clubs | V14 July 2009 66
Information Officer, Brett McClelland at Home Office (519) 661-0190 ext 305 or mobile(519) 857-4488.Under the new (pending) Bill 37, Child Pornography Reporting Act 2008, while there is noobligation to look for child pornography, individuals will have liability for failing to report anysuch representation or material which is discovered. Failure to report will result in apotential fine of up to $50,000, imprisonment for up to 2 years, or both.No person with an obligation to report can rely on anyone else to make the report. As aresult, if suspected child pornography is discovered in a workplace, every individual wholearns of it has an independent obligation to report. Provisions in the legislation also makeit an offence for an employer to impose any negative consequence against an individualwho makes such a report._____________________________________________________________________________Child Pornography DefinedThe Canadian Criminal Code defines child pornography as pictures, films, videos or othervisual representations that show persons under the age of 18 engaged in sexually explicitactivities. These images can also be considered pornographic if they show the sexualorgans or the anal region of a person under 18 for expressly sexual purposes.Child pornography can also include written or audio material that describes or recordssexual activity with a person under the age of 18. It is an offence to possess, create,advertise or distribute any material that meets this definition of child pornography.It is also illegal to counsel or encourage illegal sexual activity with someone under the ageof 18. Illegal sexual activity could include anal sex, sex with a person of authority, or sexfor the purposes of prostitution._____________________________________________________________________________The Canadian Criminal CodeSection 163 of the Criminal Code creates a number of offences in relation to thefabrication and distribution of “obscene” publications, or to possessing them for thepurpose of distribution. It is also an offence to mail obscene matter, or to give an “immoral,indecent or obscene” theatrical performance. These offences may be punished onsummary conviction or by indictment, with up to 2 years’ imprisonment where the lattercourse is chosen. There is also provision for the seizure and forfeiture of obscenematerials.Central to these prohibitions is the elaboration of what is obscene in section 163(8):For the purposes of this Act, any publication a dominant characteristic of which is theundue exploitation of sex, or of sex and any one or more of the following subjects, namely,crime, horror, cruelty and violence, shall be deemed to be obscene.Section 163.1 of the Criminal Code was enacted in 1993. It prohibits the production,distribution and sale of “child pornography,” and also makes it an offence to possess suchmaterial.________________________________________________________________________Our children are precious and vulnerable and must be protected by the community as awhole; please do your part to ensure their safety.Conflict of Interest[back to top]Associates must refrain from all Conflicts of Interest. If an associate becomes aware of, orbecomes involved in, a Conflict of Interest, he or she must immediately disclose suchConflict of Interest to his or her manager._________________________________________________________________________Outside ActivitiesWhile employed by <strong>GoodLife</strong>, associates must not, without prior written consent of<strong>GoodLife</strong>, directly or indirectly, as principal, agent, shareholder, partner, associate or inConfidential and Proprietary Information of Goodlife <strong>Fitness</strong> Clubs | V14 July 2009 67
- Page 1 and 2:
GoodLife Holiday Party Dates and Lo
- Page 3 and 4:
Everyone must check in upon arrival
- Page 5 and 6:
Hello GoodLife Associates!The Award
- Page 8 and 9:
October Feature: Navigating Work an
- Page 10 and 11:
2. to ensure privacy, security and
- Page 12 and 13:
TO:CA, GM, DMFROM: Home Office Acco
- Page 14 and 15:
The People DepartmentRecruitmentRec
- Page 16 and 17:
2. Email - memberexperience@goodlif
- Page 18 and 19:
Specific questions regarding the fo
- Page 20 and 21:
Inside FT newsletterHome OfficeMark
- Page 22 and 23:
Provide information/applications fo
- Page 24 and 25:
Internal Job Postings:Included in t
- Page 26 and 27:
• Design and lead personal traini
- Page 28 and 29:
QualificationsEducation: Degree or
- Page 30 and 31:
Job Posting #4Position: Service Man
- Page 32 and 33:
LifeWorksQuarterly NewsletterQ32009
- Page 34 and 35:
LifeWorksQuarterly NewsletterStrate
- Page 36 and 37:
Member Experience Department: A Wel
- Page 38:
Frequently Asked Questions:Q. What
- Page 41 and 42:
Policy and Procedure HandbookAcknow
- Page 43 and 44:
Scent Reduction....................
