Legal/Disclaimer
Cidel Bank & Trust Inc.,
Cidel Financial Inc.,
Cidel Trust Services Ltd.,
Cidel Bank Canada,
Cidel Asset Management Inc.,
Cidel (PTY) Limited
Email Disclaimer
- Any electronic mail you receive from an employee or representative of Cidel Bank and Trust Inc, (“Cidel”) or any subsidiaries, including any attachments thereto (“the email”), is subject to the Cidel e-mail disclaimer (“disclaimer”) as set out herein.
- The email may contain information which is confidential and private in nature. If you are not the stated addressee (or such person authorized representative) you must:
- notify the sender of this fact immediately by return e-mail, fax or telephone and delete the email from your system;
- refrain from printing, copying, forwarding or otherwise disclosing any information contained in the email or any part thereof; and
- refrain from reading, storing, using, selling or incorporating any information contained in the email into any database or mailing list for whatever reason, including for purposes of spamming or marketing.
- notify the sender of this fact immediately by return e-mail, fax or telephone and delete the email from your system;
Failure to do so may amount to the unlawful interception of a communication, the infringement of copyright and/or the infringement of the right to privacy.
1. Neither Cidel, the sender of the email, or any other Cidel representative shall be liable for any loss, damage or expense of whatever nature (including without limitation that caused by the corruption or loss of data, damage to software programs and interruption of business operations) resulting directly or indirectly from the transmission of the email (including without limitation any malicious software code or viruses transmitted together with the email or any corruption to or loss of data contained in the email).
2. The views and opinions expressed in the email do not necessarily reflect the views and opinions of Cidel. In particular, no Cidel representative or employee may send:
- unsolicited commercial messages (“spam”)
- messages that infringe any third party’s copyright, trademarks or other rights and interests (“infringing content”) and
- messages containing content that is offensive, derogatory, defamatory or otherwise unlawful (“offensive content”)
If the email constitutes spam, contains infringing content or offensive content, or was otherwise sent for purposes unrelated to the official business of Cidel, Cidel shall not be liable for any loss, damage or expense of whatever nature resulting therefrom.
If the email constitutes spam, contains infringing content or offensive content, or was otherwise sent for purposes unrelated to the official business of Cidel, Cidel shall not be liable for any loss, damage or expense of whatever nature resulting therefrom.
1. Cidel reserves the right to read, monitor, access, block, delete, copy or otherwise intercept any email sent in reply to the email.
2. Where the time or date on which the email was transmitted is in issue, unless the content thereof expressly provides otherwise, Cidel will be deemed to have-
- sent the email once reflected as “sent” on our mail servers; and
- received an email once reflected as “received” on our mail servers
3. The disclaimer shall be governed by and interpreted in accordance with the laws and regulation of the country or territory that has the right to exercise jurisdiction over the matter. Jurisdiction of the applicable region shall supersede any terms contained in any email received by Cidel, insofar as these conflict with this disclaimer.
Website Terms of Use
By accessing this Website, you acknowledge these terms of use and agree to be bound by them. Cidel Bank & Trust Inc. (including its subsidiaries and affiliates, “Cidel”) reserves the right, in its sole discretion, to modify, alter or otherwise update these terms of use at any time and you agree to be bound by such modifications, alterations or upgrades.
Cidel is not responsible in any manner for direct, indirect, special or consequential damages, however caused, arising out of your use of this Website and/or any web browser, including any damages you may suffer if you transmit confidential or sensitive information to us or if we communicate such information to you at your request over the Internet. Links to other websites from this Website are for convenience only. No endorsement of any third party products, services or information is expressed or implied by any information, material or content referred to or included on, or linked from or to this Website. This Website and the information is provided “as is”. Cidel does not warrant the accuracy, adequacy, timeliness or completeness of this Website or Website information and disclaims liability for any errors or omissions. No warranty or condition of any kind is given in the Website or Website information. Cidel does not warrant that the Website will be available and meet your requirements, that access will be uninterrupted, that there will be no delays, difficulties in use, defects, incompatibility, failures, errors, omissions or loss of transmitted information.
Certain names, words, titles, phrases, logos, icons, graphics or designs, or other content on the Website are trademarks or trade names owned by Cidel or its subsidiaries. Nothing on this Website shall be construed as conferring any license of any intellectual property rights, whether by estoppel, implication or otherwise. Except when otherwise stipulated, the information otherwise may not be copied, displayed, distributed, downloaded, licensed, modified, published, reposted, reproduced, reused, sold, transmitted, used to create a derivative work or otherwise used for public or commercial purposes with the express written consent of Cidel or its subsidiaries. Any unauthorized downloading, re-transmission, or other copying or modification of trademarks and/or the content of the Website may be a violation of federal or other law that may apply to trademarks and/or copyrights, and such actions could subject the copier to legal action.
