4 - Employee Handbook (Sign Page 37 and Send Back)

Management Documentation
GDCAMS: Human Resources

REFERENCE DOCUMENT: RD-HR097 Employee Handbook
GDCAMS
Employee Handbook
Dept. Head: A. Sivathasan QM: B. Arabinezhad Page 1 of 37 ID: RD-HR097 Vsn: 2 Date: 2021-07-09
 GDCAMS, 2021. G+D Business Confidential. Duplication, use, or dissemination outside of GDCAMS only with
Author: E..Sands
senior management approval. This printed version will not be updated.
Table of Contents
1 Welcome Information 6
1.1 How to Access Full Policies 6
1.2 Vision and Mission 7
1.3 ST+S Principles and Practices 7
1.4 Code of Conduct 7
1.4.1 Local Compliance Officer 8
1.5 Quality Policy 8
2 Legalities 9
2.1 Confidentiality 9
2.2 Non-Competition and Non-Disclosure 9
2.3 Conflict of Interest 9
2.4 Pay Equity 10
2.5 Workplace Harassment 10
2.5.1 Open Door Policy 10
2.6 Workplace Violence 10
2.7 Employment Equity 11
2.8 Accessibility for Ontarians with Disabilities Act (AODA) 11
2.9 Anti-Bribery and Corruption (ABC) 11
2.10 Data and Privacy Protection 11
2.11 Employee Files and information 12
2.12 Antitrust Policy 12
2.13 Whistleblower Policy 13
3 Workplace Policies 13
3.1 At Will Employment 13
3.2 Equal Employment Opportunity 13
3.3 Language in the Workplace 14
3.4 Employee Computer Use 14
Author: E..Sands
3.5 Social Media / Communication 14

3.6 Guidelines for Message Notifications 15
3.6.1 Voice Mail Greetings 15
3.6.2 Out of Office Email 15
3.6.3 Email Signature 16
3.7 Alcohol and Drug Use Policy 16
3.8 Smoking on Company Property 16
3.9 Inclement Weather 17
3.10 Dress Code 17
3.10.1 Client Facing Roles 17
3.10.2 Production Employees 17
3.11 Personal Hygiene Expectations 17
3.12 Attendance Habits 18
3.13 Service Awards and Recognition 18
3.13.1 Employee Recognition Program – Polaris 18
3.14 Performance Management Program 18
3.15 Travel Policy 19
4 Employment Basics 19
4.1 Hours of Work 19
4.2 Overtime 20
4.3 Recruitment - Hiring Talented Employees 20
4.3.1 Hiring Employee’s Relatives 21
4.4 Criminal, Credit and Anti-Terrorism Checks 21
4.5 Employment Confirmation Letters 21
4.6 Employee Referral Bonus 21
4.7 Job Descriptions 22
4.8 Probation Period 22
4.9 Performance Improvement Plan 23
4.10 Training 23
4.11 Workplace Resignation 24
Author: E..Sands
4.12 Employee Lockers 24

5 Benefits 24
5.1 Group RRSP (Registered Retirement Savings Plan) 24
5.2 Vacation Entitlement 25
5.3 Floater Day Entitlement 25
5.4 Paid Statutory Holidays 25
5.5 Sick Day Entitlement 26
5.5.1 Short Term Disability (STD) 26
5.5.2 Long Term Disability (LTD) 26
6 Leave Entitlements 27
6.1 Pregnancy and Parental Leave 27
6.2 Bereavement 27
6.3 Leaves to Help Families 28
6.3.1 Family Responsibility Leave 28
6.3.2 Family Medical Leave 28
6.3.3 Family Caregiver Leave 28
6.3.4 Critically Ill Child Care Leave 28
6.3.5 Child Death or Crime-Related Disappearance Leave 29
6.4 Jury Duty 29
6.5 Voting Day 29
7 Retiree Benefits 29
7.1 Working Beyond Age 65 – Changes to Benefit Coverage 29
7.2 Retiring at Age 65 30
8 Wellness 30
8.1 Safety Shoes 31
9 Security Information 31
9.1 Visitor Notification Process 31
9.2 Employee Badge 31
9.2.1 Forgotten Badge 32
9.2.2 Lost Badge 32
Author: E..Sands
9.3 General Security Guidelines 32

10 Health and Safety Overview 32
10.1 Evacuation Plans 33
11 Annex 34
12 Amendment History 34
13 Annex 1 – Benefit Summary 35
14 Annex 2 – Acknowledgement Form 37
Author: E..Sands
1 Welcome Information
Welcome to Giesecke + Devrient Mobile Security Canada, Inc.
This Employee Handbook provides an overview of the Human Resources policies and
practices that are the basis of the relationship between GDCAMS and all of its employees.
Management reserves the right to change the conditions of employment as described in the
Employee Handbook at any time and will advise employees of any changes as they occur.
The Employee Handbook has been designed to help you learn about the Company and
serve as a reference if you have questions during your employment. If there are any policies or
procedures you would like clarified, please speak to either your manager or a member of the
Human Resources department.
Good communication is an important part of our employment relationship. We wish you great
success in your position, and hope you find working at Giesecke + Devrient Mobile Security
Canada Inc. to be a rewarding one.
1.1 How to Access Full Policies

The policies referenced in this
handbook are here to provide you an
overview. If you would like to access
the full policy, please go to: ePlanet
Canada  Department  Controlled
Documents Library
Select Human Resources from the

department list.
In the Find a file function, you can type

in keywords, or the file number and it
will return the results.
The file number for a policy will appear

at the bottom of each section.
Author: E..Sands
1.2 Vision and Mission

How (Vision) – How do you do what you do?
We engineer customized security technologies with passion and precision
What (Mission) – What do you do?
We create innovative security solutions for reliable protection of highly critical sectors
Purpose:
We engineer trust to secure the essential values of the world
1.3 ST+S Principles and Practices
1.4 Code of Conduct

Our Code of Conduct is important because it promotes moral behavior, acts as a guideline for
ethical decision making, enhances the reputation of our company, prevents negative legal
effects, encourages positive relationships and acts as a reference for solving ethical dilemmas.
Giesecke + Devrient (GDCAMS) believes that responsible, lawful behavior is a basic
requirement for business success. It forms the foundation for the trust placed in us by our
customers, business partners, the company’s owners, and society as a whole.
In conjunction with our corporate mission, and vision, the Code of Conduct encapsulates our
ethics and standards. Each of us is responsible for ensuring that the Code of Conduct is not
just a piece of paper but something we live up to and implement throughout our company
Author: E..Sands
daily. GDCAMS’s success and reputation are highly dependent on complying with – and
being seen to comply with – these principles and rules.
Full Policy: Code of Conduct
1.4.1 Local Compliance Officer

In order to assure the overall compliance with our values as well as ethical and legal
standards, a central Compliance Office is installed at our Headquarters in Germany. In order
to enforce the compliance throughout all subsidiaries around the world, each subsidiary
installs a Local Compliance Officer (LCO):
Contact Information:
Mandy Enriquez
Vice President, Finance
Mobile Security
Giesecke+Devrient Mobile Security Canada, Inc.
316 Markland Street, Markham, Ontario L6C 0C1
Phone: + 1 905 480 2033, Mobile + 1 416 318 3172
Email: mandy.enriquez@gi-de.com
Deputy Privacy Officer