- Page 45 and 46:
Respecting Diversity at GoodLifeHum
- Page 47 and 48:
Examples of harassmentHarassment is
- Page 49 and 50:
All associates have a responsibilit
- Page 51 and 52:
DefinitionsAccommodation: Accommoda
- Page 53 and 54: Complimentary Family Membership aft
- Page 55 and 56: It is the policy of the Canadian Go
- Page 57 and 58: If they can’t continue in the int
- Page 59 and 60: 3. If a new associate does not have
- Page 61 and 62: Fit-Fix WorkoutIn our industry work
- Page 63 and 64: 5. Conduct and behaviour expectatio
- Page 65 and 66: ___________________________________
- Page 67 and 68: Travel Insurance (Out of Province /
- Page 69 and 70: All GoodLife associates regardless
- Page 71 and 72: • The survivor's pension - a mont
- Page 73 and 74: Their entire shift on the public ho
- Page 75 and 76: Timing of BreaksThe time of the bre
- Page 77 and 78: Leaves of Absence with PayVacation[
- Page 79 and 80: her General Manager to go to Canada
- Page 81 and 82: Vacation Time for Full Time Salary
- Page 83 and 84: STEP 5For salaryassociates onlySend
- Page 85 and 86: Notifying your ManagerAssociates mu
- Page 87 and 88: Pregnancy Leave[back to top]Pregnan
- Page 89 and 90: Return to WorkOn expiry of a Pregna
- Page 91 and 92: mother, plus 35 weeks of parental l
- Page 93 and 94: What if the baby is born later than
- Page 95 and 96: Earnings, for example, vacation pay
- Page 97 and 98: 5. A relative who is dependent on t
- Page 99 and 100: doctor’s note must also indicate
- Page 101 and 102: 2. Associates should avoid offering
- Page 103: Canada Food Inspection Agency[back
- Page 107 and 108: Information such as business strate
- Page 109 and 110: Male Top:• White or Black Coolmax
- Page 111 and 112: Smoking in the Workplace[back to to
- Page 113 and 114: Goals1. to protect the reputation a
- Page 115 and 116: Appropriate UseIt is imperative tha
- Page 117 and 118: Transportation from Residence to Ai
- Page 119 and 120: expenses are only allowed when ther
- Page 121 and 122: 5. While on official business, the
- Page 123 and 124: Complimentary Family Membership aft
- Page 125 and 126: Associate use of Child Minding[back
- Page 127 and 128: • If a suspected associate refuse
- Page 129 and 130: Forms[back to top]Pregnancy and Par
- Page 131 and 132: [back to top]Associate Sponsorship
- Page 133 and 134: [back to top]Associate Referral For
- Page 135 and 136: [back to top]Foreign Worker Acknowl
- Page 137 and 138: [back to top]E-mail and Internet Ac
- Page 139 and 140: [back to top]Free Resources Availab
- Page 141 and 142: [back to top]Dismissal EmailTo: Hom
- Page 143 and 144: Revenue Type 2Term Mem (you can lea
- Page 145 and 146: SourceSelect ‘Referral - Staff’
- Page 147 and 148: Associate Discounted 1 Year Term Me
- Page 149 and 150: Referring Membership #Skip - not ap
- Page 151 and 152: ___________________________________
- Page 153 and 154: ___________________________________
- Page 155 and 156:
that GoodLife can have on the lives
- Page 157 and 158:
are allowed to use the club but sta
- Page 159 and 160:
Associate UniformsAs a GoodLife ass
- Page 161 and 162:
Dress Code for Membership Consultan
- Page 163 and 164:
Dress Code for Personal Trainers, F
- Page 165 and 166:
PASS WITH DISTINCTIONWhite Glove To
- Page 167 and 168:
Attention General Managers, Fitness
- Page 169 and 170:
7) If the associate has more than o
- Page 171 and 172:
General Manager Black Belt ProgramW
- Page 173 and 174:
Hi Mo,I just wanted to share with y
- Page 175 and 176:
NewBody Kick-Off Fall 2009 ReviewLi
- Page 177 and 178:
I’m thinking of doing a “Good-b
- Page 179 and 180:
November 28 - Quarterly Training Bu
- Page 181 and 182:
IAINBEFORE:Body weight: 240 lbs.Bod
- Page 183 and 184:
JANEBEFORE:Body fat: 29.3%Lung capa
- Page 185 and 186:
SYLVAINBEFORE:Body fat: 22.7%Body w