Our CSCC (Client and Supplier Code of Conduct) is one element of our commitment to creating safe and healthy workplaces for the people who provide services and make products for Full Punch and our clients. This Code outlines the minimum standards we expect of our clients and suppliers – Full Punch expects our clients and suppliers to exceed this minimum by continuously improving social, cultural, and environmental standards.

Full Punch client and supplier code of conduct.

The Full Punch CSCC sets out the minimum standards for our clients, suppliers and their subcontractors to promote safe and healthy workplaces, basic fair labour practices and environmental responsibility. These minimum workplace performance standards are based on the core labour conventions of the International Labour Organization (ILO). We require our clients and suppliers to uphold the Full Punch CSCC, and to inform us of any challenges they have in meeting the standards within this Code; we will work with and support clients and suppliers who are committed to continuously improving their workplace practices.

Complying with the law.

Employers shall comply with all legal and regulatory requirements in the country where they do business. This requirement includes the safeguarding of workers’ rights under national and international labour and social security laws and regulations.

Freely chosen employment.

The Supplier shall employ workers who choose to be employed by the Supplier’s company. All work shall be voluntary and workers shall be free to leave upon reasonable notice.

Child labour.

No person shall be employed under the age of 16 or under the age for completion of compulsory education, whichever is higher.
The above restrictions setting the minimum age for work at 16 years old do not apply to a worker who works as a performer in the entertainment and advertising industry as defined in subsection 4(4) of the Regulation for Industrial Establishments, but under the Protecting Child Performers Act, 2015 no child:

  • under the age of 15 days may work in the recorded entertainment industry (section 10)
  • less than 2.5 years of age may work in the live entertainment industry (section 17)

Non-Discrimination and Diversity.

Employment decisions must be made solely on the basis of knowledge, skill, efficiency and ability to do the job and meet its requirements and no person shall be subject to discrimination in hiring and employment practices such as promotions, rewards, and access to training.


Full Punch acknowledges that the Vancouver office is situated on the unceded traditional territories of the xʷməθkʷəy̓əm (Musqueam), Sḵwx̱wú7mesh (Squamish), and səlilwətaɬ (Tsleil-Waututh) Nations and that the Edmonton office rests on Treaty 6 territory, the traditional lands of First Nations and Métis people.

Full Punch wishes to be a valued and respected member of the communities in which it operates. In dealings with communities, including Indigenous communities, or any community leaders, all Employees, Partners, and Clients of Full Punch must act in accordance with applicable Laws and in an environmentally responsible manner.

Full Punch recognizes the Province of British Columbia’s Declaration on the Rights of Indigenous Peoples Act (Declaration Act) which establishes the United Nations Declaration on the Rights of Indigenous Peoples (UN Declaration) as the Province’s framework for reconciliation.

Health and Safety.

Workers will be provided with a safe and healthy work environment. Conditions in all work and residential facilities shall be safe, clean and consistent with all applicable laws and regulations regarding occupational health and safety. Employees must be made aware of health and safety guidelines in terms of equipment, training, and work practices.

Employee Treatment.

The Supplier’s employees shall be treated with respect and dignity.

Harassment or abuse.

Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.

Additionally, as a member agency of the ICA, Full Punch adheres the to the Canadian Advertising Code of Conduct dedicated to preventing and reducing harassment, discrimination, bullying and violence within Canada’s creative industries.

Hours of work.

Employers shall not require workers to work more than the regular and overtime hours allowed by the law of the country where the workers are employed. The regular work week shall not exceed 48 hours. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.


Every worker has a right to compensation for a regular work week that is sufficient to meet the workers’ basic needs and provide some discretionary income. Employers shall pay at least the minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any fringe benefits required by law or contract. Where compensation does not meet workers’ basic needs and provide some discretionary income, each contractor employer shall take appropriate actions that seek to progressively realize a level of compensation that does.

Freedom of association and collective bargaining.

Employers shall recognize and respect the right of employees to freedom of association and collective bargaining. Where the right to freedom of association is restricted under law, employers must provide workers alternative means of association, including effective means to express and remedy workplace grievances.

Health and safety.

Employers shall provide a safe and healthy workplace setting to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employers’ facilities. The same standards shall apply to residential facilities, where they are offered.


Clients and suppliers shall comply with environmental laws and adopt credible, proactive measures to mitigate negative impacts on the environment. Client and suppliers shall take responsibility to reduce the environmental impact of their products and services as well as their overall operations or ‘in-house’ practices (e.g. energy conservation in their buildings). Full Punch requires clients and suppliers to be transparent about environmental impacts and steps taken to mitigate those impacts, and commits to work with our clients and suppliers to identify priorities for action and opportunities for improvement. Clients and suppliers must not be in violation of any national or provincial environmental regulations.


Full Punch encourages clients and suppliers to engage directly or through partnerships in projects that improve the social well-being of employees and their families in the local community.


Quality assurance begins at strategy development and continues through to the development, production and final delivery of all services and products from Full Punch. Clients and suppliers shall have procedures and management systems in place that support the consistent delivery of quality services and products with every project undertaken with Full Punch.

Anti-Corruption Business Practices.

The Client or supplier will not, directly or indirectly, pay, give, offer or promise anything of value to any local or foreign government official (or to any person for the benefit of a government official) for the purpose of corruptly causing the government official to improperly act or use his or her influence in obtaining or retaining any business or securing any improper advantage for the Airport Authority or the Supplier.

Last updated on June 20th, 2023.