Employee Policy

To work with Divino Business Solutions Inc., you must meet the following conditions:

• Be legally entitled to work in Canada (provide valid work authorization documents)
• Complete all onboarding documentation and verification processes
• Employees receive statutory entitlements and deductions including Employment Insurance (EI), Canada Pension Plan (CPP), and minimum wage protection as required by the Employment Standards Act, 2000.
• Independent contractor roles may be offered for certain projects and will require a signed agreement outlining scope, deliverables, and payment terms.

Divino Business Solutions Inc. follows different scheduling standards depending on the nature of the employment arrangement:

• Full-Time Positions: Employees hired into full-time roles are auto-scheduled based on their standard hours and do not need to submit weekly availability.
• Part-Time Positions: Part-time employees will receive their work schedule in advance. Changes to the schedule will be communicated with as much notice as possible.
• On-Call Shifts: Certain roles may require on-call or urgent coverage. In these cases, scheduling may occur immediately based on availability or business needs.

Part-time and on-call employees are expected to submit their availability each week by Friday at 5:00 PM ET. Availability should be submitted through the approved system or method provided by the company.

Important: If availability is not submitted by the deadline, the employee might not be scheduled for the upcoming week.

Divino aims to provide schedules at least 96 hours (4 days) in advance whenever possible, in accordance with Ontario's Employment Standards Act, 2000. Employees may be asked to confirm shift changes in writing where shorter notice applies.

Divino Business Solutions Inc. processes payroll on a biweekly basis via direct deposit to the employee's registered bank account.

Employees are responsible for verifying the accuracy of their working hours by properly clocking in and out using the approved system. Pay is issued only after hours are reviewed and approved by the operations team.

Pay stubs are provided digitally and can be accessed through the designated system assigned to the employee.

In accordance with Ontario's Employment Standards Act, 2000, overtime pay is calculated at 1.5 times the regular hourly rate for any hours worked beyond 44 hours per week, unless a client-specific policy or written agreement provides a lower threshold (e.g., 40 hours).

Statutory deductions, including Canada Pension Plan (CPP), Employment Insurance (EI), and income tax will be automatically applied to all pay as required by federal and provincial regulations.

Employees must notify the payroll department of any banking changes by submitting a completed Bank Change Form.

Payroll concerns or discrepancies must be reported to mypay@divinosolutions.com within 5 business days of the pay date.

All employees are required to clock in and clock out using the timekeeping system provided by Divino Business Solutions Inc. Accurate tracking of work hours is essential for payroll, legal compliance, and scheduling.

If you forget to clock in or out, you must immediately email operations@divinosolutions.com with the missed time and a brief explanation.

Unreported missed punches may result in delays in payroll processing or reduced hours reflected in your timesheet. Repeated failure to use the timekeeping system properly may lead to disciplinary action.

Important: Falsifying time records or clocking in/out for another employee is strictly prohibited and may result in immediate termination.

Employees are responsible for verifying the accuracy of their time entries each pay period. The HR team may conduct audits or reviews to ensure compliance.

Punctuality is expected. All employees are required to arrive on time for scheduled shifts unless otherwise approved.

All employees must communicate planned or unplanned time off directly to the HR department by emailing employment@divinosolutions.com.

• Planned leave: Must be requested at least 2 weeks in advance and approved by HR before being taken.
• Emergency/unplanned leave: Employees must notify HR as soon as possible. Verbal notice may be followed by written confirmation via email.
• Approval requirement: All time off must be approved in writing before it is considered valid. Unapproved absences may result in disciplinary action.
• No-call/no-show: If an employee is absent for more than 2 consecutive scheduled days without any communication, it may be treated as voluntary resignation (job abandonment).
• Statutory protected leaves: Employees requesting ESA-protected leave (e.g., sick leave, family responsibility leave) may be required to provide reasonable documentation to verify the reason for the leave. This may include a written confirmation of absence or general proof of emergency, but will not require disclosure of medical diagnoses.

Divino Business Solutions Inc. is committed to providing a safe and healthy work environment for all employees, clients, and visitors. All employees must adhere to safety standards as outlined under Ontario's Occupational Health and Safety Act (OHSA).

• Completion of mandatory health and safety training is required before starting any assignment. This may include site-specific orientation, WHMIS, or other relevant programs.
• Employees must wear all required personal protective equipment (PPE) as specified by the job site or supervisor.
• Unsafe conditions, injuries, hazards, or near misses must be reported immediately to the HR department or the operations team by phone or email.
• All workplace injuries will be reviewed by management, and a WSIB claim will be filed if applicable. Employees may be contacted for additional information during the process.
• If you require medical accommodations or work restrictions, please provide written documentation to employment@divinosolutions.com so that appropriate steps can be taken.
• Emergency contacts and procedures must be followed in the event of a workplace emergency. Employees should familiarize themselves with posted safety information at their job site.

All employees are expected to conduct themselves professionally and respectfully while representing Divino Business Solutions Inc. This includes interactions with clients, coworkers, supervisors, and members of the public.

• Arrive on time and be present for all scheduled shifts
• Wear appropriate attire as directed for the job or client site
• Follow supervisor instructions and complete assigned tasks responsibly
• Refrain from using company or client resources for personal matters
• No smoking, vaping, alcohol, or drug use on the premises or during active shifts
• Respect the confidentiality of company and client information
• Do not engage in threatening, violent, or disruptive behavior
• Social media posts must not misrepresent the company or breach confidentiality

Violations of this code may result in disciplinary action, up to and including termination of employment. Allegations related to harassment or discrimination will be addressed under our Workplace Harassment & Violence Policy (see Section 9).

