1.0 Policy Statement and Objective:

Mothers Against Drunk Driving (MADD) Canada–Les mères contre l’alcool au volant (MADD) Canada–is a grassroots charity that is committed to increasing public awareness of the problems of impaired drivers, to stopping impaired driving and to supporting victims of this violent crime. To achieve these important objectives, MADD Canada maintains a prominent media profile and a strong presence in local communities and in provincial and national affairs relating to impaired driving and victims’ rights. Moreover, MADD Canada is funded almost exclusively by members of the public and private corporations.

Considering its mandate and funding sources, MADD Canada must maintain and be seen as maintaining the highest ethical standards. These standards must be reflected in the conduct of every employee, director, officer, agent, and volunteer. Any actual or perceived breach of this Code of Conduct could have long-term adverse consequences on the organization. Moreover, such conduct is incompatible with MADD Canada’s core values. This Code of Conduct is intended to ensure that these values are understood and maintained throughout the organization.

Specifically, the purpose of this Code is to:

  • provide a public statement of MADD Canada’s values, expectations and standards;
  • document the principles of business conduct and ethics to be followed by all employees, directors, officers, agents, and volunteers;
  • provide guidance to all members of the MADD Canada organization;
  • assist in identifying potential ethical problems and resolving them in compliance with MADD Canada’s Code;
  • promote avoidance of conflicts of interests, including early disclosure to an appropriate person of any transaction or relationship that
  • could give rise to such a conflict;
  • promote compliance with all applicable government laws, regulations and rules;
  • promote prompt internal identification and reporting of ethical concerns; and
  • promote both individual and collective accountability for adherence to the Code.
2.0 Application and Scope:

This Code of Conduct applies to all employees, directors, officers, agents, and volunteers of MADD Canada.

MADD Canada’s existence and success is based on the public’s trust in the organization. As in the case of many professionals, MADD Canada’s employees, directors, officers, agents, and volunteers are expected to be role models, in terms of both their official duties and in the public aspects of their private lives. Consequently, this Code applies to not only all MADD Canada activities but also any other activities that would be incompatible with a person’s ability to discharge his or her MADD Canada duties.

All individuals associated with MADD Canada are required to refrain from any conduct that is incompatible with the organization’s traffic safety mandate and conduct involving financial misdealings, dishonesty and criminal acts.

3.0 Responsibility for Administration:

3.1 Chief Executive Officer. The Chief Executive Officer is responsible for ensuring that this Code is available in print and on MADD Canada’s website (www.madd.ca). The Chief Executive Officer is also responsible for ensuring that the Code is fully and consistently implemented, and is required to show leadership in terms of the operation of the National Office.

In all of its activities and relationships, MADD Canada will act fairly, ethically and in full compliance with all relevant laws. Integrity must underlie all of MADD Canada’s relationships, including those with customers, suppliers, communities, victims, volunteers, and employees.

3.2 Employees. This Code outlines expected behaviours for MADD Canada employees. All employees are required to be familiar with this Code and to be sensitive to the ethical concerns in their dealings on behalf of MADD Canada.

MADD Canada requires employees to act at all times in accordance with the principles stated in the Code and the more detailed provisions which follow. One or more violations of this Code may be grounds for disciplinary action up to and including immediate termination of employment. Compliance with this Code will be included in the annual performance reviews of all employees.

If an employee reasonably suspects that this Code is being contravened by any other person, the employee must immediately report the situation to the Chief Executive Officer. If an employee is not satisfied with the Chief Executive Officer’s response, the employee should contact the Chair of MADD Canada’s Board of Directors.

Every employee has responsibility to ask questions, seek guidance and report suspected violations of this Code. Attempts to intimidate or retaliate against anyone who raises genuine ethical concerns will not be tolerated. Disciplinary action, up to and including dismissal may be taken against anyone engaging in such conduct.

If an employee is uncertain about his or her obligations under this Code of Conduct, he or she should seek the advice of the Chief Executive Officer.

A copy of this Code will be made available to every employee, director, officer, agent, and volunteer at the start of their relationship with MADD Canada, and when this Code is revised or replaced.

3.3 Directors. This Code outlines expected behaviours for MADD Canada directors. All directors are required to be familiar with this Code and to be sensitive to the ethical concerns in their dealings on behalf of MADD Canada. Without exception, directors must comply with the Code and all applicable laws, rules and regulations. One or more violations of the Code may result in disciplinary action, including immediate removal of the director from his or her position.
If a director is uncertain about his or her obligations under the Code, he or she should seek the advice of the Chief Executive Officer or Chair of the Board.

3.4 Officers. This Code outlines expected behaviours for all MADD Canada officers. All officers are required to be familiar with the Code and comply with its provisions. One or more violations of the Code may result in disciplinary action, including immediate removal of the officer from his or her position.

If an officer is uncertain about his or her obligations under the Code, he or she should seek the advice of the Chief Executive Officer or the Chair of the Board.

3.5 Acknowledgement of Code. All current and future employees, directors and officers will be required to sign a copy of the attached Acknowledgement Form to ensure that he or she has read and agreed to comply with the Code. This will help to avoid misunderstanding about the individual’s responsibility to adhere to the Code.

Individuals who refuse or fail to sign the form or who refuse to comply with the Code will not be permitted to hold a position as an employee, director or officer, as the case may be.

