Policy

King Tours & Limousine Service Inc understands that not every driver or non-driving employee will be able to meet his or her personal or professional development needs or career development goals within the company. Further, King Tours & Limousine Service Inc understand that not all drivers or other employees will be able to meet the company’s standards of conduct, productivity, or safety within their roles.

Therefore, King Tours & Limousine Service Inc will decide the need for drivers or other employees to leave the organization (voluntarily or involuntarily) whenever such need occurs.

Responsibility

All employees, managers, and human resource personnel of the company should familiarize themselves with the contents contained within this policy.

The Company, its management, and human resource professionals are expected to carry out this policy in a manner that promotes mutual respect and reduces the impact of separation of employment for both the individual and the company.

Procedures

Employment-at-will statement

King Tours & Limousine Service Inc adheres to the principle of employment-at-will. In compliance with employment-at-will, King Tours & Limousine Service Inc or the individual employee may terminate the employment relationship at any time, for any reason, or for no reason at all.

The policy and procedures of King Tours & Limousine Service Inc are not intended to create a contract of employment. Nothing contained in any policy or related procedures of King Tours & Limousine Service Inc shall constitute a contract of employment or agreement for a definite or specific term of employment. Nor does anything in any policy or related procedures of King Tours & Limousine Service Inc alter the at-will relationship between the company and its employees.

Types of termination

There are seven basic types of termination of employment recognized by King Tours & Limousine Service Inc. The types of termination, complete with their descriptions, include:

1. Release. A permanent employment separation initiated by the company due to unsatisfactory job or safety performance. In the event of a release, the company will generally (but not always, depending on individual situations) give the employee advanced notice (or equivalent pay in lieu of advanced notice) of up to 7 days.

2. Discharge. A permanent employment separation initiated by the company due to serious misconduct, violation of company policies or related procedures, or for disciplinary reasons. In the event of a discharge, advanced notice is not required, and termination of the employment relationship will be considered immediate.

3. Resignation. A permanent employment separation initiated by the employee. In the event of a resignation, the company may consider reinstatement of the employee if the need for reinstatement consideration should arise. In addition, the company reserves the right to end the employment relationship immediately upon receiving notice of resignation without regard for the time limit stated on the notice.

4. Temporary Layoff. A temporary separation of employment initiated by the company and due to economic reasons, business conditions and an unexpected health crisis.

5. Permanent Layoff. A permanent separation of employment initiated by the company due to economic conditions, corporate reorganization, or downsizing.

6. Medical Termination. A voluntary or involuntary separation of employment initiated by the employee or company. A medical termination will be used in the event an employee is determined (by a company approved medical professional) to be unable to perform the duties of his or her job with or without reasonable accommodation. An employee who is terminated for medical reasons may be considered for reinstatement if the medical condition(s) that caused the separation of employment has been cured, successfully treated, or no longer exists.

7. Deceased.

Serious misconduct

King Tours & Limousine Service Inc always expects its employees to conduct themselves in a professional and safe manner and with due regard and respect to the company, other employees, and external customers and vendors. In addition, Company expects all employees to understand and adhere to all company policies and procedures.

King Tours & Limousine Service Inc will take all appropriate and necessary disciplinary action when any employee is found to have violated company policy, procedures, other work rules, or engaged in serious misconduct. Appropriate disciplinary action may include verbal or written warnings, progressive disciplinary measures, or immediate separation of employment (see Discharge above).

The company considers serious misconduct or other work rule violation behaviors to include (but not limited to) the following:

● A failure to comply with company policies or procedures.

● A failure to adhere to the Driver Code of Conduct.

● Unacceptable job performance.

● An unwillingness or inability to follow management instruction and/or direction.

● Reporting to work or responding to a call-in situation in an unfit condition including being under the influence of alcohol, drugs, or other controlled substances.

● Being in possession of illegal drugs (controlled substances), alcohol, firearms, or weapons of any kind while on (or in) company property.

● Intentionally delaying operations or other work activities or influencing others to do so.

● Unprofessional conduct with co-workers, customers, or vendors.

● Sexual harassment as well as verbal, physical, or psychological harassment due to race, color, religion, sex, national origin, disability, age, or any other protected characteristic under government laws.