Fred Hopper
Vice President, Security, Quality Management
Mobile Security
Giesecke+Devrient Mobile Security Canada, Inc.
316 Markland Street, Markham, Ontario L6C 0C1
Phone: + 1 905 946 2815
Email: fred.hopper@gi-de.com
1.5 Quality Policy

At GDCAMS, Quality is an integral part of our Business Principles. These principles guide our
actions to deliver products and services that are essential for the achievement of our ambition
to be recognized by our customers as trusted partners. We create confidence, by providing
superior quality products, on time delivery and a professional service to our customers.
Quality is about trust. Every one of us has the power to influence this trust through our
dedication to the quality of our products and through our passion and leadership.
Full Policy: Statement of Principles on Quality Policy
Author: E..Sands
2 Legalities
2.1 Confidentiality
A Confidentiality Agreement is a legal document that protects sensitive information from
being distributed or revealed by any employee in our company. This agreement is used to
protect our business's intellectual property or details about its operations. Any employee with
access to confidential, private or sensitive information is not to divulge this information with
any other employee, or person outside of the business unless authorized to do so. If you are
ever asked to divulge confidential information about a client by a person who has no
authority to request this, please report the matter to your supervisor immediately.
The company considers the Personal Information Protection and Electronic Documents Act
(PIPEDA) - the federal privacy law for private-sector organizations - the standard by which
personal information should be protected. Personal information will not be used or disclosed
for purposes other than those for which it was collected, except with the consent of the
individual or as required by law. Personal information will be retained only as long as
necessary for the fulfillment of those purposes.
Full Policy: FR-HR403 Employee Confidentiality Agreement

2.2 Non-Competition and Non-Disclosure
A non-compete clause protects the company, should you leave for any reason from entering
into a start-up, or a similar profession or trade in competition with GDCAMS. By signing this
agreement, you agree not to directly join the competition for a reasonable length of time and
within reasonable geographic limits.
A non-disclosure agreement means that you agree not to disclose things about our company
that may be considered to be proprietary or confidential, such as information about new
products, technology, business plans, financial information, models, sketches and so forth. It
doesn’t mean you can’t work for a competitor; it simply means you can’t use proprietary or
confidential information you learned or obtained from the former employer with a new
employer.
Full Policy: PC-HR022 Non-Competition Agreement

2.3 Conflict of Interest
Our Conflict of Interest Policy addresses situations or circumstances in which your personal
interests are – or can appear to be – in conflict with the Company’s interests.
This policy focuses on opportunities you may have to use your position to your personal or
private advantage, or to the advantage of friends or family members. This would apply to
acceptance of gifts; financial interests; outside employment; confidential information and
disclosure of public opinions or appearances.
Author: E..Sands
You have a duty to avoid business, financial or other interests or relationships that conflict
with the interests of the Company or that divide your loyalty to the Company.
Full Policy: PC-HR023 Conflict of Interest
2.4 Pay Equity

Pay Equity is a fundamental human right. It is also known as equal pay for equal value. Its
goal is to stop discrimination related to the under-valuation of work traditionally performed
by woman. The Pay Equity Act takes factors of skill, effort, responsibility and working
conditions into consideration when determining whether the work is equal or of equal value.
A Pay Equity review is completed every two years.
Full Policy: PC-HR026 Pay Equity
2.5 Workplace Harassment

GDCAMS is committed to providing a work environment free from all forms of
discrimination and harassment, including racial and sexual harassment. Workplace, Sexual
Harassment and Racism will not be tolerated from any person in the workplace (including
customers, clients, other employees, supervisors, workers and members of the public, as
applicable). Harassment of any kind is taken seriously at GDCAMS. The Company will take all
precautions reasonable under the circumstances to protect employees, customers, visitors,
contractors and other third parties. Any Workplace: sexual or racism claim reported (report
form is included in the full policy link), will be investigated thoroughly. Offenders will be
dealt with appropriately, up to, and including dismissal.
2.5.1 Open Door Policy

At GDCAMS, we believe that if an employee has a problem at work, it should be discussed
first with their immediate Supervisor. If this discussion fails to resolve the problem, of it the
problem is such that it is inappropriate to discuss it with their Supervisor, the employee
should contact the next level Manager, and if you are still not satisfied, reach out to the
Human Resources Department. Human Resources will work together with the manager and
employee to help resolve, to their best of their ability, the concern at hand. Through this
process we hope to resolve problems quickly and satisfactorily.
Full Policy: PC-HR027 Workplace Harassment
2.6 Workplace Violence

GDCAMS has zero tolerance for workplace violence of any kind and will be proactive in the
prevention of workplace violence. GDCAMS is committed to investigating reported incidents
of violence and harassment in an objective and timely manner, taking necessary action and
providing appropriate support.
Author: E..Sands
Full Policy: PC-HR030 Workplace Violence
2.7 Employment Equity

GDCAMS is committed to implementing Employment Equity under the Federal and Provincial
Government of Canada. Employment Equity is an initiative which seeks to ensure that
companies are actively hiring, training and promoting women, people with disabilities, visible
minorities and aboriginal people.
Full Policy: PC-HR028 Employment Equity
2.8 Accessibility for Ontarians with Disabilities Act (AODA)

GDCAMS services are accessible to everyone in accordance with the Ontario Regulation
Accessibility Standards for Customer Service as well as the Integrated Accessibility Standards.
GDCAMS is committed to treating all people in a way that allows them to maintain their
dignity and independence. We believe in integration and equal opportunity. We are
committed to improving accessibility and meeting the needs of people with disabilities in a
timely manner. We will do so by preventing and removing barriers to accessibility and
meeting accessibility requirements under applicable laws that deal with accessibility for
persons with disabilities. This is for ONTARIO employees only.
Full Policy: PC-HR031 GDCAMS Accessibility Standards
2.9 Anti-Bribery and Corruption (ABC)

GDCAMS expects all of its executives, employees, and business partners to refrain from any
form of corruption in any country. The Company will take appropriate action against anyone
violating this obligation.
It is prohibited to offer or grant improper benefits including so-called “facilitation payments”

(active bribery), and to demand or accept them.
Corruption is illegal and may result in severe sanctions for the individuals directly or indirectly
involved, including imprisonment, fines, and claims for damages under civil law, as well as
consequences under labour law.
2.10 Data and Privacy Protection

At GDCAMS, we are committed to treat information of employees, customers, stakeholders
and other interested parties with the utmost care and confidentiality. We ensure that we
gather, store and handle data fairly, transparently and with respect towards individual rights
and legal legislations such as the Personal Information Protection and Electronic Documents
Act (PIPEDA)
Author: E..Sands
Generally, this policy refers to anyone we collaborate with or who acts on our behalf and
who may need occasional access to data e.g. employees, job candidates, customers, suppliers
etc.
As part of our role, we need to obtain and process information. This information includes any
offline or online data that makes a person identifiable such as names, addresses, usernames
and passwords, digital footprints, photographs, social security numbers, financial data etc.
GDCAMS collects this information in a transparent way and only with the full cooperation
and knowledge of interested parties.
Full Policy: Corporate Guideline: Data Protection
2.11 Employee Files and information

