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Code of Ethics

  • Iplayco (“IPC”) follows the highest standard of ethical conduct at all times. Employees are expected to behave on and off the job in a manner consistent with this philosophy and in a way that reflects well on their employer.
  • Employees shall protect the good name of IPC, the privacy of their customers and colleagues and the value of IPC’s intellectual and physical property at all times.
  • Employees shall deal with others professionally and honestly. This applies to dealings with any individual or group of individuals or organization within or outside IPC.

Code of Conduct

  • IPC and its employees will avoid conflicts of interest and any actions that have the potential to create the perception of a conflict of interest.
  • No employee may pay or receive a bribe, kickback or any other improper payment. No employee shall accept business gifts of more than a token value from any supplier or customer of IPC.
  • In cases where a conflict of interest cannot be avoided, it must be declared to IPC in writing. Employees are expected to excuse themselves from any decision or action that touches upon the area or subject of the conflict.
  • Employees may not compete directly with IPC.
  • Employees are expected to protect the confidentiality of company information. Disclosure of confidential company information to any external parties with the exception of the external auditors must be approved in writing.
  • Employees are encouraged to participate in their community and charitable activities within their communities.

Whistle-Blowing Process

  • If an employee believes one of his/her colleagues is behaving unethically or illegally, the employee will speak confidentially with his/her supervisor.
  • The supervisor will then take responsibility to meet with the Human Resource Department and they will collectively decide upon an appropriate action. In most cases, this will include:
    (i) Independent investigation of the truth of the allegation
    (ii) Determination of whether illegal or unethical behaviour has taken place
    (iii) Determination of the seriousness of the behaviour and the level of awareness of wrong-doing
    (iv) Determination of the correct course of action, which may include further monitoring, taking legal advice, a corrective interview, or outright dismissal.
  • All actions taken as a result of the allegation will take place under conditions of strictest confidence. Employees reporting the behaviour will not necessarily be informed of the action taken due to the confidential nature of such situations.
  • In the case where an employee believes it is his/her supervisor who is behaving unethically or illegally, the employee may speak in confidence to the supervisor’s manager who will perform the necessary investigation and take the appropriate action in consultation with the Human Resources Department.
  • In the case where an employee believes that several managers may be involved in the unethical or illegal behaviour, the employee may speak in confidence to IPC’s Compliance Officer who is also IPC’s CFO and Corporate Secretary.
  • In the case where an employee believes it is the CEO who is behaving unethically or illegally, the employee may speak in confidence to the Chair of the board who will perform the necessary investigation and take the appropriate action in consultation with the executive committee.

Contact Us

IPC’s employees, customers, suppliers and service providers are encouraged to direct questions, comments, or concerns about IPC’s Ethics & Business Conduct to our Compliance Officer at 604-607-1111, or via email at compliance@iplayco.com. You can also write to us at: Compliance Officer, Iplayco Corporation Ltd., #215 - 27353 58th Crescent, Langley, BC V4W 3W7, CANADA.

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