Code of Conduct

IMS, Inc., (the “Company” or “IMS”) is committed to the highest ethical standards and to conducting its business with the utmost integrity. An unwavering adherence to high ethical standards provides a strong foundation on which our Company’s business and reputation can thrive, and is integral to creating and sustaining a successful company. The Company’s reputation depends on the conduct of our directors and employees. Every employee and director must play his/her part in maintaining the Company’s reputation for the highest ethical standards.

The Company has adopted a formal “Code of Conduct” (“Code”) and is applicable to all employees, directors and anyone else acting on behalf of the Company. All employees and directors are required to abide by the terms of the Code. 

Commitment to Customer Service

Each Company employee and director is required to, in all aspects of his or her work, keep at the forefront, our Commitment to Customer Service.

Business Ethics

Each Company employee and director is required to adhere to the highest ethical standards and must not be dishonest in dealing with each other, with clients, customers, vendors and all other persons.

All employees and directors must also respect the rights of fellow employees and third parties. Employee and director actions must be free from discrimination and harassment.

Misconduct will not be excused because it was directed or requested by another. All employees and directors are expected to alert management whenever a breach of the Code is discovered or suspected. Employees and directors will never be penalized solely for reporting, in good faith, discoveries or suspicions. 

Follow any ‘Code of Conduct” of our client companies, as long as they meet or exceed IMS’ standards.

Conflicts of Interest

The Company expects its employees and directors to perform their respective duties using their best impartial judgment in all matters affecting the Company. All employees and directors must avoid any personal activity, investment or association that would interfere - or that could appear to interfere - with good and objective judgment concerning the Company’s or its clients best interests. Employees and directors may not exploit their position or relationship with the Company for personal gain and should avoid even the appearance of such a conflict. 


IMS has a zero-tolerance policy for discrimination, harassment or retaliation and will not tolerate any such conduct. IMS provides equal employment opportunities to all qualified individuals without regard to race, color, religion, national origin, age, sex, sexual orientation, marital status, disability or any other basis or characteristic protected by law. IMS is also committed to providing a work environment free of harassment. 

It is the responsibility of each and every employee to report unlawful harassment or discrimination when it occurs whether they are a victim of, or a witness to. Employees will be protected from retaliation for opposing unlawful discriminatory practices when they report, in good faith, unlawful harassment or discrimination.

Anti-Harassment and Violence Prevention

Reports of unlawful harassment, discrimination or retaliation can be made to your Human Resources contact as outlined in the IMS Anti-Harassment and Violence Prevention Policy.


IMS is a Federally regulated company and, as such, all policies and procedures must meet or exceed those outlined in the Canada Labour Code.

It is the responsibility of every employee and director to ensure that the Regulations in the Canada Labour code are followed.

Improper Use or Theft of Company/Customer Property

Every Employee and director must safeguard Company property from loss or theft and may not take Company/Customer property for personal use. Theft, carelessness and waste have a direct impact on the Company’s profitability. Company/Customer property includes, but is not limited to, confidential information, software, computers, office equipment, and supplies. All employees and directors must appropriately secure all Company property within their control to prevent its unauthorized use. Using Company computers or communications systems to distribute personal or “non-business related” information, data or graphics is strictly prohibited.

Covering Up Mistakes; Falsifying Records

Mistakes must never be covered up, and must be immediately fully disclosed to management and corrected. 

Confidential Information

Company, client, customer or vendor confidential or proprietary information is to be used solely as intended for the benefit of the Company and its clients, customers or vendors, respectively. Employees and directors may not use or reveal such confidential information to others, nor use such information for their personal benefit. Employees and directors may not accept, use or disclose the confidential information of our competitors. When obtaining competitive information, employees, officers and directors must not violate our competitors’ rights. Particular care must be taken when dealing with competitors’ current or former clients, customers and employees. Employees, officers and directors should not ask for confidential or proprietary information, and should not ask a person to violate a Non-Compete or Non-Disclosure Agreement. 

Confidential information includes, but is not limited to, any documents, knowledge, data or other information relating to the Company’s;

1. customers, suppliers, subcontractors and others with whom the Company does business; 

2. contract terms, bid terms, pricing, margins, cost information and other information regarding the relationship between the Company and the persons and entities with which the Company has contracted; 

3. services, products, software, technology, developments, improvements and methods of operation; 

4. results of operations, financial condition, projected financial performance, sales and profit performance and financial requirements; 

5. the identity of and compensation paid to the Company’s employees, consultants and outside agents; 

Employees and Directors agree;

1. not to disclose to any third party any information, written or otherwise, concerning IMS pricing and policies or client company customer information; 

2. not to use the information in any way to the detriment of IMS and/or its clients or for the direct or indirect benefit of the employee or director; 

3. not to reproduce in any manner any material delivered to him/her by IMS; and 

4. to return all information provided forthwith upon request, and without reproduction in any 
manner whatsoever. 

5. not represent or warranty any prices, fees or other charges associated with the products other than those prices, fees and charges set out in documentation provided by IMS nor specify or imply any representations, warranties or guarantees inconsistent with documentation provided. 

6. not to impose any additional costs, fees or charges other than those fees established. 

7. not to advertise, promote or sell any other product or service other than authorized products and services when performing the employment services specified. 

8. not to directly or indirectly assist, induce or encourage any customer or prospective customer to de-activate, or de-activate and re-activate any product or service. 

It should be assumed that all documents, knowledge, data, or other information of the type described above is confidential information unless the employee has specific knowledge or instructions that it is not. All confidential information is the property of the Company and may not be removed from the premises of the Company without authorization. If employees or directors leave the Company for any reason, you must immediately return all confidential information, both originals and copies, in your possession or under your control.

Fair Dealing

No employee or director may take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any other unfair-dealing practice.

Health and Safety

The management of IMS is vitally interested in the health and safety of its employees, sub-subcontractors, other workers and visitors.  It is our policy to provide a safe and healthy working environment for all employees, and to abide by all safety regulations as they pertain to all on-site and off-site work locations.  Protection of employees/workers from injury or occupational disease continues to be one of our primary objectives and we will make every effort to provide a safe and healthy work environment to meet and/or exceed all legislative requirements.  


Company understands that our operations have both positive and negative environmental impacts. We are committed to managing these impacts in responsible ways. Compliance with environmental laws and regulations is our minimum expectation. If an employee is found to knowingly violate the law or permit a violation of the law, that employee will be disciplined.

Every employee and director shall make every effort to reduce, reuse and recycle.

Legal Obligations

Adherence to legal and regulatory matters must govern the business decisions and actions of every Company employee and director. All employees, officers and directors must comply with all laws, rules and regulations applicable to their area of employment. Any legal, regulatory or governmental inquiry or action should be directed to the Company’s Legal Department.

Dealing with Government Investigations

Our worksites may be inspected and audited by the Company and/or the government to ensure compliance with federal regulations. Employee officers and directors involved in these audits or inspections are required to provide truthful accounts to governmental authorities or internal investigations.

Reporting Violations

If you suspect that misconduct or violations of the Code may occur or have discovered it after it has occurred, you must immediately report it to your Human Resources Contact or the President. 

No Retaliation

Retaliation against any person who in good faith makes a submission about any violation of the Code will not be tolerated and will be cause for discipline, including possible loss of employment. A person may report retaliation by the same procedure described above for reporting information, questions, complaints or concerns.

© Integrated Market Solutions Inc. 1997 to 2022