GDCAMS respects your right to privacy. Employment files and records are necessary to record
and document your history with the Company. In order to preserve your rights to privacy, all
files are kept locked in the Human Resources Department. All employees are obligated to
ensure that any personal information that they may have received access to, remains
confidential.
Under the Freedom of Information Act, you may, at any time, review your file by contacting
Human Resources at sci.hr@gi-de.com
Any request from you to disclose your own personal information to a third party must be
accompanied by a signed and dated released document.
Files many are not taken out of the Human Resources Department.
Full Policy: PC-HR029 Employee Files and Information
Full Policy: PC-HR419 File Retention
2.12 Antitrust Policy

The general objective of anti-trust law is to maintain free competition in the marketplace and
to protect the interests of our customers. It is GDCAMS’s policy to comply fully with anti-trust
laws that apply to our operations domestically and throughout the world.
Anti-trust laws are designed to prohibit (a) agreements, decisions of associations of

undertakings (including trade associations) and concerted practices which restrict competition
and (b) abuse of a single or collective dominant market position.
Full Policy: Corporate Guideline: Antitrust Law
Author: E..Sands
2.13 Whistleblower Policy

The Whistleblower Tool is an option for all employees as well as third parties (customers,
suppliers etc.) to report potential violations of current legislation, internal regulations or the
code of conduct. It does not include personal situations between an individual and the
Company, such as workplace bullying or mismanagement. These cases fall under provincial
laws such as Employment Standards Act (ESA), the Occupational Health and Safety Act
(OHSA) and in cases of environmental issues, the Environmental Protection Act.
GDCAMS Whistleblower policy guarantees the protection of any employee who reports on
employer’s activities that are deemed to be illegal, unethical or dishonest. GDCAMS is
committed to demonstrating integrity and ethical behaviour in the workplace. The
Whistleblower policy intent is to:
 Prevent retaliation – any adverse employment action such as termination of

employment, poor work assignments, shunning by co-workers and/or threats of
physical harm.
 Provide confidentiality – At all times the identity of the individual will be protected at
all times and will never be revealed.
For More Information, visit this link
3 Workplace Policies
3.1 At Will Employment
GDCAMS reserves the right to terminate an employee at any time, with or without notice and
with or without cause, just as an employee may voluntarily terminate their employment at
any time for any reason.
3.2 Equal Employment Opportunity

GDCAMS is an equal opportunity employer. It has been and will continue to be the policy of
GDCAMS to be fair and impartial in all of its relations with its employees and applicants for
employment and to base all employment-related decisions upon valid job-related factors,
without regard to race, religion, national origin, age, gender, physical or mental disability, or
any other legally protected characteristic. This policy applies to hiring, training, promotion,
compensation, disciplinary measures and all other personnel actions and conditions of
employment. Through this policy, GDCAMS ensures that all employees have the opportunity
to make their maximum contribution to the Company and to their own career goals. The
intention behind this policy is to provide for an equal employment opportunity program that
will simultaneously serve the requirements of society, the law, sound business practices, and
individual dignity.
Author: E..Sands
3.3 Language in the Workplace

At GDCAMS, we are very proud of our diverse cultural mix of employees. To facilitate
communication between employees, managers, supervisors and lead hands, and to ensure all
employees are treated consistently, we ask that while performing your duties, training
employees and generally communicating with other GDCAMS employees that you
communicate in English.
3.4 Employee Computer Use

You must keep your personal interests and activities, including accessing the Internet for
personal reasons, to a minimum e.g. break or at lunch.
Computer equipment and communication systems provided to you, along with Internet
access, all messages composed, sent or received on the Company email system including
attachments to those messages are provided to you by the Company, and are the sole
property of the GDCAMS and not your own. GDCAMS reserves the right, at its sole discretion
and at any time, to monitor and access your computer files and emails for purposes of
security and network maintenance and to ensure compliance with this Computer Use Policy.
Prohibited use includes, but is not limited to:
a) Downloading, copying, printing or distributing any material that is not related to the
employees job;
b) Visiting websites for reasons unrelated to the employees job;
c) Downloading, copying, printing, or distributing any material that is deemed offensive,
or is protected by copyright; and
d) Posting or distributing any information about, or lists of, the Company’s employees,
trade secrets or any other sensitive or confidential information related to the
Company to parties outside of the Company
3.5 Social Media / Communication

GDCAMS employees make active use of social networks in order to maintain contact with
both friends and business partners and to share information with them. It is not always easy
to keep private and business communications separate. We are not just any company –
security and trust are cornerstones of our business.
Private use of the Internet is permitted to a very limited extent. Business relevant content only,
should be sent via your company email address.
GDCAMS recognizes that occasionally employees may have the need to use social media. See
below for some guidelines when it comes to social media:
Author: E..Sands
 Your job comes first; don’t let social media affect job performance.
 Don’t discuss the Company’s business; talking about financial information, sales
trends, strategies, forecasts, legal issues, future promotional activities or giving out
personal information about customers or employees and or posting confidential or
non-public information is strictly prohibited
3.6 Guidelines for Message Notifications
3.6.1 Voice Mail Greetings

Please ensure that your outgoing greeting message includes:
 Your name and title
 The Company’s name (G+D – pronounced G and D)
 What information you would like the caller to leave (name, number, brief message)
3.6.2 Out of Office Email

Please ensure that your notification includes:
 Specific dates that you will be away and when you will be back
 Indicate if you will be able to check messages while away
 Directions on who to contact in your absence
Example:
Hello,
You have reached Joe Smith @ G+D. I will be away from the office on Monday July 9, 2018
and will return on July 16, 2018. I will have no access to my emails during this time and so
will respond to your email within 24 hours of my return.
If this is an urgent request, please contact Jane Jones at Jane.Jones @gi-de.com or 905-123-
1234.
Regards,
Joe Smith
Author: E..Sands
3.6.3 Email Signature
Font: 11/13 pt. Arial Regular and Bold

3.7 Alcohol and Drug Use Policy
GDCAMS is a drug and alcohol-free workplace and employees are expected to come to work
with a 0% concentration of alcohol levels. While working, the use of or being under the
influence of illegal drugs, marijuana or alcohol is prohibited. Employees are responsible for
reporting to work free from the influence of drugs, marijuana or alcohol. Employees will be
considered to be under the influence if:
1. You are in a physical or mental condition that creates a risk to the health and safety
of yourself, other individuals, the Company, client property or Company Agents.
2. You demonstrate signs of impairment, such as the smell of alcohol on your breath,
slurred speech, difficulty with motor skills, etc.
Full Policy: PC-HR066 Alcohol and Drug Use Policy
3.8 Smoking on Company Property

