Eagle Vision Video Productions Ltd. (EVVP) and EV Agency
Effective date: January 20, 2026

Purpose

Eagle Vision Video Productions Ltd. (EVVP) is committed to respecting human rights in all areas of our work. This policy sets the standard for how we treat our team members, clients, customers, partners, and community members, including through our website and eCommerce operations at www.evvp.ca.

Scope

This policy applies to all EVVP employees, contractors, temporary workers, interns, volunteers, and anyone representing EVVP or EV Agency. It also applies to our interactions with clients, customers, vendors, suppliers, and partners, whether online or in person.

Policy statement

EVVP is committed to providing a workplace and service environment that is respectful, inclusive, and free from discrimination, harassment, violence, and retaliation. We will comply with applicable Canadian human rights laws and take reasonable steps to prevent, identify, and address human rights harms connected to our operations and business relationships.

Human rights principles

EVVP’s approach is grounded in the principles of dignity, respect, equal opportunity, fairness in decision making, accessibility, and accountability.

Non discrimination and equal opportunity

EVVP does not tolerate discrimination in employment, contracting, customer service, or access to services. Discrimination includes unfair treatment, denial of opportunity, or adverse impact based on characteristics protected by applicable human rights laws. EVVP will make decisions based on merit, business needs, and respectful, lawful practices.

Harassment and sexual harassment

EVVP does not tolerate harassment in any form. Harassment includes unwelcome conduct, comments, or behaviour that a reasonable person would know is unwelcome and that creates a hostile, humiliating, or intimidating environment. Sexual harassment includes unwelcome sexual conduct, sexual comments, sexualized behaviour, requests for sexual favours, and retaliation linked to rejecting such conduct. This policy applies to conduct occurring in person and through digital channels, including email, messaging platforms, comments, and video meetings.

Workplace violence and threatening behaviour

EVVP does not tolerate threats, intimidation, or violence. Any act or threat of violence, whether physical, verbal, or written, will be addressed promptly and may result in removal from the workplace or project, termination of a contract, or involvement of law enforcement when appropriate.

Accessibility and accommodation

EVVP is committed to accessibility and will provide reasonable accommodation when required by applicable law. Accommodation may be relevant in recruitment, employment, contracting, meetings, and service delivery. EVVP will work with the individual to identify reasonable options while respecting privacy and dignity. We will only request information that is reasonably necessary to assess and support the request.

Respect for conscience, religion, culture, and ethics in work assignments

EVVP recognizes that certain work, messages, creative concepts, or activities may conflict with an employee’s sincerely held religious beliefs, cultural practices, or other protected needs under applicable human rights laws. EVVP also recognizes that employees may raise concerns based on conscience or ethical considerations, even where legal protections differ by jurisdiction and circumstance.

Employees are encouraged to raise concerns early if they believe participation in a task would require them to act against their protected rights, sincerely held beliefs, or core ethical boundaries. EVVP will review such concerns in good faith and, where reasonable, seek alternatives such as reassignment of tasks, adjustment of responsibilities, changes to deliverables, or other practical solutions. Employees who raise concerns in good faith will not face retaliation.

This section does not remove legal obligations that may apply to EVVP or its personnel. EVVP will balance individual requests with operational requirements, client commitments, safety considerations, and legal duties.

Respectful service delivery and online conduct

EVVP aims to provide respectful, professional service to all clients and customers. We expect respectful conduct from anyone interacting with our team, including through our website and eCommerce channels. EVVP may restrict or refuse service where behaviour is abusive, threatening, harassing, or unsafe, provided doing so is consistent with legal obligations and does not discriminate.

Right to decline work that conflicts with human rights or ordinary scope

EVVP reserves the right to decline, pause, or discontinue any project, content, campaign, or client request where, in EVVP’s reasonable judgment, the work would:

Require discrimination, harassment, or other conduct inconsistent with human rights.
Create a credible risk to employee safety or wellbeing.
Compel employees or contractors to participate in activities that conflict with their protected rights or sincerely held beliefs, where reasonable alternatives are not available.
Fall outside the ordinary scope of EVVP’s services, expertise, or agreed written scope of work, or introduce unreasonable operational or legal risk.

Where possible, EVVP may propose a lawful, respectful alternative approach, revise the scope, or refer the requester to another provider. Any decision to decline work will be made in a manner consistent with applicable law and this policy.

Community engagement and storytelling

EVVP recognizes that media, marketing, and storytelling have real world impact. We commit to responsible representation, consent based storytelling where applicable, and culturally respectful practices, particularly when working with Indigenous peoples and communities or when sharing stories connected to identity, culture, or lived experience. We aim to avoid stereotypes and harmful assumptions and to correct material issues when they are brought to our attention.

Responsible business relationships and supply chain awareness

EVVP seeks to work with vendors and suppliers who respect human rights. Where reasonable and appropriate for the size and nature of the engagement, we will take steps to assess and address human rights risks connected to third party services and merchandise supply chains, including risks related to forced labour and child labour. When concerns arise, EVVP may request clarification, require corrective action, or end the relationship where warranted.

Roles and responsibilities

EVVP leadership is responsible for maintaining this policy, setting expectations, and responding to reports. Managers and project leads are responsible for reinforcing respectful conduct, addressing concerns early, and escalating reports as required. Team members and contractors are responsible for treating others with respect, following this policy, and reporting concerns in good faith.

Reporting concerns

EVVP encourages anyone to report suspected discrimination, harassment, retaliation, unsafe behaviour, or other human rights concerns connected to EVVP’s work, including concerns about participating in assignments that conflict with protected rights or sincerely held beliefs. Reports should include, where possible, dates, people involved, what happened, and any supporting information.

Non retaliation

EVVP prohibits retaliation against anyone who raises a concern in good faith, participates in an investigation, or supports someone who has raised a concern. Retaliation is treated as a serious breach of this policy and may result in disciplinary action, termination of employment, or termination of a contract or business relationship.

Investigations and response

EVVP will review and respond to reports as soon as reasonably possible. We will handle concerns fairly, promptly, and respectfully. EVVP may take interim steps to protect individuals while a review is underway. Where appropriate, EVVP will gather relevant information and speak with involved parties. EVVP will determine outcomes based on the information available and will take appropriate corrective action.

Corrective action and remedy

When a breach of this policy is found, EVVP will take steps to stop the conduct, address harm, and reduce the risk of recurrence. Corrective actions may include coaching, training, formal warnings, changes to project arrangements, removal from a worksite or project, termination of employment or contract, or ending a supplier or partner relationship. Where appropriate, EVVP may also take steps to remedy harm, such as correcting content, issuing clarifications, or implementing process improvements.

Confidentiality and privacy

EVVP will treat reports with sensitivity and will protect confidentiality to the extent reasonably possible. Information will be shared only as needed to assess, investigate, and respond to the concern, or as required by law. Absolute confidentiality cannot be guaranteed in all situations, particularly where safety risks or legal obligations apply.

Records and documentation

EVVP may document reports, investigation steps, and outcomes for accountability and continuous improvement, while limiting access to those with a legitimate need to know.

Policy review

EVVP will review this policy periodically and update it as needed to reflect changes in law, best practices, and the nature of our work.

Contact

Human Rights Contact, Ben Haab
Email: be*@**vp.ca
Phone: 1-250-787-0924
Mailing address: 10703 89th Ave., Fort St. John

Additional note

This policy is intended to communicate EVVP’s commitments and expectations. It does not replace legal rights and obligations that may apply, and it does not create contractual rights beyond what is set out in written agreements.