● Excessive absence, unexcused absence, or job abandonment.

● Excessive tardiness.

● Falsification or destruction of company records or documents, and/or unauthorized disclosure of confidential company information.

● Theft and/or destruction of company property, assets, services; or theft and/or destruction of other employees’ personal property.

● Smoking in restricted/prohibited areas of the company.

● Violation of company safety or fire prevention rules, policies, and related procedures.

● Fighting on company, customer, or vendor premises.

● Carelessness regarding personal hygiene and appearance.

● Deemed to be uninsurable under King Tours & Limousine’s Inc standard insurance policy.

● Breach of Employment Agreement.

Termination process

Before any employment separation action is taken, responsible King Tours & Limousine Service Inc personnel shall:

● In the event of a resignation, arrange and conduct a formal exit interview with the departing employee.

● In the event of a discharge, review the employee’s personnel and driver qualification file, and any documentation from previous performance reviews, corrective actions, or disciplinary measures.

● Advise next level manager(s) of the reason(s) for termination and planned termination date.

● Prepare a checklist for any company-assigned equipment, asset, or property that needs to be returned by the employee.

● Prepare a formal, written notice of discharge letter that includes any insurance, benefits, or accrued vacation time the employee may be entitled to.

● Consult with the company’s legal counsel prior to the separation meeting to review the case.

● Arrange and conduct a separation meeting with the employee in an appropriate location (where discretion and confidentiality can be maintained), and where the terminated employee may exit the premises with a minimum amount of embarrassment.

● Have another company representative present during the employment separation meeting.

Post-termination procedures

After any termination, involved company personnel will:

● In the event of a resignation, complete the exit interview form, analyze it, place the original in the employee’s personnel file, and forward a copy to the next level manager(s).

● In the event of a discharge, carefully review the entire termination process to ensure all company procedures were properly followed.

● Schedule a post-termination meeting with the next level manager(s).

● Write a summary report of the termination process (to be dated and signed by all involved personnel), and file it in the employee’s personnel file.

Feedback corrective action

All violations will be brought to a driver’s attention as soon as possible.

The compliance department will be responsible for reviewing the violation(s) with the driver. This review will consist of an explanation of any violations and how to prevent reoccurrence.

The driver can request, or the driver’s supervisor can recommend, hours-of-service and logging remedial training at any time.

Drivers in need of additional hours-of-service or logging training will be referred to King Tours & Limousine Service Inc’s Safety Department for scheduling.

Drivers with repeated or excessive log violations will be subject to the following corrective action schedule. However, King Tours & Limousine Service Inc reserves the right to impose more stringent consequences based on circumstances and the severity of violations.

Situations will be judged on a case by case basis before the phased corrective action described below is initiated.

Phase 1

A verbal warning will be issued to drivers who incur 1 or more form and manner violations in a given month.

A verbal warning will be issued to drivers who incur 1 or more hours-of-service violations in a given month.

A verbal warning will be issued to drivers with 1 or more log falsifications in a given month.

A verbal warning will be issued to drivers who incur any combination of violations totaling 1 or more in a given month.

Drivers in Phase 1 status will be placed on probation for a 30- day period. The driver will be taken off Phase 1 status after the probationary period has expired and the unacceptable logging behavior has been corrected. Drivers who continue to submit logs with excessive violations will be placed in Phase 2 of King Tours & Limousine Service Inc’s corrective action program.

Phase 2

A written warning will be issued to drivers who incur 2 or more form and manner violations while in Phase 1 probationary status.

A written warning will be issued to drivers who incur 2 or more hours-of-service violations while in Phase 1 probationary status.

A written warning will be issued to drivers who incur 2 or more log falsifications while in Phase 1 probationary status.

A written warning will be issued to drivers who incur any combination of violations totaling 2 or more while in Phase 1 probationary status.

Drivers in Phase 2 status will be placed on probation for a 60-day period.

Drivers placed in Phase 2 status are demonstrating a continuing pattern of

A written warning will be issued to drivers who incur 2 or more form and manner violations while in Phase 1 probationary status.

A written warning will be issued to drivers who incur 2 or more hours-of-service violations while in Phase 1 probationary status.

A written warning will be issued to drivers who incur 2 or more log falsifications while in Phase 1 probationary status.