Legal Demands
In compliance with the Bank Act and the Trust and Loans Companies Act, the following offices have been designated by Cidel Bank & Trust Inc., Cidel Bank Canada, Cidel Asset Management Inc., Cidel Trust Company, and Cidel Pty Ltd. for the service of enforcement, including for Canada Revenue Agency and Family Maintenance and Support Orders.
SOUTH AFRICA
Cidel (Pty) Ltd.
32 Impala Rd
Chislehurston
Sandton, 2196
South Africa
BARBADOS
(Cidel Bank & Trust Inc., Cidel Financial Inc., Cidel Trust Services LTD.)
Cidel Bank & Trust Inc.
Cidel Place
Lower Collymore Rock
St. Michael
Barbados
Attention: Legal Department
CANADA
(Cidel Trust Company)
Cidel Trust Company
Vintage Towers 1
Suite 403, 322-11th Avenue SW
Calgary, Alberta
T2R 0C5
Canada
Attention: Legal Department
CANADA
(Cidel Bank Canada, Cidel Asset Management Inc.)
Cidel Bank Canada
60 Bloor St. West 9th Floor
Toronto, ON M4W 3B8
Canada
Attention: Legal Department
Cidel Bank & Trust Inc.,
Cidel Financial Inc.,
Cidel Trust Services Ltd.,
Cidel (PTY) Limited
Compliance & Regulatory Control
Cidel Bank & Trust Inc. (“CBTI”) is a Foreign Currency Earning Bank that designs and implements customized financial solutions to help clients build, reserve and transfer wealth. With a strategic network of operations in Canada and internationally, its broad range of investment and structuring capabilities provide clients with solutions that are global and innovative. Most of these activities are carried out by CBTI’s subsidiaries, Cidel Trust Services Ltd (CTSL) and Cidel Financial Inc. (CFI), herein refer to ‘Cidel’.
CBTI is licensed and regulated by the Central Bank of Barbados and is subject to the Financial Institutions (Amendment) Act 2018-51. The Board of Directors, Audit Committee, senior management and employees of Cidel are guided by internal policies as well as the Money Laundering and Financing of Terrorism (Prevention and Control) (Amendment) Act 2019, the Anti-Terrorism (Amendment) Act, 2019 and the Anti-Money Laundering (AML) / Combating Financing of Terrorism (CFT) Guidance Note issued by the Central Bank of Barbados in conjunction with the Anti-Money Laundering Authority, issued October 2006 and revised November 2021.
The Barbadian subsidiaries are subject to the same AML legislation and Guidelines as CBTI. The asset management business is undertaken by CFI as a Securities Company and Investment Advisor. It is licensed by the Financial Services Commission. CTSL, the fiduciary arm of the business, is subject to the Corporate Trust and Services Providers Act and is regulated by the International Business Unit.
Cidel is required to take reasonable and appropriate measures to establish the identities of their clients (entity and individual) including all beneficial owners and to open accounts and conduct transactions only after identity is verified to our satisfaction. These measures are also applicable to Cidel’s relations with custodians, correspondent banks, professional intermediaries, investment advisors and agents.
Money laundering and Financing of Terrorism and Proliferation are criminal offences in Barbados and in many other jurisdictions of which business is undertaken. Cidel is committed to preventing the use of its business for such purposes, by establishing policies and procedures to ensure that:
- Business acceptance polices are in place for identification and approval of new business.
- A senior employee has been designated the Chief Compliance Officer and the Money Laundering Reporting Officer.
The various regulatory agencies issue guidelines periodically and Cidel will update its policies and procedures to ensure compliance with them by considering the nature and scale of its business, complexity, volume and size of activities and the degree of risk associated with each area of its operations.
INDEPENDENT REVIEW
An independent AML review is conducted every two years by an external party and the results are reported to the Board of Directors and the various regulatory agencies. From time to time, CBTI and its subsidiaries are also subject to regulatory inspections which involve assessing their risk management and AML framework.
December 31, 2023
General Conditions of Cidel Financial Inc.
At Cidel Financial Inc., we are committed to maintaining the highest standards of transparency and trust with our valued clients. As part of our ongoing commitment to clear communication, we provide online access to the important documents that govern our relationship with you. Your Discretionary Management Agreement, or Non-Discretionary Management Agreement, is essential for understanding the terms and conditions under which we will manage your accounts. Whether you are a new client to Cidel or revisiting your existing agreements, we encourage you to review these documents carefully.
Click here to download the Discretionary Management Agreement
Click here to download the Non-Discretionary Management Agreement
Cidel Bank Canada
Cidel Asset Management Inc.,
Cidel Trust Company
Accessibility Policy
PURPOSE
This policy has been established by Cidel Bank Canada, Cidel Asset Management Inc. and Cidel Trust Company (collectively referred to as ‘Cidel’) in light of the obligations arising under the Accessibility for Ontarians with Disabilities Act, 2005 (the ‘Act’), and in consideration of the Integrated Accessibility Standards O.Reg 191/11 (the ‘Regulation’).