3.6 Agents and Volunteers. All agents and volunteers are required to comply with this Code. One or more violations of the Code may result in disciplinary action, including immediate removal from any position with the organization.

If an agent or volunteer is uncertain about his or her obligations under the Code, he or she should seek the advice of the Chief Executive Officer.

While volunteers and agents are not required to sign a copy of the Code of Conduct Acknowledgement Form, they are required to adhere to the Code of Conduct.

4.0 Required Conduct:

4.1 All Employees, Directors, Officers, Agents, and Volunteers. The highest standards of business conduct are required of all MADD Canada employees, directors, officers, agents, and volunteers in the performance of their responsibilities. Employees, directors, officers, agents, and volunteers cannot engage in conduct or an activity that may call into question MADD Canada’s honesty, impartiality, integrity or reputation. Without exception, employees, directors, officers, agents, and volunteers must make all reasonable effort to comply with all applicable laws, rules and regulations.

Given MADD Canada’s core values, this Code requires all employees, directors, officers, agents, and volunteers to immediately contact the Chief Executive Officer if they are, or are likely to be, charged with any criminal offence or any serious provincial traffic offence. Thus, employees, directors, officers, agents, and volunteers must not delay disclosure until after the final resolution of the charges.

5.0 Business Policies:

5.1 General. This Code of Conduct outlines general policies and cannot address all eventualities. Nevertheless, employees, directors, officers, agents, and volunteers must exercise the highest standards in their dealings on MADD Canada’s behalf, even if the particular situation is not specifically addressed by the Code.

Confidentiality. Employees, directors, officers, agents, and volunters are required to follow all restrictions on the use and disclosure of information. This includes protecting MADD Canada information and ensuring that all other information is only used and disclosed as authorized by its owner or as otherwise permitted by law.

Consequently, this policy applies to: personal information about victims and their families; information respecting MADD Canada’s operations and distribution lists; information about MADD Canada’s financial records, statements and documents; and any other confidential information.

All employees, directors, officers, agents, and volunteers will be expected to refrain from disclosing non-confidential information that is of a personal or sensitive nature, unless such disclosure is necessary in discharging their duties.

6.0 Third Party Relationships:

6.1 Conflicts of Interest. A conflict of interest occurs when a person’s private affairs or financial interests are or may be in conflict with his or her MADD Canada duties. Employees, directors, officers, agents, and volunteers owe MADD Canada a duty to act in the organization’s best interests and to refrain from any situation which could hinder or be perceived as hindering their ability to do so.

While employees, directors, officers, agents, and volunteers are free to engage in outside employment, business, and community activities, they should avoid situations which might impair their ability to act in MADD Canada’s best interest.

Employees, directors, officers, agents and volunteers must not use their position with MADD Canada for unauthorized or improper personal gain.

Anyone concerned that they might be in an actual, perceived or potential conflict of interest must immediately contact the Chief Executive Officer.

6.2 Gifts and Entertainment. Employees, directors, officers, agents, and volunteers and their immediate families may not use their position with MADD Canada to solicit cash, gifts or free services from any MADD Canada client, supplier or contractor.

Nevertheless, nominal gifts and entertainment as well as reasonable invitations to events such as meetings, conventions and seminars may be accepted. Invitations to social, cultural and sporting events may also be accepted, provided they are reasonable and serve a customary business purpose such as networking or promoting good working relationships with MADD Canada’s clients, suppliers or contractors.

6.3 Suppliers and Contractors. MADD Canada selects its suppliers and contractors in a non-discriminatory manner, based on the quality, price, service, delivery and supply of goods and services. Decisions regarding all suppliers and contractors may never be based on personal interests or those of one’s family or friends.

Employees must inform their manager, and officers and directors must inform the Board of Directors of any relationships that appear to create a conflict of interest.

6.4 Public Relations. MADD Canada has a policy on official public statements which is contained in the Compliance Manual. This policy also provides guidance on how to avoid defamation suits arising from statements made by MADD staff and members. Designated personnel who are authorized to make official statements to the news media or public must do so in accordance with this policy.

MADD Canada’s Chair, CEO and President are responsible for all public relations, including all contact with the media. Unless employees, directors, officers, agents, or volunteers are specifically authorized to represent MADD Canada to the media, they may not speak on behalf of the organization. They should refer media requests for MADD Canada’s position to one of the authorized individuals.

However, victims, volunteers and others may make public statements expressing their personal views and opinions. They should clearly state that they are speaking in their personal capacity and not on behalf of MADD Canada. Nevertheless, they should strive to conduct themselves in an appropriately respectful manner, particularly when dealing with the media. MADD Canada would encourage all individuals to express their views in a professional and objective tone.

Whether speaking in an official or personal capacity, all individuals must be careful not to disclose confidential or sensitive personal or business information.

7.0 Information and Records:

7.1 Privacy Rights of Victims and Employees. MADD Canada is committed to maintaining the privacy rights of victims, their families, and others. MADD Canada requires all employees, directors, officers, agents, and volunteers to maintain the confidentiality and correctness of all personal information consistent with the requirements of the Personal Information Protection and Electronic Documents Act (“PIPEDA”). For further information concerning issues of privacy, confidentiality or PIPEDA, please contact the Chief Executive Officer, who acts as MADD Canada’s Privacy Officer.

8.0 Effective Date:

This Code of Conduct is effective February 2, 2008.