Code of Conduct

The following content is our companies Code of Conduct.  

Each and every person who works with us, on both a corporate level and on a project (film) level must sign this document and align themselves with it.

Conducting our business professionally and with integrity is fundamental. Thousand Year Films’ Code of Conduct provides clear direction for Personnel on how to conduct their affairs in good faith. Thousand Year Films expects Personnel to demonstrate a high level of personal accountability and contribute to a positive and respectful workplace that promotes teamwork, creativity, safety and fun across all activities. Adhering to this Code of Conduct strengthens both Thousand Year Films’ reputation and our collective integrity. By conducting our work at the highest possible standards, each of us can contribute to Thousand Year Films’ success.

  1. General Guidelines for Appropriate Conduct
    Personnel are expected to accept certain responsibilities and exhibit a high degree of personal integrity at all times. You are expected to refrain from behavior that might be harmful to you, your co-workers, equipment or the Company.

  2. Compliance with Laws
    Personnel must recognize, be familiar with, and comply with the governmental laws, rules, and regulations that apply to Thousand Year Films’ business in the area in which you are working, as well as the laws which govern private citizens.

  3. Diversity and Respectful Workplace
    Thousand Year Films is committed to building a work environment that is physically, emotionally and intellectually safe and equitable. The Company will support and promote the protection of human rights within our sphere of influence.

    • Discrimination, Harassment and Violence
      All incidents of discrimination, harassment and violence should be reported to the Producers. Allegations are taken seriously and treated in a discrete and timely manner. Thousand Year Films strictly prohibits retaliatory action in any form against any Personnel who, in good faith, reports a possible violation.

    • Morale – Being A Builder
      Each individual is responsible for upholding a positive and constructive working environment. Comments and actions which degrade motivation and respect in an effort to draw attention to negative perception, persons or situations serve no purpose and are not in alignment with the Code of Conduct or the values of the Company. Attempting to influence another’s experience in a negative way will not be tolerated. It is the expectation of Thousand Year Films that comments and actions of a morale degenerating nature will be met with a constructive and positive attitude. If morale damaging behavior persists a Producer should be made aware of the situation so that the root of the issue can be investigated and addressed.

    • Respectful Relationships
      Personnel must interact in a respectful manner and respect differences in approach, work style, lifestyle and belief system. Personnel must act in a professional manner and with a high degree of respect for the individual contributions of co-workers. This includes being respectful of the work another is trying to accomplish and being mindful of potentially disruptive behavior which may impair another’s ability to do their job.

    • Handling Intimate Content*
      Due to the sensitive nature of filming intimate content, Thousand Year Films has a specific procedure in place for the handling of such content in all stages of production. It requires maturity and respect from each and every person that may be involved with the production even if you are not an active participant in the actual filming of such scenes. The intimacy and vulnerability that is required of the actors during these scenes demands a strict adherence to the pre-designed procedures to avoid exploitation, humiliation, or abuse of those involved.
      *This is generally only applicable while filming narrative films and not relevant to most client work.

    • Cynicism, Criticism and Feedback (Read more about this topic on our Criticism and Feedback page.)
      Thousand Year Films does not consider cynicism to be constructive. This method of judgment and opinion is not in alignment with the Code of Conduct and values of the Company. The Company supports objective problem and/or risk identification rooted in the intention of success. Cynicism towards the Company, projects, resources and/or people, fosters a negative atmosphere that creates discouragement and hopelessness without identifying opportunities for success or solutions; cynicism is an unacceptable attitude and behavior that will not be condoned or permitted. Identifying potential problems or difficulties may be necessary to raise awareness about them. It is most effective to do so in a manner which brings forth a possible course of action to achieve the intended goal or to provide a solution to overcome the presented problem. If a course of action or solution is unknown, provide encouragement and/or support to those who must discover the course of action.