Smoking is prohibited in the workplace. However, GDCAMS has provided employees with a
designated smoking area 30’ from the exit doors in the employee parking lot. This area also
has waste receptacles for garbage and cigarette butts. Employees are expected to dispose of
their cigarettes using the receptacles in order to keep our property clean. For Quebec
Employees, please reach out to your Supervisor for further direction.
Note: Smoking breaks are to be taken during allotted break times. Excessive time away from
work for smoking breaks will be handled as a performance issue. Smoking immediately
outside the employee entrance is not allowed, nor is it allowed in front of the building, or in
the back enclosed area of the business.
Author: E..Sands
3.9 Inclement Weather

The Company must continue to operate during periods of bad weather. During inclement
weather, as a general rule of thumb, you are expected to make every effort to report for
work. If, however, you know hazardous conditions have been reported in the area, protect
yourself and call work first. If you decide not to make your way in, discuss with your
Supervisor/Manager how to log this day in Dayforce, i.e. Floater Day, Vacation Day or Unpaid
Day. Conversely, if you are at work and hazardous weather conditions arise and you decide to
make your way home, again, discuss with your Supervisor/Manager as to how to log this time
in Dayforce.
3.10 Dress Code
3.10.1 Client Facing Roles

Good judgement and professionalism are expected of all employees. GDCAMS has adopted
a Business Casual dress code. When in doubt, check with your Supervisor or Manager
ahead of time if you have any questions.
 Employees are expected to dress in business casual and/or business attitude unless
the day’s tasks require otherwise
 Employees must always present a clean, professional appearance. Everyone is
expected to be well-groomed and wear clean clothing, free of holes, tears or other
signs of wear
 Clothing with offensive or inappropriate designs or stamps are not allowed
 Clothing should be not be too revealing
 Clothing and grooming styles dictated by religion or ethnicity are exempt
3.10.2 Production Employees

 GDCAMS Smocks are always to be worn in the production areas. Smocks are
always to be buttoned (minimum of 3 buttons).
 Security badges must be displayed on the outside of the smock. Use your smock
locker for clean smocks and put soiled smocks in the bin
 Full length pants only (not accepted: capri pants, ripped jeans, sweatpants, spandex
leggings)
 Closed-toe Shoes (Safety shoes in the required areas)
3.11 Personal Hygiene Expectations

Personal hygiene is a delicate issue and never more so, than when one employee is singled
out as lacking in hygiene. You are expected to meet hygiene requirements during regular
business hours for the duration of your career with the Company.
Note: No heavily scented perfumes, colognes or lotions are to be worn.
Author: E..Sands
3.12 Attendance Habits

As an employee, it is your responsibility to show up for work as scheduled and on time.
Regular and punctual attendance is an essential requirement of your job. Among other
things, “good attendance habits” mean the following:
 Being at your work area ready for work by your scheduled work time,
 Taking only the allocated time allowed for breaks.
 Remaining at work during regular work hours, unless previous arrangements are
made with your Supervisor/Manager (for both in-person, or work from home)
 Leaving work on time unless specifically asked not to by your manager, or
 Calling in and personally notifying your Supervisor if you are going to be either
absent or late, unless a verifiable emergency makes it impossible for you to do so
3.13 Service Awards and Recognition

Service Awards are an integral component of the employee recognition. It provides the
Company with an opportunity to official recognize and thank our employees for their efforts,
dedication and loyalty to the Company.
An employee will be recognized for their years of service as follows: 5, 10, 15, 20, 25, 30,
35+
Each employee will receive a signed letter congratulating them in their service milestone. They
will also be invited to select a gift as outlined in their letter.
3.13.1 Employee Recognition Program – Polaris

To further recognize an employee’s outstanding contribution to the Company, the Polaris
program was initiated. Every employee is encouraged to recognize another employee
against the ST+S Principles and Practices.
To access the form, visit this link
3.14 Performance Management Program

The Performance Management Program has been designed to support and encourage
performance excellence. The program provides an equitable system for measuring an
employee’s progress against individual performance objectives that are established by the
Supervisor/Manager at the beginning of each calendar year. There are two main components
of the Program:
1. Base Salary Review Program: provides Supervisors/Managers with the opportunity to

determine if an employee’s base salary is appropriately placed within their market
salary range. Placement and movement of the employee’s salary within this range is
Author: E..Sands
based on the employee’s performance. To be eligible for a base salary increase, the
employee must be on GDCAMS payroll on or before September 30.
2. Annual Performance Review and Performance Incentive (PI) Payout is an opportunity
for managers and employees to meet and discuss their development plans and
evaluate performance against established individual objectives. PI Payout is based on
an individual’s performance as well as the Company’s performance. Below outlines
the percentage range of payout by employee classification. PI Payout is capped at
150%. To be eligible for a PI Payout, the employee must be on GDCAMS payroll on
or before September 30.
Type % of Individual Base Salary

Employee:
- Job Bands 1-4 0-2%
- Job Bands 5+ 0-5%
Team Leads / Supervisors 0-5%
Managers 0-10%
Full Policy: RD-HR404 Performance MGMT Salary Review Guide
3.15 Travel Policy

Our policy defines travel and entertainment expenses that are reimbursable while conducting
Company business. Business travel requires approval from a Director, Vice-President or
President.
GDCAMS employees who incur travel and entrainment expenses are responsible for
complying with this policy. The business traveler bears full responsibility (under employment,
auditing and tax legislation) for the accuracy of their travel expense claims.
Full Policy: PC-BM068 Travel and Expense Policy
4 Employment Basics
4.1 Hours of Work
The Company’s core business hours for office employees are generally 8:30am to 5:00pm,
Monday to Friday. In the production areas, there are typically three shifts: Day, Afternoon and
Night.
Break Policy: You cannot work more than five (5) hours without a 30-minute break.
 Temporary Agency Employees  Unpaid (x2) 15-minute breaks, Unpaid (x1) 30-
minute lunch break
 Production Employees  Paid (x2) 15-minute breaks, Unpaid (x1) 30-minute lunch
break
Author: E..Sands
 Office Employees  Unpaid (x1) 60-minute break per day (inclusive of lunch and
breaks)
Full Policy: PC-HR033 Hours of Work
4.2 Overtime
Before overtime work starts, the supervisor and employee need to review the work plan
expectations and identify the maximum hours that should be worked. It is the supervisor's job
to approve overtime work in advance in Dayforce. Every employee is expected to leave work
at their regularly scheduled time each day unless requested to do so by their
supervisor/manager.
Overtime is worked on the Company premises or a place designated by the Company. Any
breaks are to be used as breaks and not for shift/workday time reductions. Overtime worked
can and maybe verified/monitored by using the Security Access Card System.
Any hours worked in a two-week period above your normal shift hours up to 80 hours will be
paid at straight time.
Any hours worked in a two-week period greater than 80 hours will be paid as overtime at the
rate of 1.5 your regular rate.
Any hours worked on a Statutory Holiday will be paid at the rate of 2.5 your regular rate.
Full Policy: PC-HR034 Overtime
4.3 Recruitment - Hiring Talented Employees

