Our Commitments

• Co-manage/support product safety and regulatory compliance programs for several global CPG companies and leading charities, each with unique protocols and standards
• Product safety reviews – included design evaluations with regard to intended and foreseeable use
• Regulatory compliance:
  • Ongoing working relationships with Intertek, Bureau Veritas, SGS and ANSECO
  • Managing to Canadian and US standards with regard to ASTM and client directives
  • Quality management inherent in sourcing and production management processes in which we employ AQL standards to defined quality standards at various stages of production.  V-Trust is a noted independent inspection and quality management partner

• TPS is 4-Pillar SMETA Audited.  Per our Responsible Sourcing initiative we also hold our factories to the same high standards, independently verified, in the areas of:
  • • Health & Safety Practices
    • Labour Standards
    • Business Management Systems
    • Environmental & Sustainability Practices
• TPS is EcoVadis Silver rated for sustainability, ranking in the top 25% of all companies assessed
• Certified Carbon Neutral Shipping with UPS
• TPS maintains an active Joint Health & Safety Committee providing a voice for all employees
• The TPS Green Team is a multi-disciplinary group of employees who proactively drive improvement in our environmental footprint.

TPS Promotions & Incentives is committed to provide a culture that encourages and supports full access and inclusion for all employees, prospective employees, clients and suppliers in all corresponding aspects of the company’s operations, and with regard for the impact we have on stakeholders, their families and our communities at large.

TPS views Diversity in its broadest sense and understand the critical importance of ensuring access and inclusion. Our policies include adherence to all legal requirements, but go further based on belief in the following principles:

1. We recognize that each person brings unique perspectives based on their individuality, which may be influenced and formed by their age, religious beliefs, gender identity, sexual preference, colour, ethnicity, education, physical abilities, mental abilities, upbringing, cultural experiences, family status responsibilities, work experience, community engagement, lifestyle choices, personal interests, the country(ies) in which they have lived, and other life experiences.
2. Fostering a culture of access and inclusion is central to our company values, helps us attract and retain talent, and enables us to gain diverse perspectives. Doing so requires intention, focus, leadership and consistency.
3. Every employee should feel that “at TPS, diversity includes me”; we are accountable for creating an environment in which employees feel comfortable expressing the parts of their identity they wish to share, where everyone has equal access to opportunity, and where their perspectives are valued.
4. Diversity of perspectives enables broader consideration of options and enables better decision-making.
5. Our policies, systems and actions are values-based and reflect our scope of influence, including the employees, suppliers and the clients with whom we align, the products we sell, and the way in which we engage all our stakeholders.
6. We are committed to learning and evolving to support changing needs and the continuous improvement of our company and our team members. This requires ongoing awareness and periodic assessment (at least annually), discovery and awareness of unconscious bias and barriers, and a commitment to remove systemic barriers, with regular, transparent communication.

We encourage our team members, suppliers and clients to share constructive input and ideas for improvement at all times, and appreciate all proactive suggestions.

Corporate sustainability starts with a company’s value system and a principles-based approach to doing business. This means operating in ways that, at a minimum, meet fundamental responsibilities in the areas of human rights, labour, environment and anti-corruption. Responsible businesses enact the same values and principles wherever they have a presence, and know that good practices in one area do not offset harm in another. By incorporating the Ten Principles of the UN Global Compact into strategies, policies and procedures, and establishing a culture of integrity, companies are not only upholding their basic responsibilities to people and planet, but also setting the stage for long-term success.

The Ten Principles of the United Nations Global Compact are derived from: the Universal Declaration of Human Rights, the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work, the Rio Declaration on Environment and Development, and the United Nations Convention Against Corruption.

The Ten Principles of the UN Global Compact

Human Rights

Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights; and

Principle 2: make sure that they are not complicit in human rights abuses.

Labour

Principle 3: Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining;

Principle 4: the elimination of all forms of forced and compulsory labour;

Principle 5: the effective abolition of child labour; and

Principle 6: the elimination of discrimination in respect of employment and occupation.

Environment

Principle 7: Businesses should support a precautionary approach to environmental challenges;

Principle 8: undertake initiatives to promote greater environmental responsibility; and

Principle 9: encourage the development and diffusion of environmentally friendly technologies.

Anti-Corruption

Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery.