The following are a list and description of Borgo policies which are implemented to create a healthy, happy and productive work environment.
Corporate Social Responsibility PolicyBORGO is dedicated to become a leader in ethical measures.
We are committed to providing a work environment in which all individuals are treated with respect and dignity. We are committed to the protection from accidental loss of all resources, including employees and physical assets.
BORGO welcomes diversity and inclusion. We are an equal opportunity employer and we welcome people from varying backgrounds: minorities, women, veterans, and persons with disabilities. Employment diversity in BORGO is demonstrated in our multi-cultural employee demographics. BORGO is composed of men and women from diverse national origins. Over 50% are immigrants from the different parts of the globe.
BORGO accounts for sustainable production and environmental cleanup standards. We are committed to manufacturing and supplying furniture products with due regard to environmental impacts. We are dedicated to conserve, re-use and recycle all manufacturing materials in an effort to reduce our footprint on the environment.
BORGO invests and looks forward to the future by supporting the youth of today. We offer students the access to any information or material that is at our disposal to help them with their projects. We also offer assistance to students interested in designing and engineering products related to our area of expertise.
Quality PolicyBORGO is committed to customer satisfaction by directing internal efforts towards continual improvement and ensuring that all products and services provided are consistent with the standard of quality set out by our customers and the furniture industry.
We provide full compliance throughout all phases of contract performance by maintaining conformance to product specifications, procedures and business practices which we continuously improve.
Our goal is to exceed the expectations of our customers through leadership in quality by ensuring all products we manufacture meet or exceed customer requirements and surpass their value for products and services.
BORGO defines quality as all those activities that relate to providing full customer satisfaction. We do not rest on just satisfying our customers but in delighting them.
They are the reason we exist.
Environmental PolicyBORGO is committed to manufacturing and supplying furniture products with due regard to environmental impacts and in compliance with relevant environmental regulations and applicable codes of practice.
We are dedicated to conserve, re-use and recycle all manufacturing materials in an effort to reduce our footprint on the environment possibly in our everyday operations by:
- Identifying, monitoring, and setting goals, for reduction or maintaining all levels of pollutants we may produce.
- Adhering to all legal regulations, and by-laws that apply to our type of business and its location with regard to the environment.
- Setting goals for measurable performance, monitoring our progress, reviewing achievements of environmental objectives and setting improved goals which are geared towards securing continual environmental improvements, wherever possible.
- Educating all employees on set procedures for maintaining our environmental management system program and reacting to violations of the program and emergency procedures with regard to possible environmental damage.
- Keeping records of all our environmental procedures and goals.
- Communicating to our suppliers and customers our environmental policies.
Health & SafetyBorgo Upholstery Limited o/a Borgo Contract Seating is committed to the protection from accidental loss of all its resources, including employees and physical assets.
In fulfilling this commitment, Borgo Upholstery Ltd. makes every effort to provide and maintain a healthy and safe work environment as indicated by the acceptable industry practices and compliance with legislative requirements. As President of Borgo Upholstery Limited, I am committed to take every reasonable precaution to protect workers from harm.
As an employer, Borgo Upholstery Ltd. is committed to provide education, training and equipment to employees to enable them to perform their duties safely. Monitor employees’ health and safety and the condition of the work environment regularly in order to minimize potential risks.
Supervisor is accountable for health and safety of workers under their supervision. He/She is also responsible to ensure that workers follow the safe work practices and procedures established by the company.
Every employee, subcontractor, and worker of subcontractor must work with an attitude of safety first. They must protect his/her own health and safety by following the law and safe work practice and procedures established by Borgo Upholstery Limited.
A shared active commitment will ensure a level of health and safety that will benefit each of us individually, our families and the company.
Workplace HarassmentThe management of Borgo Upholstery Ltd, o/a Borgo Contract Seating is committed to providing a work environment in which all individuals are treated with respect and dignity.
Workplace harassment will not be tolerated from any person in the workplace.
Harassment by definition is the act of tormenting by continued persistent attacks and criticism.
Everyone in the workplace must be dedicated to preventing workplace harassment. Managers, supervisors, and workers, suppliers, customers and delivery personnel are expected to uphold this policy, and will be held accountable by the employer.