Hiring of new employees is managed by Human Resources.
All jobs are posted on the company’s web site. These job openings are also posted on the
Bulletin Boards throughout the building.
We encourage all employees like yourself, once you have been with the company for at least
one year, to apply for an internal job posting online if you have the qualification
competencies required to be successful.
Employees applying for internal job postings are asked to speak to their manager, prior to
applying online for the position.
Internal applicants who are not selected for the position will be notified by Human Resources.
Author: E..Sands
4.3.1 Hiring Employee’s Relatives

GDCAMS is happy to hire a member of an employee’s immediate family if the applicant
possesses all of the qualifications for employment for the position.
An immediate family member may be hired, only if their employment would create either a
direct or indirect supervisor/subordinate relationship with the family member or create an
actual conflict of interest or the appearance of a conflict of interest. These criteria will also
be considered when assigning, transferring or promoting an employee.
Employees who marry or become members of the same household may continue
employment as long as there is not a direct or indirect supervisor/subordinate relationship
between the employees or an actual conflict of interest or the appearance of a conflict of
interest.
Should the above situations occur, we will attempt to find a suitable position within the
company to which one of the affected employees may transfer. If accommodations of this
nature are not feasible, the affected employees will be permitted to determine which of
them will resign.
Full Policy: PC-HR058 Recruitment
4.4 Criminal, Credit and Anti-Terrorism Checks

GDCAMS does conduct background checks, prior to offering employment to a potential
candidate. These background checks include a Criminal, Credit and Anti-Terrorism check.
Once you are employed by the company these checks are done on an annual basis.
4.5 Employment Confirmation Letters

Human Resources are authorized to provide employees, upon request, with an Employment
Confirmation Letter that includes their job title, salary and length of service. GDCAMS does
not provide reference letters for departing employees.
4.6 Employee Referral Bonus

If you notice a specific job posting, and know a qualified person (friend, relative, or previous
colleague) who could potentially fill the position, the Company will pay you a referral bonus
as specified by type of employment.
 Full-Time, Permanent Position  $1,000 (less taxes) paid upon hiring of the
candidate
 Fixed-Term Contract; of 6 months or more  $500 (less taxes) paid upon hiring of
the candidate
Author: E..Sands
A completed Referral Bonus form needs to be completed and submitted in order for the
payout to be administered.
Note: A referral bonus will not be paid to anyone involved in the hiring process, any member
of Human Resources, or our Senior Management Team
Full Policy: PC-HR060 Referral Bonus
4.7 Job Descriptions

The purpose of job descriptions at GDCAMS is to define the duties and set requirements for
filling a business need. Within three months after every employee has filled a position, a
personalized job description detailing the unique features of the job and establishing the
employee’s job objectives will be prepared by their Manager using input from the employee
and in coordination with Human Resources. The previous job description to which the
employee applied for will be used as a model in defining the present employee’s position.
All job descriptions shall include the following information:
1. Title of position
2. Assigned organizational unit (e.g., payroll, marketing)
3. Job summary or overview
4. Major duties and responsibilities
5. Position qualifications (essential qualifications including job experience, skills, and
education)
These position descriptions are used to compare our positions with the positions of other
companies for salary surveys. Position descriptions are also one of the factors used in setting
the pay scale of positions within our Company.
An employee may request a review of their job description in coordination with Human
Resources upon request. Alternatively, Management will review all position descriptions
annually to ensure equity and consistency within and across job families and functional lines.
4.8 Probation Period

For all new employees, you will be on probation for three calendar months from your hire
date. From your manager’s perspective they use this time to evaluate your performance, skills
and abilities and how well you are assimilating into the Company’s existing culture. On the
other hand, it gives you the opportunity to adjust to your new role in a new environment and
to determine if the position meets your expectations.
During the probationary period, your supervisor or manager will conduct monthly
performance reviews. If for any reason you have not been able to meet the performance
Author: E..Sands
expectations set out, your manager will document and discuss the same with you and help
you to improve.
Throughout your probationary period, the Company encourages you to seek assistance and
direction whenever you need it.
Your probation period may be extended to a maximum of nine (9) months, with advance and
written notice.
4.9 Performance Improvement Plan

GDCAMS strives to be fair and consistent in our application of the standards of performance
and behaviour for all employees. The Performance Improvement Plan Program is designed to
ensure that standards of performance are attained through:
1. Making the employee aware that their performance is not meeting expectations, and
2. Establishing a time frame and performance objectives to help bridge the performance
gap
This plan applies to all fulltime employees. For employees hired on contract, this plan applies
if the original contract is on GDCAMS payroll and is a minimum of 6 months in duration.
Depending on the nature of severity of the performance concern, Human Resources should
be consulted for advice on how to apply the practice based on the situation at hand.
Full Policy: PC-HR062 Performance Improvement Planning
4.10 Training
In today’s competitive environment, employees need to replenish their knowledge and
acquire new skills to do their jobs better on an ongoing basis. This benefit both themselves
and the Company. We want them to feel confident about improving efficiency and
productivity, as well as developing new skills for their next job opportunity or promotion.
Legislative Training, as well as any company wide training initiative is owned by the Human
Resources department. They also provide support for the creation of broad development
plans. For any training that is solely job specific, each department is responsible for the
budgeting and organization of said training for their staff.
Human Resources is responsible for controlling the SuccessFactors Learning Platform.
Full Policy: PC-HR408 Training and Development
Knowledge Management Systems Policy: RD-HR407 KM Systems Overview
Author: E..Sands
4.11 Workplace Resignation

Although we hope that your employment with the Company will be a mutually rewarding
experience, we understand that varying circumstances may cause you to voluntarily resign.
Should this time come, we ask that you follow the guidelines regarding notice and exit
procedures:
1. Provide a minimum of two weeks’ notice (as stipulated in your employment contract),
2. Confirm your resignation in writing and give a copy to your manager and the original
copy to Human Resources
3. Once your resignation letter is received, you will receive a Confirmation of Resignation
Notice within 24 business hours.
Full Policy: PC-HR064 Resignations
4.12 Employee Lockers

In order to secure the personal property of our employees, lockers are provided for each
production employee’s use. They are assigned by HR on your first day. Once you have been
assigned a locker, that would be your locker for the duration of your employment with
GDCAMS. Locker changes would only be considered if you have a medical note. If you can’t
open your locker, you will have to contact HR during business hours (8:30am-5:00pm).
5 Benefits
All full-time employees are automatically enrolled, based on their employment contract in
GDCAMS benefits program. Our benefit provider is Sunlife and the program provides coverage
for either you, or you and your immediate family. With the exception of Long-Term Disability
(LTD), the benefit premiums are 100% paid by the Company.
Benefit Summary located in Annex 1
STD/LTD Benefits end at age 65 and Health and Dental Benefits end at age 71.
5.1 Group RRSP (Registered Retirement Savings Plan)
This plan is open to all full-time employees after one year of service.
Note: Employees who are actively employed with the company may contribute to the plan up
to and including the year they turn 71 years of age.
Guidelines:
 You will be sent an e-mail invitation to enroll in the Group RRSP Plan immediately
following your 1-year anniversary of your hire date.
Author: E..Sands
 This plan is completely voluntary

