Preventative Measures & Monitoring

PREVENTATIVE MEASURES & MONITORING

TOPP KIDS is committed to early identification, prevention, and resolution of potential misconduct. To achieve this:

• Occupational Health & Safety (OHS) Check-Ins: Regular site visits and interviews with staff help identify risks and address concerns proactively.
• Confidential Whistleblower Policy: Offers an anonymous channel to report ethical or safety concerns, ensuring no fear of retaliation.
• Leader Grievance Policy: Encourages transparent resolution of conflicts involving those in positions of authority.
• Anti-Harassment & Discrimination Policy: Zero tolerance for any form of harassment or discriminatory practices, including leadership intimidation or favoritism.
• Workplace Violence Policy & Annual Training: Reinforces safe interactions and zero tolerance for violence, with annual sessions for all staff to refresh knowledge.
• Annual Supervisory & Satisfaction Reviews: Periodic feedback from peers, direct reports, and supervisors to hold leaders accountable for their conduct and performance.
• Progressive Discipline Policy: Provides a clear framework for corrective steps if a leader’s performance or behavior fails to meet expectations.
• Quality Enhancement Plan (QEP): A voluntary tool used to identify and track growth based on observed behaviors. It documents both coach and coachee perspectives and supports continuous improvement.
• Monthly Check-Ins: Conducted by supervisors at various levels (Program Coordinators for Room Leads, Regionals for Program Coordinators, Executive Team Manager for Support Team, owner/Executive Team for others) to track progress, address concerns, and reinforce accountability.

Through these combined measures, TOPP KIDS maintains vigilance against misconduct, fosters continuous improvement, and underscores the importance of ethical leadership at every level.

PRVENTION OF POWER MISUSE & INTIMIDATION

Leaders are strictly prohibited from:

• Using their position to demand personal favors, social engagement, or any actions that fall outside the normal scope of an employee’s duties.
• Pressuring employees to conceal or ignore misconduct.
• Unduly influencing performance evaluations, promotions, or work assignments as retaliation or in exchange for personal gain.

Any employee who feels pressured or uncomfortable due to a leader’s actions is encouraged to speak up using the Leader Grievance Policy, Share Fearlessly guidelines, or the Whistleblower Policy without fear of reprisal.

CONCLUSION

Leaders at TOPP KIDS play a critical role in shaping our culture and ensuring the safety and success of our programs. Upholding this policy is a shared responsibility—one that reinforces our values of integrity, respect, and commitment to the well-being of children, families, and staff. By adhering to these standards, disclosing potential conflicts or personal circumstances outside of work that may impact the workplace, and proactively addressing any issues that arise, TOPP KIDS leaders maintain a workplace that is ethical, safe, and poised for continued growth.

All leaders must review and acknowledge this policy, in conjunction with the broader set of TOPP KIDS policies provided at hire and reinforced through ongoing training and development.

This policy reflects the organizational commitments of TOPP KIDS and is designed to protect both employees and the company in the event of alleged misconduct. It is subject to revision to ensure continuous improvement, compliance with Alberta Labour Standards, and adherence to relevant legal and regulatory requirements (including FOIP and other privacy legislation).