A written warning will be issued to drivers who incur any combination of violations totaling 2 or more while in Phase 1 probationary status.

Drivers in Phase 2 status will be placed on probation for a 60-day period.

Drivers placed in Phase 2 status are demonstrating a continuing pattern of logging behavior contrary to King Tours & Limousine Service In policy and government regulations. Drivers in Phase 2 shall be scheduled for mandatory remedial hours-of-service and logging training. A copy of the written warning and record of remedial training must be placed in the driver’s file. Drivers who continue to submit logs with excessive violations will be placed in Phase 3. All written warning entries must include the date and time issued and the signatures of the driver, supervisor, and/or Safety Department representative.

Phase 3

A final written warning will be issued to drivers who incur 1 or more form and manner violations while in Phase 2 probationary status.

A final written warning will be issued to drivers who incur 1 or more hours-of-service violations while in Phase 2 probationary status.

A final written warning will be issued to drivers who incur 1 or more log falsifications while in Phase 2 probationary status.

A final written warning will be issued to drivers who incur any combination of violations totaling 1 or more while in Phase 2 probationary status. Phase 3 is the final stage of King Tours & Limousine Service Inc’s corrective action program. Drivers who reach this stage are demonstrating inability or unwillingness to conform to the company’s log auditing policy and federal regulations. Drivers in Phase 3 face disciplinary action including suspension and possible termination of employment. A copy of the final written warning will be placed in the driver’s file. All final written warning entries must include the date and time issued and the signatures of the driver, supervisor, and/or Safety Department representative.

Any driver that is placed out-of-service for HOS log violations or equipment violations that should have been detected in a walk around or a pre trip inspection; or violates the Driver Code of Conduct; is negligent in their duties; or violates the terms of their employment agreement; shall be immediately discharged.

Use the form below to submit an anonymous suggestion, recommendation, or complaint to King Management.


Carbon Neutral by the End of 2018 

In 2014, the transportation sector was the source of 23% of greenhouse gas (GHG) emissions in Canada. It is second only to the oil and gas sector as the largest source of GHG emissions in Canada. Transportation emissions are widely distributed as they originate from millions of independent sources, for example each vehicle’s tailpipe. GHGs that are produced by the combustion of petroleum fuels consist predominantly of carbon dioxide and smaller amounts of nitrous oxide.

Smith Ness Conservation Project

In 2018 King Tours and Limousine Service has planted trees in the Smith Ness Conservation Area near Niagara Falls Ontario.  Each tree will be planted and dedicated to a specific customer or transportation project.  The goal is to plant and dedicate enough trees to offset the entire carbon footprint our buses create.

See our project in action: https://createyourforest.ca/visit/kingtours/smithness

How Much CO2 Does a Tree Offset?

A tree can absorb as much as 48 pounds of carbon dioxide per year and can sequester 1 ton of carbon dioxide by the time it reaches 40 years old. That’s about 22 kg / yr or 455 kg /.

 

 

 

Welcome to the King Tours & Limousine Service Inc. (operating as King Shuttle). We trust that you will find your work here to be both challenging and rewarding.

We have prepared this booklet to provide you with an overview of the Company, its key policies and procedures. We ask that you read it carefully. If you have any questions about the information presented or about the information presented or about something not covered, do not hesitate to ask your Manager or Supervisor

We are proud of our organization and our people. We hope that you will share this pride.

Because many of our clients are high profile, our Shuttle Drivers are required to go through a series of background checks.  The first of such checks is a Criminal Check.  The background check service is done by a 3rd party called XpressChek Inc.

About XpressCheck Inc

XpressChek Inc. has been the leading, Canadian-owned and operated background check company for over 15 years. We believe in providing accurate and quick background information to allow employers to make right hiring decisions. As a key strategic partner in protecting and preserving our clients’ businesses, assets, property and data, our mission is to help our clients mitigate risk and hire with confidence by performing efficient, accurate and affordable background intelligence services.

 

Downloadable Documents:

a) Consent to Disclosure of Personal Information Form – This form is for Criminal Record Check.

b) List of acceptable ID – ID requirements for criminal record check Please note that SIN cards are specifically excluded as Acceptable ID.

c) Declaration of a Criminal Record Form – This form only needs to be completed if the applicant would like to declare any Canadian criminal record information and have it verified by our police partner.  Information must be complete & accurate to be confirmed.