 The employee can contribute up to 4% of their base salary and G+D matches half
-or $0.50 for every $1.00 the employee contributes.
 Any straight withdrawal from your RRSP will be taxed.
 If you are actively enrolled in the Group RRSP program you will have the
opportunity at the end of the year, to transfer any or part of performance
incentive dollars into your Company before tax.
Full Policy: PC-HR055 Registered Retirement Savings Plan
5.2 Vacation Entitlement

Type Years of <1 Years 1-2 Years 1-8 Years 3-8 Years 9-18 19+
Service Years Years
Permanent Salary 15 days * 15 days 15 days 15 days 20 days 25 days
Permanent Hourly 10 days * 10 days 10 days 15 days 20 days 25 days
(10HR)
(Cont.)
Permanent Salary 11 days * 11 days 11 days 11 day 14 days 18 days
(Cont.)
Temporary No Paid
*Note: For <1 year of service, the amount of vacation entitlement will be prorated based on
start date
5.3 Floater Day Entitlement

Floater Days can be used for many different reasons, including doctor appointments, personal
reasons, taking care of a sick child, etc. Floater days must be requested using Dayforce.
Floater Days, like Vacation Days, cannot be carried over into the next year. The entitlement is
inclusive of Bill 47 Family Responsibility Leave requirements.
Entitlement: 3 days (2 paid and 1 unpaid)
5.4 Paid Statutory Holidays

The Company recognizes the following paid holidays:
Ontario Quebec
New Year’s Day (January) New Year’s Day (January)
Family Day (February)
Good Friday (March/April) Good Friday (March/April)
Victoria Day (May) Victoria Day (May)
St. Jean Baptiste Day (June)
Author: E..Sands
Canada Day (July) Canada Day (July)

*Civic Holiday (August)
Labour Day (September) Labour Day (September)
Thanksgiving Day (October) Thanksgiving Day (October)
Christmas Day (December) Christmas Day (December)
Boxing Day (December) Boxing Day (December)
*GDCAMS Granted Ontario Holiday
Full Policy: PC-HR050 Vacation Policy
5.5 Sick Day Entitlement

Sick Days are intended to cover casual illness of up to three (3) days per calendar year. Any
subsequent sick days taken in the calendar year will not be paid. Sick Days, if required, need
to be used in the current year and cannot be carried over to the following year. Any unused
sick days at the end of the year will not be paid. This benefit terminations on the employee’s
65th birthday, or the date of retirement if earlier
5.5.1 Short Term Disability (STD)

GDCAMS STD plan pays you 100% of your income for a period of up to 17 weeks from
the start of your STD claim, if you meet the following criteria:
 You are a full-time employee,

 You work a minimum of twenty-one (21) hours per week,
 Your claim for STD has been reviewed/adjudicated and approved by our third-party
provider; Oncidium Health Group,
 You are unable to perform a modified job that takes into consideration any
limitations you may have
Process:
 When you are sick, you will need to advise your manager immediately
 If you are sick for longer than 3 days, you will be required to use any outstanding
sick days first, followed by floater days and then vacation days
 Your manager will send you STD forms that your doctor must complete and submit
to Oncidium Health Group directly within 5 days of your absence
 Based on the evaluation of your claim, you may qualify for benefits equal to 100%
of your base earnings up to 17 weeks after an absence of five (5) consecutive days
5.5.2 Long Term Disability (LTD)

 If your illness/disability to likely to continue beyond 17 weeks, you may be eligible
for LTD
Author: E..Sands
 The process and benefit payments for you are handling through Sunlife
Full Policy: PC-HR046 Sick Leave Benefits
6 Leave Entitlements
If you need to take one of the leaves indicated below, you must advise your manager, in
writing, and copy Human Resources. Before the approval is provided, your manager will review
the request with Human Resources to ensure that the appropriate paperwork has been
obtained and or completed and that the leave is properly documented.
Your Manager will send Human Resources a copy of your Request for a Leave of Absence Form
as well as an Employee Change Request Workflow, which will advise Payroll of your absence.
The Company has the right to request supporting documents for the Leave of Absence (e.g. a
Doctor’s Note).
6.1 Pregnancy and Parental Leave
Maternity Leave refers to the period of time that a mother takes off from work following the
birth of her baby.
If you are a pregnant employee, and have worked for 13 weeks, you are eligible for up to 18
months (78 weeks) of unpaid leave of absence. This includes 17 weeks pregnancy leave, and
up to 61 weeks of parental leave. If you are an employee and a parent who has worked for
13 weeks and who has not taken a pregnancy leave (e.g. a new father or adaptive parent)
you are eligible for a 37-week unpaid leave of absence.
Please provide your manager and Human Resources with 8 weeks (minimum of 4 weeks) of
advanced notice of the date you want to commence your maternity leave.
Full Policy: PC-HR047 Pregnancy and Parental Leave
6.2 Bereavement
GDCAMS is dedicated to treating employee’s facility and caringly, and as such, we provide
paid bereavement time of up to:
Up to Four Days (4) Up to Two Days (2) Up to One Day (1)

 Spouse or common-law partner.  Grandparents  Brother/sister in-law,
 Father and or mother.  Grandchildren  Aunts
 Spouse or common-law partner  Mother in Law or  Uncles,
of the father or mother. Father in Law  Cousins
 Child(ren) and the child(ren) of  Son-in Law, Daughter-
the employee's spouse or in Law
common-law partner.
Author: E..Sands
 Brothers and sisters.

 Any relative of the employee
who resides permanently with
the employee or with whom the
employee permanently resides
with; or a relative of the
employee who is dependent on
the employee for care or
assistance
All paid bereavement days must be days which you were scheduled to work. Bereavement
pay will not be given if bereavement happens to fall during vacation time, weekends, paid
holidays or leave of absence.
6.3 Leaves to Help Families
6.3.1 Family Responsibility Leave

Family Responsibility Leave requirements outlined in Bill 47 are included under the
companies Floater Day entitlement. For more information, please refer to PC-HR050
Vacation Time.
6.3.2 Family Medical Leave

As an employee, you are provided Family Medical Leave of up to 28 weeks in a 52-week
period. This can be taken to provide care or support to family members whom a qualified
practitioner has issued a certificate stating that this family member has a serious illness
with a significant risk of death occurring within 26 weeks. You will be asked to provide a
copy of the medical certificate stating your family members’ situation.
6.3.3 Family Caregiver Leave

Family Caregiver Leave provides you with up to 8 weeks per calendar year of unpaid leave
to provide care of support a family member with a serious medical condition. Conditions
can be episodic or chronic. You will be asked to provide a doctor’s note certifying that the
family member has a serious medical condition in order to qualify.
6.3.4 Critically Ill Child Care Leave

As an employee, you are provided with up to 37 weeks within a 52-week period of unpaid
time to care for a critically ill child. Your child must be under (18) years of age and you
need to have been employed by G+D for at least six consecutive months. You will be
asked to provide a doctor’s note certifying that your child is critically ill in order to qualify.
Author: E..Sands
6.3.5 Child Death or Crime-Related Disappearance Leave

