Confidential & Non-Retaliatory
Ethics & Grievance Reporting
An accessible, predictable, equitable, and rights-compatible mechanism for raising concerns — designed against UN Guiding Principles Principle 31.
How to Raise a Concern
Integrated IT Support Inc. operates an independent, confidential, non-retaliatory grievance mechanism through which any person — employee, contractor, supplier worker, client, community member, or any other third party — may raise a concern in good faith about actual or potential human-rights, labour-rights, ethics, or compliance impacts associated with the Company’s operations or business relationships.
Channels
- E-mail (preferred): ahmad.wasee@iisupp.net — monitored by the Office of Governance, Risk & Compliance.
- Telephone: +1 (647) 581-3182 — ask for the designated Human Rights Sponsor.
- Postal (anonymous accepted): Office of Governance, Risk & Compliance — Integrated IT Support Inc., Ontario, Canada (full mailing address provided on request).
- Anonymous submission: available via the e-mail channel; you may use a temporary or pseudonymous e-mail address. The Company will not attempt to identify you.
- Multilingual support: available on request. Please indicate your preferred language in your initial message.
- Accessibility: intake is operated consistent with the Accessibility for Ontarians with Disabilities Act (AODA); alternate formats are available on request.
What You Can Raise
The mechanism accepts concerns about, but not limited to:
- Discrimination, harassment, retaliation, or workplace violence.
- Wages, hours, benefits, working conditions, or living wage.
- Forced labour, child labour, modern slavery, or human trafficking, including in our supply chain.
- Freedom of association and collective bargaining.
- Occupational health and safety.
- Data privacy and information security.
- Environmental impacts, including hazardous waste, mercury, and persistent organic pollutants.
- Land, forest, or water rights of local communities or Indigenous peoples.
- Misuse of public or private security forces.
- Bribery, corruption, fraud, or breach of laws or regulations.
- Misuse of artificial intelligence in our services.
- Any other ethics or compliance concern.
What to Include
- What happened (with as much detail as you are comfortable sharing).
- Where and when it happened (date, location, geography).
- Who was involved (if known and if you are comfortable sharing).
- Any supporting documents, photographs, or witnesses.
- How you would prefer to be contacted (or whether you wish to remain anonymous).
How We Handle Concerns
The Company’s grievance handling follows the effectiveness criteria of UN Guiding Principles Principle 31: legitimate, accessible, predictable, equitable, transparent, rights-compatible, a source of continuous learning, and based on engagement and dialogue. Specifically:
- Acknowledgement within 5 business days.
- Triage and investigation by the Office of Governance, Risk & Compliance, with independent expertise as required.
- Engagement with you (if not anonymous) on your preferred remedy.
- Appropriate remedy, which may include apology, restitution, restoration, compensation, behavioural-change measures, and assurances of non-repetition.
- Closure communication with a summary of what was found and what was done, to the extent permitted by privacy and legal constraints.
- Lessons learned are captured anonymously and reported to the Executive Leadership.
Non-Retaliation
The Company prohibits, and will not tolerate, any form of retaliation against any person raising a concern in good faith, whether or not the concern is ultimately substantiated. This protection extends to employees, contractors, supplier workers, and external complainants. Any act of retaliation will itself be treated as a serious breach of this Policy and may result in termination of employment or business relationship and, where applicable, referral to authorities.
External Recourse
Use of this internal mechanism does not waive your right to seek external recourse, including (without limitation):