As an industry that intimately and personally serves many clients daily, we must be especially vigilant about measures that can help protect the health and safety of fellow employees and passengers.

  • Avoid using shuttle phones. Transfer the calls to your personal phone instead.
  • Conduct a thorough cleaning of vehicle interior surfaces with Lysol or antibacterial/virus disinfectant wipes after each ride
  • Remove all printed and reading materials from seat-back pockets
  • Cease offering any refreshments (i.e., gum, mints, water, etc.).
  • Limit all physical contact or materials sharing between chauffeurs and clients where possible
  • Clean and disinfect all office, dispatch and working areas daily
  • See a doctor immediately if they feel unwell and report to Management.
  • Wipe down all shared spaces and items after each use.
  • Wash hands regularly for at least 20 seconds
  • Use your personal hand sanitizer that has been provided by King Tours.
  • Avoid touching your eyes, nose, and mouth.
  • Cough or sneeze into your elbow, inside your shirt, or into a tissue
  • Don’t share office computers, mouse, or keyboard.
  • Work from home, unless you must work in the office
  • Open windows of the Vehicle between trips, to allow fresh air.
  • Monitor passenger touch points, and use disinfecting wipes (or spray) to clean them after each group transfer
  • Keep “re-circulate” air feature off in the vehicle.
  • Use latex gloves to pick-up trash after each trip. Do not leave tissues, cups, and common debris on the bus since these are most likely to be contaminated.
  • Keep you electronic driver logs up to date
  • King has an ample supply of disinfecting products. If you require more, please contact your supervisor immediately.

Taking these precautions and others will help maintain the healthiest and safest environment possible for clients and our employees.

What happens if a Driver or King employee is directly affected or tested positive for corona virus (COVID-19)?

Safety of our passenger, driver, and employees is our top priority. We require any employee or chauffeur who tests positive to inform King Tours Management immediately. Once informed, we will notify those who were in contact with the affected person for the previous two weeks. We can do so by checking electronic logs, GPS, and interior cameras of vehicles.

We will direct all Drivers who suspect they may be sick to not perform any rides. Any Driver who tests positive for corona virus may not perform King Tours transfers until receiving a doctor’s permission.

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


King Tours and Limousine Service has a zero tolerance policy for Distracted Driving.

All King Drivers must use a hands-free communication device. This could be a Bluetooth connection to your mobile phone or a headset.

If you are charged with distracted driving you will be removed from our insurance and your employment with King Tours will be terminated.

To clarify our Health and Safety Policy in relation to the recent legalization of cannabis in Ontario, King Tours and Limousine Service Inc., emphasizes that every employee/contractor has a legal obligation to report fit for work and able to perform all work in a safe manner.   There is zero tolerance for the use of Cannabis by Drivers or Employees of King Tours and Limousine Service inc.

Drivers: You will be contacted for random Alcohol and Drug Testing throughout the year.

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 /.

 

 

 

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)

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.

It is company policy that we can offer employment opportunities without regard of race, national or ethnic origin, colour, religion, age, sex marital status or physical handicap. This policy applies to recruiting, hiring, promotions, upgrading, lay offs, compensation, benefits, terminations and all other privileges, term and conditions of employment.