You are provided up to 104 weeks of unpaid leave. You must be employed for at least six
consecutive months. A child means a child, stepchild, child under the legal guardianship of
the employee, or foster child who is under 18 years of age.
6.4 Jury Duty

The Company recognizes the responsibility of it’s permanent hourly and salaried employees to
serve jury duty or as a subpoenaed witness as prescribed by applicable law. Therefore, any
permanent hourly and salaried employee who is required to perform jury duty or to serve as a
subpoenaed witness will continue to be paid providing that:
 The employee has given one (1) weeks’ notice to the Company, prior to the date they
are to appear in court.
 The employee provides a copy of the summon.
 The total combined reimbursement for each day served does not exceed the
equivalent of regular hours, and do not include any overtime premiums
Court Duty may not be paid in instances where the employee is summed or subpoenaed to
appear in court as a defendant or when in court as a plaintiff.
Any agency, independent contractor will be granted time off without pay.
6.5 Voting Day

Province Hours of work for Voting Voting Hours (Polls Open)
Ontario 3 consecutive hours 9AM to 9PM, 8AM to 8PM
*See above* in the Central Time Zone
Quebec 4 consecutive hours (not 9:30AM to 8PM
including the time normally
allowed for meals)
Full Policy: PC-HR048 Time Off Work
7 Retiree Benefits
7.1 Working Beyond Age 65 – Changes to Benefit Coverage
Should you choose to work beyond age 65, the existing terms and conditions of your
employment contract will remain the same, except for the following changes:
1. You will continue to be eligible to participate in the RRSP Plan. However, it is

important to note that federal income tax legislation only allows individuals to accrue
Author: E..Sands
retirement earnings in programs of this nature up to a maximum of 71. Should you

continue to work beyond age 71, your participation in these retirement programs will
automatically end;
2. Your current Short Term, Long Term Disability coverage and Life Insurance will
automatically end on your 65th birthday;
3. Your participation in all other group benefit programs currently provided by the
Company will continue and these include: extended health, vision, dental, basic life
and basic Accidental Death & Dismemberment coverage up to a maximum of age 70.
Your ongoing participation in any remaining group benefit programs will continue to
be governed by the terms and conditions of the applicable insurance policies; and
4. Should you continue to work beyond age 65, the Ontario Workplace Safety and
Insurance Act will only allow you to be covered up to a maximum of two (2) years’
worth of disability benefits in the event that you become disabled as a result of
workplace injury or illness.
7.2 Retiring at Age 65

If you choose to retire at age 65, you may be eligible for certain government sponsored
benefits.
In Ontario, age at 65 you will be eligible for covered under the Ontario Drug Benefit Plan. In
Quebec, at age 65 you will be eligible for coverage under the Quebec Prescription Drug
Insurance. You may also apply to start pension benefits under the Canada Pension Plan (CPP)
and Old Age Security (OAS). You should apply for these benefits approximately six months
before turning age 65.
Further information and assistance in applying for these government programs is available
through your local Service Canada office or the website www.servicecanada.gc.ca and
through the Ministry of Health and Long Term Care office or the website
www.health.gov.on.ca
If you plan on retiring at age 65, please notify the Company at least three months before
your 65th birthday. Should you not provide prior notice of your intention, we will assume
that you wish to retire at age 65 in accordance with our standard practice.
8 Wellness
GDCAMS is committed to promoting good health and a balanced lifestyle for its employees by
providing the following wellness information and programs:
 Financial Health Workshops
 Fitness Subsidy Programs
GDCAMS subsidizes $75.00 per employee each calendar year to cover the cost of programs and
services listed above.
Author: E..Sands
You must submit a receipt along with the form in the below policy in order to receive the
reimbursement.
Full Policy: PC-HR051 Wellness and Life Balance Program
8.1 Safety Shoes

The safety our employees is important. In order to ensure this safety, it is mandatory for
employees who work in specific departments to wear safety shoes.
If your job requires that you wear safety shoes, the Company will reimburse you, up to $150.00
towards your purchase, every two years. You must complete the form in the policy below,
attach you receipt and provide it to Payroll for payment.
Any agency employees, independent contractors as well as employees on contract of less than
one year will be required to provide their own safety shoes and will not be reimbursed.
Full Policy: PC-EHS011 Safety Shoe Policy
9 Security Information
9.1 Visitor Notification Process
A visitor notification is required for any non-employee, or new employee, who is coming to
the Company’s offices to meet with another employee or Human Resources.
 Complete the Visitor Notification workflow; follow the instructions on the form.
 The only exemptions to this are (a) emergency personnel responding to 911 calls, and
(b) contractors/vendor employees who have been issued their own Contractor badge
If you are expecting or scheduling a visitor, you are to:
1. Advise them of GDCAMS Security Requirements (1 piece of government photo

identification; no Ontario Health Card, cell phones are not allowed on the production
floor, and no pictures are to be taken on Company property unless previously
approved by Security)
2. When you have a visitor onsite, it is always your responsibility to ensure that remain
with you – during this period, you are their escort
Full Policy: RD-SEC146 Visitor Registration and Privacy Information Sheet
9.2 Employee Badge

Your employee badge is to be visible and must be worn at all times while you are in
the building. Please never attach anything to the badge and lanyard that identifies
GDCAMS.
Author: E..Sands
9.2.1 Forgotten Badge

If you forget your badge at home, you will need to get a temporary badge in order to
enter the building.
 In Ontario, temporary badges are available from Reception (M-F 8:00am-4:30pm,

excluding holidays). Outside the above times, you must obtain a temporary badge
from the Security Control Room at the back of the building
 In Quebec, temporary badges are available with the Security Guard
You cannot ask another employee to badge you through into the building. You
and the other employee will be subject to disciplinary action.
9.2.2 Lost Badge

If you have lost your badge, you are required to notify Security ASAP. They will provide you
with further instructions.
9.3 General Security Guidelines

 Swipe your badge at all doors without exception off the time; included:
o When the door is being held open for you
 Badge sharing or loaning someone your badge is prohibited
 Tailgating is prohibited – following in close behind another person who successfully
badged in to avoid badging in yourself
 Badge access is controlled by Security and is related to the department you work in
Full Policy: RD-SEC152 GDCAMS Security Handbook
10 Health and Safety Overview

GDCAMS is committed to preventing occupational illness and injury in the workplace. The
Company implements and communicates Health and Safety initiatives to all employees in order to
provide and maintain a work environment that meets and exceeds industry standards and practices,
the Occupational Health and Safety Act and other applicable legislation. We will strive to eliminate
any foreseeable hazards which may result in fires, security losses and damage to property, personal
injuries and personal illnesses.
Health and Safety Responsibilities include, but are not limited to:
 Injury reporting
 Return to Work
 Hazard Reporting
 Worker Rights
Author: E..Sands
 WHMIS
 Control of Hazardous Energy
 Trainings
 PPE
Full Policy: PR-EHS132 EHS Training and Awareness
10.1 Evacuation Plans