Divino Business Solutions Inc. is committed to providing a safe, respectful, and inclusive workplace for all employees. In accordance with Ontario's Occupational Health and Safety Act (OHSA), workplace harassment and violence are strictly prohibited.

Definition of Harassment

Workplace harassment includes any unwelcome conduct, comment, bullying, or action that is known or reasonably ought to be known to be offensive, intimidating, or degrading. This includes but is not limited to:

• Offensive jokes, insults, or name-calling
• Sexual comments or advances
• Verbal abuse, threats, or persistent criticism
• Spreading rumors or gossip
• Intimidation or unwanted physical contact

Definition of Workplace Violence

Workplace violence includes any exercise, attempt, or threat to exercise physical force that could cause injury. This includes:

• Physical assault or threats of assault
• Intimidating behavior or gestures
• Verbal threats to harm an individual or property

Reporting Procedure

All incidents or concerns related to workplace harassment or violence must be reported to the HR department by emailing employment@divinosolutions.com. Reports will be handled promptly and confidentially.

Investigation Process

All reported incidents will be investigated by the HR department. Depending on the severity, this may involve interviews, evidence collection, and written findings. Corrective action will be taken where necessary.

No Retaliation

Employees who report workplace harassment or violence in good faith will not face retaliation or disciplinary action for doing so. Retaliatory behavior by others may result in disciplinary consequences.

Divino Business Solutions Inc. may offer remote work opportunities for certain roles based on operational needs. Remote work arrangements are granted at the company's discretion and may be temporary or ongoing depending on performance, role, and client expectations.

• Remote employees must maintain regular working hours, complete tasks on time, and remain responsive during business hours.
• All company data, documentation, and client information must be handled securely. Unauthorized sharing, downloading, or printing of sensitive data is strictly prohibited.
• Employees are responsible for maintaining a professional, distraction-free workspace and for ensuring access to stable internet during work hours.
• Divino may provide equipment or accounts for remote work. All equipment must be returned immediately upon the end of employment or upon request.
• Regular check-ins, performance evaluations, and communication with the assigned supervisor or team lead are required to ensure alignment and accountability.

Divino Business Solutions Inc. is committed to maintaining a safe, productive, and professional work environment. The use of drugs, alcohol, or any substance that may impair judgment or performance is strictly prohibited while working or on company/client property.

• Employees may not consume, possess, or be under the influence of alcohol, cannabis, or illegal drugs while on duty or during scheduled shifts.
• Prescription medications that may affect an employee's ability to safely perform their duties must be reported to HR with proper medical documentation.
• Divino has a zero-tolerance policy toward impairment that endangers the safety of the employee, coworkers, or the public.
• Violations of this policy may result in disciplinary action, including termination.

Employees must maintain professionalism online and in the workplace, including when using social media or personal devices. All employees are expected to respect confidentiality, privacy, and company image when engaging in public communication.

• Employees may not post, publish, or share any confidential information related to Divino, its clients, job sites, or coworkers on any platform without written authorization.
• Use of personal devices (phones, tablets, laptops) during work hours must be limited to breaks and non-disruptive periods unless otherwise approved.
• The use of personal devices is strictly prohibited in restricted areas or client locations where safety, privacy, or productivity may be affected.
• Employees may not represent themselves as official spokespeople for Divino Business Solutions Inc. unless specifically authorized in writing.
• Any social media content that damages the company's reputation, discloses confidential information, or violates professional standards may result in disciplinary action.

Divino Business Solutions Inc. may issue uniforms, tools, ID cards, electronic devices, or other equipment depending on the role or client site. All issued property remains the property of the company or client and must be used responsibly and professionally.

• Employees are responsible for maintaining company-issued items in good working condition and for reporting any loss or damage immediately.
• Any item lost, stolen, or damaged due to negligence may result in disciplinary action and/or a financial recovery process, as permitted by law.
• Unauthorized use, lending, duplication, or modification of company property is strictly prohibited.
• All equipment and uniforms must be returned in clean, reusable condition within 5 business days of the last working day, or earlier if requested by management.
• Final pay may be withheld until all property is returned or accounted for, subject to applicable employment laws.

All employees of Divino Business Solutions Inc. are expected to maintain strict confidentiality regarding company operations, client relationships, internal processes, and employee or candidate records. This applies to both physical and digital information, regardless of role or location.

• Employees may not disclose, share, copy, or distribute any confidential or proprietary information acquired during employment unless specifically authorized to do so.
• Personal or client-related data must never be printed, exported, saved externally, or transmitted outside approved channels without written permission.
• Access to internal systems, candidate databases, payroll, or communication platforms is granted for work purposes only and must not be shared.
• The obligation to protect company and client confidentiality continues even after employment ends.
• Any breach of this policy may result in immediate disciplinary action, including termination and/or legal recourse.

By registering with Divino Business Solutions Inc., you confirm that you have reviewed and understood the contents of this Employee Policy.

You agree to comply with the policies, responsibilities, and conduct expectations outlined in this document during your employment with Divino Business Solutions Inc.

This policy serves as a foundational reference, and you will receive additional documentation — including job-specific protocols, site safety procedures, and the employee handbook — during or after onboarding, as applicable.

You are also expected to follow all future updates and amendments to company policies as communicated by management or the HR department.