      Thousand Year Films supports criticism in the form of productive and constructive feedback. The intention of the feedback should be to initiate change or inspire further discussion. Criticism with the intention to hurt someone, vent frustrations or boost ego is destructive to the creative process, relationships and morale. It is the responsibility of both the individual giving and receiving the feedback to have a “Builder” mentality, to focus on the vision, intention and objectivity of the information and to remove personal agendas and subjectivity from the discussion. If criticism and/or feedback are not being communicated or received in a constructive manner the discussion should cease and a third party or Producer will mediate the discussion if required.

    • Privacy
      Thousand Year Films respects the privacy of individuals and endeavors to maintain the accuracy, confidentiality and security of personal information under our custody or control. Thousand Year Films adheres to the privacy legislation in Canada.

  4. Drugs and Alcohol
    Thousand Year Films is committed to providing a safe, healthy and productive work environment. The use of drugs and/or alcohol may adversely affect job performance, productivity, business decisions and the safety and well-being of our people. Intoxication in any form will not be tolerated while working on Thousand Year Films’ projects.

  5. Conflicts of Interest
    Personnel must be sensitive to any activities, interests or relationships that might conflict, or even appear to conflict, with your ability to perform your duties or act in the best interest of Thousand Year Films. Although a conflict of interest may be identified, it does not necessarily mean it will preclude you from working with Thousand Year Films. However, you are required to disclose any potential conflict of interest upon commencing work, and/or as soon as possible after discovering any potential conflict of interest. Conflicts can include, but are not limited to: time availability, location, relationships, personal habits, physical attributes specific to your employment terms and expectations, outside work/employment, other endeavors in areas similar to Thousand Year Films’ projects and its investors.

  6. Community Relations
    Personnel must not engage in any activities that could reflect negatively on the reputation of themselves, other Personnel, Affiliates, Investors or Thousand Year Films.

    • Appropriate Behavior
      Personnel must have an awareness of the physical and social surroundings and conduct themselves with a high level of integrity, professionalism and decency. Profane language and actions will not be tolerated.

    • Company Representation
      Personnel associated with Thousand Year Films are in effect representing the Company’s values, ethics and integrity. Actions which adversely affect the company reputation or limit potential opportunity for the Company are prohibited.

    • External Communications
      Thousand Year Films designates specific people to speak on behalf of the Company to groups which include, but are not limited to, the investment community, investors, regulators, public and the media. The Code of Conduct also extends to social media platforms, including but not limited to Facebook, Twitter, YouTube, Vimeo, SoundCloud, LinkedIn, Instagram and Snapchat.

  7. Safeguard Company Resources
    Personnel are expected to safeguard all Thousand Year Films assets and information, including all personal or public information. You must not engage in any theft, pilferage, willful damage, or misuse of Thousand Year Films’ property. Such conduct may be a crime and may be reported to appropriate law enforcement authorities.

  8. Confidential Information and Intellectual Property
    Personnel are prohibited from disclosing, misappropriating, or using confidential information or intellectual property which is owned, developed, or otherwise possessed by Thousand Year Films, except as specifically authorized, and only for the performance of your duties for Thousand Year Films. Any intellectual property created or developed by you within your scope of employment or volunteer work is owned by Thousand Year Films Inc. The same rules apply to any third-party client that we may work with.

  9. Reporting Suspected Non-Compliance
    If you become aware of any actual or suspected breach of the Code of Conduct, you must report the incident in one of the following ways:

    • Discuss the matter with the person involved if appropriate and there is no risk of unsafe reaction or escalation.

    • Discuss the matter with a Producer on-set.

    • File a written incident report and submit to a Producer in a timely manner

After a report is made, all Personnel must cooperate fully and openly with any investigation into suspected non-compliance of the Code of Conduct. Failure to cooperate or to provide truthful information may lead to the individual being subject to disciplinary action, up to and including termination for just cause, or the immediate termination of a service contract. Legal recourse for damages may be pursued.

Last Reviewed: March 1, 2019
Last Updated: March 1, 2019