Markland
For more information, contact Health and Safety Coordinator
Author: E..Sands
11 Annex
Ref. Related Document Title
1 Benefit Summary
2 Acknowledgment Form
12 Amendment History
Version Date Details of Most Recent Change
1 2018-09-01 Initial document release
2 2021-05-21 Policy updates

Template update
Policy additions
Author: E..Sands
13 Annex 1 – Benefit Summary

HEALTH
Out of Country Emergency Care Expenses 100% $5,000,000 per lifetime (Emergency Care)
Non-Emergency Care Expenses 100% $3,000 every 3 calendar years
Basic Expense Maximums: 80% Co-Insurance
Eye Examinations 1 every 12 months
Glasses, Contact Lenses, Laser Eye Surgery $200 every 24 months
Semi-Private Hospital Coverage 80%
Home Nursing Care $5000 for a max of 12 months per condition
Hearing Aids $760 every 5 years
Customer Fitted Orthopedic Shoes & Foot $400 every 12 months
Orthodics
Myoelectric Arms $10,000 per prosthesis
External Breast Prostheseis 1 every 12 months
Surgical Brassieres 2 every 12 months
Mechanical or Hydraulic Patient Lifters $2000 per lifter once every 5 years
Outdoor Wheelchair Ramps $2000 per lifetime
Blood Glucose Monitoring Machine 1 every 4 years
Transutaneous Nerve Stimulators $700 lifetime
Extremity pumps for Lympthedema $1,500 lifetime
Medical elastic stockings $200 per calendar year
Wigs for Cancer patients $250 lifetime
Intrauterine Devices $50 per calendar year
Eyeglasses, contact lenses or intraocular lenses $300 per lifetime
following Cataract Surgery
Sclerosing injections $15 per visit
X-Rays by a chiropractor $50 per calendar year
PARAMEDICAL EXPENSE MAXIMUMS
Psychologist/Social Workers, Podiatrists, $750 combined per calendar year

Physiotherapists, Speech Therapists,
Chiropractors, Osteopaths,
Naturopaths/Homeopaths, Dieticians and
Massage Therapists
Basic Life 200% of annual earnings up to $700,000,
Reducing by 50% at age 65, terminating at age 70
Accidental Death and Dismemberment 200% of earnings up to $750,000
Critical Illness Coverage $10,000 reducing by 50% at age 65
Long Term Disability Waiting period is 120 days
65% of the first $4,500 plus 45% of the
remainder to a monthly maximum benefit of
$6,800 or 85% of your pre-disability take-home
pay, whichever is less
Author: E..Sands
In Canada: Prescription drugs Unlimited

Accidental Dental Injury 100%
Covered Dispensing fee portion of the drug The covered expense for the dispensing fee portion
charge of a prescription drug charge is limited to 100% to
a maximum of $7.00
National Formulary Drugs 80% of the first $6,250 of covered expenses

incurred in a calendar year and 100% for the
remainder of the calendar year
Non-Formulary Drugs 60%

All other Covered Expenses 80%
DENTAL CARE
Reimbursement:
- Preventative Treatments 100%
- Basic Treatments 100%
- Major Treatments 50%
- Orthodontic Treatments 50%
Maximum pre insured person:

- Preventative, Basic and Major $1,500 per calendar year
Treatments
- Orthodontic Treatments $2,000 per lifetime
Author: E..Sands
14 Annex 2 – Acknowledgement Form

In consideration of my employment with Giesecke+Devrient Mobile Security Canada Inc, (the
Company, GDCAMS), I agree as follows:
1. I have had the opportunity to review the Employee Handbook. I have been given sufficient
time to read and understand the rules and requirements of the Company. I have also had
sufficient time and opportunities to ask questions, clarify any requirement(s) and discuss this
document in detail with my Supervisor/Manager/Human Resources and or members of the
management team. My questions, concern, comments (if any) have been addressed and
answered to my full satisfaction,
2. I agree to comply with the requirements of this handbook with no reservations. I fully
understand that any violations of the rules and policies indicated in this handbook with
constitute grounds for disciplinary action (including dismissal),
3. Since the information, policies and benefits described herein are subject to change at any
time, I acknowledge that revisions to the handbook may occur. All such changes will
generally be communicated through official notices and I understand that revised
information may supersede, modify or eliminate existing policies,
4. I understand that this agreement does not constitute a contract of employment and does
not imply that my employment will continue for any period of time,
5. I understand that this form will be retained in my personal file.
Name (Print) Marion Angelica Pena
Signature
Employee Number 9185
Date (YYYY-MM-DD) 2024-02-12
Author: E..Sands

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Management Documentation

GDCAMS: Human Resources

3.5 Social Media / Communication 14

4.12 Employee Lockers 24

9.3 General Security Guidelines 32

1.1 How to Access Full Policies

Select Human Resources from the

In the Find a file function, you can type

The file number for a policy will appear

1.2 Vision and Mission

We engineer customized security technologies with passion and precision

What (Mission) – What do you do?

We engineer trust to secure the essential values of the world

1.3 ST+S Principles and Practices

1.4 Code of Conduct

Full Policy: Code of Conduct

1.4.1 Local Compliance Officer

Deputy Privacy Officer

1.5 Quality Policy

Full Policy: Statement of Principles on Quality Policy

Full Policy: FR-HR403 Employee Confidentiality Agreement

Full Policy: PC-HR022 Non-Competition Agreement

Full Policy: PC-HR023 Conflict of Interest

2.4 Pay Equity

Full Policy: PC-HR026 Pay Equity

2.5 Workplace Harassment

2.5.1 Open Door Policy

Full Policy: PC-HR027 Workplace Harassment

2.6 Workplace Violence

Full Policy: PC-HR030 Workplace Violence

2.7 Employment Equity

Full Policy: PC-HR028 Employment Equity

2.8 Accessibility for Ontarians with Disabilities Act (AODA)

Full Policy: PC-HR031 GDCAMS Accessibility Standards

2.9 Anti-Bribery and Corruption (ABC)

It is prohibited to offer or grant improper benefits including so-called “facilitation payments”

2.10 Data and Privacy Protection

Full Policy: Corporate Guideline: Data Protection

2.11 Employee Files and information

Full Policy: PC-HR029 Employee Files and Information

Full Policy: PC-HR419 File Retention

2.12 Antitrust Policy

Anti-trust laws are designed to prohibit (a) agreements, decisions of associations of

Full Policy: Corporate Guideline: Antitrust Law

2.13 Whistleblower Policy

 Prevent retaliation – any adverse employment action such as termination of

For More Information, visit this link

3.2 Equal Employment Opportunity

3.3 Language in the Workplace

3.4 Employee Computer Use

Prohibited use includes, but is not limited to:

3.5 Social Media / Communication

3.6 Guidelines for Message Notifications

3.6.1 Voice Mail Greetings

3.6.2 Out of Office Email

3.6.3 Email Signature

Font: 11/13 pt. Arial Regular and Bold

Full Policy: PC-HR066 Alcohol and Drug Use Policy