Harassment in the Workplace
Purpose Vision & Values
Respect in the Workplace
How We Are Governed
- Our Boards
- Our Committees
- Annual General Meeting
- Governance Responsibilitites
- Conflict of Interest
- Evaluation and Compensation
Our Senior Management
Our Site Management
Client Services Management Team
Property Management Team
Funeral Management Team
Pre-planning Management Team
- Fiscal 2016 Annual Review
- Fiscal 2015 Annual Review
- Fiscal 2014 Annual Review
- Fiscal 2013 Annual Review
- 2011 Annual Review
- 2010 Annual Review
- Fiscal 2016 Financial Statement
- Fiscal 2015 Financial Statement
- Fiscal 2014 Financial Statement
- Fiscal 2013 Financial Statement
Careers at MPG
Protecting Your Privacy
MPGC Corporate Bylaws
Mount Pleasant Group is committed to providing a work environment where all employees are treated with dignity and respect and provided with equal opportunities. Each employee has the right to work in an environment that is free from discrimination and harassment prohibited by law.
Supervisory staff must be aware of the Ontario Human Rights Code and the Occupational Health and Safety Act, and ensure that their employees are informed of MPG policy.
Every employee is expected to respect the freedoms, rights and dignities of others, and is responsible for refraining from initiating or being party to any behaviour or creating a workplace atmosphere that could constitute harassment or a poisoned environment.
Every employee, job applicant, and individual having dealings with MPG, has the right to equitable treatment and freedom from discrimination and harassment in relation to any one of the prohibited grounds under the Ontario Human Rights Code.
All complaints of discrimination or harassment will be taken seriously and will be investigated in a prompt, confidential and impartial manner until such time as they are resolved.
In the case of substantiated complaints, corrective action up to and including dismissal will be applied.
Frivolous or malicious accusations are considered serious infractions and will be dealt with accordingly up to and including dismissal should the situation warrant it. It should be noted that a wrongly accused harasser might consider legal action.