The DGC BC has as its core values respect, integrity, and leadership. We expect Members to govern themselves in accordance with these core values. This Code of Conduct summarizes the expectations for behaviour outlined in both the DGC BC Bylaws and the DGC National Constitution, as well as the DGC BC Collective Agreement and applicable laws (Human Rights, Workers Compensation).

It is our expectation that Members govern themselves in accordance with the requirements summarized in this Code of Conduct and all other requirements contained in the Constitution and Bylaws both nationally and in the BC District Council, the DGC BC Collective Agreement and all applicable human rights and workplace safety legislation. Failure to abide by these requirements may result in discipline from the Employer or from the Directors Guild of Canada, up to and including termination of your membership. 

DGC National Constitution
The DGC National Constitution dictates that all Members must act in accordance with our code of ethics and professional conduct.

Article 2.11: With respect to a Member’s interaction with other Members, employees, individuals or organizations, as may be applicable, no Member shall:

1. impose on another nor accept for themselves a task incompatible with professional dignity;
2. engage in any form of discrimination;
3. accept a bribe, gift, kickback, secret commission or any personal benefit which is liable to prejudice the free exercise of the Member's professional judgment;
4. take credit for work which the Member did not create or perform, and for which the Member is entirely responsible;
5. fail to accord rightful credit where the Member borrows elements of form or content for the requirements of his work;
6. use any unfair or inappropriate means to obtain favoured treatment or professional advancement, or to reduce the chances which a colleague might have to obtain or preserve an assignment;
7. disclose through their work confidential information available to the Member, including information relating to the terms and conditions contained in any Deal Memo, or the variances to a CCA granted to a Producer;
8. use the published list of Members in an improper or unauthorized manner;
9. engage in fraud, defamation, blackmail, intimidation, harassment, abusive treatment or other similar action, including any course of conduct or comment consisting of actions or words that disparage or cause humiliation to a person;
10. behave in a manner that is or could be detrimental to the interest and welfare of the DGC and its Members;
11. engage in any conduct unbecoming a Member

DGC BC District Council Bylaws and Constitution
The DGC BC Bylaws also speak to expectations relevant to our Members’ conduct.

Article 13.20: Every Member shall refrain from any conduct detrimental to the DGC, the District Council, any other Members, or any staff of the District Council or DGC. Such conduct includes:

1. engaging in fraud, defamation, blackmail, intimidation, harassment, abusive treatment or other similar action or any other inappropriate conduct, including, without limitation, any course of conduct or comment consisting of actions or words that disparage or cause humiliation to a person;
2. acting in a manner that is prejudicial to the interest and welfare of the District Council, its Members or the DGC; or
3. engaging in any conduct unbecoming a Member. 

Article 3.9 of the DGC BC Bylaws requires that every Member uphold and comply with the Constitution and Bylaws, and Article 13.16 requires Members to ensure that the Collective Agreement is adhered to.

DGC BC Collective Agreement
Article 4.3: The Employer agrees that it shall not discriminate against or engage in any harassment of any applicant for employment or Employee for reasons based on race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age, union membership or activity, criminal or summary conviction offence that is unrelated to the employment of an Employee or to the intended employment of an applicant or any other basis prohibited by applicable federal, provincial or territorial law.

Additional Legal Requirements

Human Rights
The BC Human Rights Code in Section 13, Subsection 1 states, regarding discrimination in employment:

A person must not
a. refuse to employ or refuse to continue to employ a person, or
b. discriminate against a person regarding employment or any term or condition of employment because of the Indigenous identity, race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, or age of that person or because that person has been convicted of a criminal or summary conviction offence that is unrelated to the employment or to the intended employment of that person.

With regard to unions and associations, in Section 14, the BC Human Rights Code states:

A trade union, employers’ organization or occupational association must not
a. exclude any person from membership,
b. expel or suspend any member, or
c. discriminate against any person or member

because of the Indigenous identity, race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, or age of that person or member, or because that person or member has been convicted of a criminal or summary conviction offence that is unrelated to the membership or intended membership.

Bullying & Harassment
The Workers Compensation Act requires that every employer must ensure the health and safety of all workers present in their workplace, and provide training and supervision necessary to ensure the health and safety of those workers. In the context of workplace bullying and harassment, this means employers must take all reasonable steps to prevent where possible, or otherwise minimize workplace bullying and harassment, as workplace bullying and harassment can lead to injury, illness, or death.

If you have any questions about this Code of Conduct, please contact us at labour@dgcbc.com.