Workplace harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace – a comment or conduct that is known or thought reasonably to be known to be unwelcome: Examples would be, but not limited to the following:
- Verbal – Sexual innuendoes and other suggestive comments; racial or ethnic slurs; humor, jokes or teasing about sex, race, age, religion, disability or gender‐specific traits; repeated requests for dates; sexual advances or propositions; comments about a person’s body, dress, excessive flattery or questioning of a personal nature; abusive language or insults; or threats.
- Visual or Non‐Verbal – Leering or staring in a sexual manner; whistling or hooting; suggestive or insulting looks; vulgar sounds or gestures; offensive or hateful pictures, posters, calendars, cartoons or obscene e‐mail; excessive attention in the form of love letters or gifts; or offensive or derogatory written materials.
- Physical – Inappropriate touching of the body (e.g., brushing, patting, hugging, pinching or shoulder rubs); kissing or inappropriate display of body parts; coerced acts of a sexual nature; physically blocking another individual’s movement, assault; exclusionary or demeaning actions or activities based on age, ethnicity, sex or race.
Harassment in employment
(2) Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, color, ethnic origin, citizenship, creed, age, record of offenses, marital status, family status or disability. R.S.O. 1990, c. H.19, s. 5 (2); 1999, c. 6, s. 28 (6); 2001, c. 32, s. 27 (1); 2005, c. 5, s. 32 (6).
This policy is not intended to limit or constrain the reasonable exercise of management functions in the workplace.
Workers are encouraged to report any incidents of workplace harassment Employees must report to their supervisor. If there supervisor is not available then whoever is left in charge should be notified. There will be no negative consequences for reports made in good faith.
Management will investigate and deal with all concerns, complaints, or incidents of workplace harassment in a fair and timely manner while respecting workers’ privacy as much as possible.
Nothing in this policy prevents or discourages a worker from filing an application with the Human Rights Tribunal of Ontario on a matter related to Ontario’s Human Rights Code within one year of the last alleged incident. A worker also retains the right to exercise any other legal avenues that may be available.
Workplace ViolenceThe management of Borgo Upholstery Ltd, o/A Borgo Contract Seating is committed to the prevention of workplace violence and is ultimately responsible for worker health and safety. We will take whatever steps are reasonable to protect our workers from workplace violence from all sources.
Workplace Violence by definition is ‐ violence that originates from employees or employers and threatens employers and/or other employees.
Violent behavior in the workplace is unacceptable from anyone. This policy applies to all employees, management, sub‐contractors and all visitors. Everyone is expected to uphold this policy and to work together to prevent workplace violence. Some examples of violence in the workplace are, but not limited to:
- Threatening behavior ‐ such as shaking fists, destroying property or throwing objects.
- Verbal or written threats ‐ any expression of an intent to inflict harm.
- Harassment ‐ any behavior that demeans, embarrasses, humiliates, annoys, alarms or verbally abuses a person and that is known or would be expected to be unwelcome. This includes words, gestures, intimidation, bullying, or other inappropriate activities.
- Verbal abuse ‐ swearing, insults or condescending language.
- Physical attacks ‐ hitting, shoving, pushing or kicking.
Borgo Upholstery Ltd, o/A Borgo Contract Seating as the employer, will ensure that this policy and the supporting program are implemented and maintained and that all workers and supervisors have the appropriate information and instruction to protect them from violence in the workplace. Supervisors will adhere to this policy and the supporting program. Supervisors are responsible for ensuring that measures and procedures are followed by workers and that workers have the information that they need to protect themselves.
Every worker must work in compliance with this policy and the supporting program. All workers are encouraged to raise any concerns about workplace violence and to report any violent incidents or threats. Employees must report to their supervisor. If there supervisor is not available then whoever is left in charge should be notified. There will be no negative consequences for reports made in good faith.
Management pledges to investigate and deal with all incidents and complaints of workplace violence in a timely and fair manner, respecting the privacy of all concerned to the extent possible. Incidents and complaints will be investigated within 24‐48 hrs of being reported.