King Tours and Limousine Service Inc. (operating as King Shuttle) is committed to preventing occupational illness and injury in the workplace.(1)

In fulfilling this commitment, we will provide and maintain a safe and healthy work environment (2) as indicated by acceptable industry practices and compliance with legislative requirements.(3) We will strive to eliminate any foreseeable hazards which may result in fires, security losses, damage to property and personal injuries/illnesses.

King Tours & Limousine Service Inc. will make every reasonable effort to provide suitable return to work opportunities for every employee who is unable to perform his or her regular duties following a work-related injury or illness. (4)

Accidental loss can be controlled through good management in combination with active employee involvement. Loss prevention is the direct responsibility of all managers and employees alike. All management (including senior management, middle management and supervisors) functions will comply with King Tours & Limousine Service Inc. loss prevention requirements.

Managers are accountable for the health & safety of the employees under their supervision. All employees and contractors are responsible to ensure that the vehicles, machinery and equipment are in proper working order and that they are trained to do so. Any deficiencies must be reported to Management immediately.(5)

All employees will receive training on their job functions including how to perform their jobs safely in accordance with legislative requirements and our Safe Work Procedures/Practices.(6)

Every employee including contractors must comply with the Safe Work procedures / practices and are required to report any incidents / injuries / property damage immediately.(7)

King Tours & Limousine Service Inc. is a non-union employer. We feel we do not need a third party involved in the management of our business. Our mangers, supervisors and employee body at large mature and we feel that through open communication, each party’s concerns can be addressed.

Each of you, as an individual, has a right and responsibility to speak for yourself. Therefore, we encourage you to bring your concerns or problems to your supervisor or manager. It is their responsibility to listen and address these concerns.

The company, in turn, is committed to providing you with the best working conditions, pay and benefits we can offer, along with opportunities for advancement.

It is Company policy that every employee is entitled to employment free or of sexual or any other form of harassment. Sexual harassment is defined as any comment, conduct, gesture or contact of a sexual nature that is likely to cause offence or humiliation to any employee or that might, on reasonable grounds, be perceived as placing a condition of sexual nature on employment or on any opportunity for training or promotion.

If you feel you are being sexually harassed or subject to any other forms of harassment which you find objectionable, do not hesitate to bring it to the attention of your supervisor or to the manager

HUMAN DIGNITY & EQUALITY
We will commit to protecting employees’ right to have their dignity respected. Working conditions
and practices will not infringe on the inherent dignity of employees. We condemn harassment in
any form, without distinction of any kind. We will prevent manifestations of unacceptable forms of
harassment whether expressed verbally, in gesture, or behaviour. We value freedom and security
of the person. We do not encourage, tolerate or support inhuman or degrading treatment or
punishment, coercion and abuse. We will recognize the imperatives for change and transformation
in some of the countries in which we operate.

NON-DISCRIMINATION
We condemn unfair discrimination in employment on the basis of race, gender, sex, pregnancy,
marital status, ethnic or social origin, colour, sexual orientation, age, disability, religion, conscience,
belief, culture, language, national extraction, social origin and political opinion. We will develop and
provide training on procedures to ensure best recruitment practices to guarantee adherence to this
policy. Employees will be coached, trained and educated which will enable them to perform in line
with our standards, values and principles.

FREEDOM OF ASSOCIATION
Employees and employers are free to form and join associations for protection of their interests
and to bargain collectively – they will not be compelled. We will engage with such collective
bargaining forums within the framework of national laws.

FAIR LABOUR PRACTICES
We will not subject our employees to forced labour. We adhere to internationally recognized
practices and principles regarding the employment of young persons imposed by local legislation.
No children under the age of 16 will be employed. Employees will have reasonable freedom of
movement. Termination of an employees’ services will conform with requirements of lawfulness
and fairness, and subject to the prescripts of local legislation.
UNDERLYING POLICIES
This policy reinforces our existing policies, processes and activities that support our human rights
values and commitments, which include specific policies on labour relations, corporate
governance, ethical conduct, social responsibility, stakeholder involvement and security.