Terms of Use

Miix Analytics' Code of Conduct

LAST UPDATED: July 9, 2026

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​Miix Analytics Code of Conduct

Harassment Policy - Workplace Harassment

Miix's business ethics and practices, encourages and allows all individuals to work freely in a non-discriminatory environment. We endeavour to provide both a supportive and productive workplace. As a result, we are committed to providing a workplace, which is free of harassment. Miix prohibits any form of harassment by employees and/or Managers and views such action as extremely serious misconduct. Violations of this policy will result in disciplinary action, up to and including termination.

Harassment is considered to have taken place if a person knows or ought reasonably to know that his/her behaviour is unwelcome.

Definition

Harassment on any of the grounds listed under the Human Rights Code is prohibited. 

“Workplace Harassment” means engaging in a course of vexatious comment or conduct against a worker that is known, or ought reasonably to be known, to be unwelcome and includes workplace sexual harassment. It may include, but is not limited to, unwelcome, unwanted, offensive, or objectionable conduct that may have the effect of creating an intimidating, hostile or offensive work environment; interfering with an individual's work performance; adversely affecting an individual's employment relationship and/or denying an individual dignity and respect. Workplace harassment or workplace sexual harassment may be directed at specific individuals or groups.

“Workplace Sexual Harassment” means:

(a) engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or

(b) making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome. Sexual harassment may include, but is not limited to, any unwelcome sexual advances (oral, written or physical); requests for sexual favours; sexual and sexist jokes; racial, homophobic, sexist or ethnic slurs; written or verbal abuse or threats; unwelcome remarks, jokes, taunts, or suggestions about a person's body, a person’s physical or mental disabilities, attire, or on other prohibited grounds of discrimination; unnecessary physical contact such as patting, touching, pinching or hitting; patronizing or condescending behaviour; displays of degrading, offensive or derogatory material such as graffiti or pictures; and physical or sexual assault.

“Workplace”

Workplace, for the purpose of this policy, is defined as violence on company premises and also at off-site locations, including off-site meetings or conferences, client locations, vehicles or social situations related to work. 

Harassment which occurs outside the workplace, but which may adversely affect employee relationships, may also be defined as workplace harassment.

Inquiries

If an employee feels that he or she is experiencing behaviour, which is inappropriate, he/she should contact his/her manager or if preferred another manager.

Responsibilities

It is the responsibility of each employee to ensure that these prohibited activities do not occur. Workplace harassment is unpleasant and intimidating. It is essential that all employees take the necessary steps to stop harassment. Employees who witness harassment or who become aware that an individual is being harassed have a responsibility to report the incident immediately to a Manager. Managers are responsible for providing a harassment-free work environment and, upon becoming aware that some form of harassment is occurring, for taking prompt, corrective action, in consultation with Human Resources, even if no formal complaint is made.

Complaint Procedure

An employee who feels that he/she is experiencing harassment in the workplace is encouraged to:

• if appropriate, make it known to the harasser that the behaviour is offensive and unwelcome;

• keep a written record of date(s), time(s), unacceptable behaviour, and witness to the incident(s), if any,

In the event the behaviour continues, a complaint of harassment should be made immediately, by the employee to his/her Manager or to one of the Partners. A Miix Partner or a designate will be responsible for the investigation.

Resolution

The facts of the investigation will be held in strict confidence except for outlining the decision to the parties and corrective actions.

Corrective Action

Corrective action may include any one or more of the following:

• a formal apology

• counselling an employee about inappropriate behaviour

• written warning placed in the employee’s personnel file

• transfer

• change of reporting line

• suspension or discharge of an employee

Retaliation

Retaliation, in any form against any person involved in a complaint or in an investigation of a complaint, is in itself a violation of this policy and will result in disciplinary action, up to and including discharge.

Unfounded Complaint

Where a complaint is found to be vexatious or made in bad faith, disciplinary action will be taken, up to and including discharge of the complainant.