CGRMP

Statement
The CGRMP wishes to express its commitment to ensuring the security of the personal information it holds regarding its customers and employees through recognized and verifiable security mechanisms.
In a context where electronic fraud and identity theft are constantly increasing, the corporation believes that it is necessary to establish such a policy by setting rules regarding information security.

Policy Objectives

• Ensure the security of customers' credit card data
• Ensure security regarding personal information.

Scope
This policy applies to all CGRMP employees called upon, by virtue of their role, to handle or have access to private information.

Action Plan

• Inform employees of this policy and their obligation to confidentiality regarding the personal information they have access to
• Ensure the security of computer equipment with appropriate firewall and up-to-date antivirus software
• Allow restricted and protected access via modem connections
• Ensure physical protection of computer systems
• Allow access to workstations using passwords
• Activate screen lock on each workstation when an employee leaves the premises, even temporarily
• Ensure the protection of backup copies and file transfers on removable drives through passwords and secure zones
• Ensure the security of information to be disclosed by validating the identity of individuals
• Use the credit card number only to collect balances due from a booking for which it was provided
• Delete all stored credit card numbers annually during the year-end reservation software procedure
• Shred any paper containing personal information

Statement
The Corporation reaffirms its commitment to offering a variety of Quality products and services by establishing a complaints management policy. It is aware that a complaint is valuable information that allows the organization to improve. It is in this interest that the Corporation implements an effective structure for managing and monitoring complaints to ensure the expected service delivery to its customers.

Policy Objectives

• Collect customer feedback and complaints
• Establish and communicate the complaints management procedure
• Support the responsible staff in managing complaints
• Vigilantly respond to our customers' complaints

Scope
This policy applies to all executives and employees of the CGRMP.

Action Plan

• Incorporate the action plan's guidelines into management
• Communicate the complaints management procedure to staff
• Provide appropriate training to staff
• Make a comments register available to employees
• Maintain a record of complaints
• Disseminate information to our customers through appropriate means

Statement

The CGRMP expresses through this policy its commitment to not tolerate any manifestations of harassment and violence and intends to take reasonable measures to ensure a healthy work environment, free from any form of harassment and violence.

Policy Objectives

• Establish a healthy work environment.
• Work to develop harmonious relationships that take into account the diversity present in the workplace.
• Promote prevention through information, awareness, and solidarity activities, in collaboration with the Syndicat de la fonction publique du Québec (SFPQ).
• Provide support and assistance to victims of harassment and violence by establishing mechanisms for help, recourse, and follow-up.

Scope

This policy applies to all employees of CGRMP.

Definitions

Refer to the appendix.

Action Plan

The Corporation intends to:

• Integrate the action plan orientations into its management;
• Participate in identifying risk factors that may harm people's health and take measures to eliminate them;
• Exercise vigilance to detect any early signs of a deteriorating work environment;
• Be adequately trained to resolve minor conflicts as soon as they arise;
• Communicate to staff information regarding programs, services offered, and available tools;
• Promote access to services;
• Ensure that complainants are not at all victims of retaliation or harm during and after the process.

Designation of Responsible Person

The Corporation's Director of Human Resources is designated as the person responsible for the policy. She will receive complaints and ensure their processing. She will follow up with complainants and those accused. She will ensure to enlist specialized resources as needed for conducting investigations.

Prevention

• All communication must be respectful to promote a harmonious work environment.
• Information and awareness are essential for the policy's proper functioning.
• All individuals involved in the process of improving a work environment must be adequately trained to act with diligence and effectiveness, fully informed of the situation.
• Sensitization of individuals interacting with the corporation (clients, suppliers, visitors, etc.) about the measures taken to prevent and stop harassment in the workplace.

APPENDIX

Definitions:

Harassment: Harassment refers to any repeated, improper, indecent, and hurtful behavior by one person towards another person or group of persons, at or in relation to work, and whose impropriety was known to the perpetrator or should not have escaped him.
Within the scope of this definition, remarks and gestures that humiliate, belittle, embarrass, or aggress a person or group of persons, causing harm to the dignity or physical or psychological integrity of these individuals, can also be considered as harassment. Moreover, in certain circumstances, a single serious act producing harmful effects can be considered as harassment.

Sexual Harassment: A conduct manifested by words, actions or gestures with a sexual connotation, generally repeated or unwanted, which is likely to damage the dignity or physical or psychological integrity of the person or compromise a right, resulting in unfavorable working conditions or suspension or dismissal. A single serious act can be considered as sexual harassment.

Harassment based on other grounds of the Charter: A conduct manifested by words or gestures, generally repeated, having a vexatious or contemptuous nature towards a person or group of persons, based on any of the grounds listed in Article 10 of the Charter of human rights and freedoms, including race, sex, color, disability, pregnancy, sexual orientation, civil status, age, religion, political beliefs, language, ethnic or national origin, social condition.

Statement
In addition to the company's mission, vision, and values, the Corporation confirms its commitment to offering a Quality experience and promoting customer satisfaction. It commits to continuously improve the effectiveness of its Quality system and ensures that this policy is understood, implemented, and applied at all levels of the company.

Policy Objectives

• Respect our contractual obligations at all times, right the first time.
• Implement rigorous Quality controls to ensure consistency in service delivery.
• Promptly address customer complaints and handle them to their satisfaction.

Scope

This policy applies to all executives and employees of CGRMP.

Action Plan

• Comply with and enforce laws and regulations applicable to our industry and services sector.
• Provide clear, precise, complete, and truthful information to our clients and personnel in all types of promotional and internal communications.
• Understand our customer base as much as possible to offer tailored and Quality services that meet their expectations.
• Encourage conservation of resources and implement responsible practices regarding the natural and human environment.
• Maintain clean, suitable facilities, services, and equipment for our clientele, in perfect working condition and in compliance with current safety standards.
• Aim for high levels of human Quality.
• Encourage the training of our human resources and the development of their technical and technological expertise.
• Showcase regional products and Gaspesian culture.

Statement
Considering that health and safety is a fundamental element of our management concept, the management of CGRMP wishes to express its desire to eliminate or control the risks of work accidents and/or occupational diseases and to ensure the maintenance of a healthy and safe work environment. The management intends to integrate the values associated with health and safety at work at all levels of the company, including the organization of work itself, human resources management, equipment maintenance, material procurement, and relations with various stakeholders.

Policy Objectives

• Maintain a healthy and safe work environment.
• Eliminate and/or control at the source.
• Promote employee presence at work and support return to work after a work accident or occupational disease.
• Promote prevention through information and awareness activities in collaboration with the Syndicat de la fonction publique du Québec (SFPQ).

Scope
This policy applies to all employees of CGRMP.

Action Plan
The Corporation intends to:

• Integrate the action plan guidelines into its management;
• Take the necessary measures to ensure the health, safety, and physical integrity of the worker;
• Structure its preventive approach;
• Facilitate the preventive approach of its partners;
• Communicate to employees information about programs, services offered, and tools available.

and the Corporation expects employees to:

• Respect safety rules;
• Perform their duties in a way that does not expose themselves or colleagues to accident risks;
• Participate in prevention activities.

Application Principles
A health and safety committee is established in accordance with the statements of Chapter 1V of the Workplace Health and Safety Act.