Cidel strives to meet the needs of persons with disabilities and has implemented standards to break down barriers and increase accessibility in areas of information and communication, employment, and customer service.
STATEMENT OF COMMITMENT
Cidel is committed to ensuring equal access and participation for people with disabilities, and to treating all people in a way that allows them to maintain their dignity and independence.
Cidel believes in integration and equal opportunity. We are committed to meeting the needs of people with disabilities by preventing and removing barriers to accessibility in a timely manner, and by satisfying the accessibility requirements under the Act and the Regulation.
ACCESSIBILITY PLAN
Cidel’s Accessibility Plan sets out how we achieve accessibility by satisfying the requirements of the Regulation, and further provides strategic guidance on how we aim to improve accessibility and opportunities to Ontarians with disabilities. This plan is reviewed and updated at least once every 5 years, and a copy of the Accessibility Plan will be provided in an accessible format upon request. Please see the table below for the most recent Accessibility Plan.
TRAINING
Cidel ensures that training is provided to its directors, officers, employees and agents on the requirements under Ontario’s accessibility laws, and on the Ontario Human Rights Code, as it pertains to persons with disabilities. Training will be provided in a format that is suitable and appropriate to the duties of the recipients.
In accordance with the Regulation, Cidel will continue taking steps to ensure directors, officers, employees and agents are provided with appropriate training by:
- Adhering to the ongoing training requirements under the Act, Regulation, and the Ontario Human Rights Code, as it pertains to persons with disabilities;
- Ensuring training content is appropriate and relevant to address changes in the workplace;
- Providing training to new employees, and all employees whenever changes are made to the Accessibility Policy, as soon as practicable; and
- Maintaining a record of the training provided, including training dates, and the number of individuals in attendance.
Cidel’s training program is completed by all directors, officers, employees and agents on an annual basis and covers the following topics:
- The purpose and requirements of the Act and accompanying Regulations.
- How to interact and communicate with people with various types of disabilities.
- The purpose of assistive devices, and how to interact with people that use them.
- The purpose of service animals and how to interact with people that use them.
- The purpose of support persons, and how to interact with people who are accompanied by a support person.
- What to do if a person with a disability is having difficulty accessing Cidel’s services.
INFROMATION AND COMMUNICATION
Cidel is committed to meeting the communication needs of people with disabilities, and shall consult with persons with disabilities to determine their information and communication needs.
In the event that information or a communication distributed by Cidel cannot be converted to an accessible format, it shall provide the person requesting the information or communication with an explanation as to why the information or communication cannot be converted, and a summary of relevant information or communication.
Feedback
Cidel will continue to ensure that its process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of, accessible formats and communication supports upon request. As a part of this process, we will identify existing feedback processes and review them for accessibility purposes. Wherever necessary, Cidel will take steps to remove barriers to accessibility, in a timely manner, once they are identified.
Accessible Format and Communication Supports
Upon request, Cidel will provide, or will arrange for the provision of accessible formats and communication supports which account of the person’s accessibility needs due to disability. Cidel will consult with the person making the request in determining the suitability of an accessible format or communication support.
Accessible Website and Web Content
Cidel ensures that its website, including all of its web content, conforms to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, at Level AA, except where this is impracticable.
EMPLOYMENT
Cidel is committed to fair and accessible employment practices. The Ontario Employment Standards Act, 2000 builds upon the existing requirements under the Ontario Human Rights Code, 1990 in relation to accessibility at all stages of the employment cycle.
Recruitment
Cidel will continue taking steps to notify applicants, the public and its employees that accommodations will be made available upon request to persons with disabilities during the recruitment and assessment process, in relation to the materials or processes to be used, and when people are hired.
Where a request for accommodation is received, Cidel will consult with the person to provide, or arrange to provide, suitable accommodations in a manner that takes account of the person’s accessibility needs due to disability.
When an offer of employment is made, Cidel will notify the successful applicant of its policies for accommodating employees with disabilities.
Informing Employees of Supports
Cidel will continue to inform its employees of the policies, and any updates thereto, that are used to support employees with disabilities. This includes policies on the provision of job accommodations which account for an employee’s accessibility needs due to disability. This information will be provided to new employees as soon as practicable after commencing employment.
Accessible Formats and Communication Supports for Employees
Upon request by an employee with a disability, Cidel will provide, or arrange for the provision of, accessible formats and communication supports for information that is required to perform the employee’s job, and information that is generally available to other employees in the workplace. In determining the suitability of an accessible format or communication support, Cidel will consult with the employee making the request.
Workplace Emergency Response
Cidel will provide individualized workplace emergency response information to employees where it is required due to the employee’s disability. If an employee with an individualized workplace emergency response plan requires assistance, with the employee’s consent, Cidel will ensure that a designated person is available to assist the employee. Cidel will provide this information as soon as practicable after becoming aware of the need for accommodation.
Cidel will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodations needs or plans are reviewed, and when Cidel reviews its general emergency response policies.
The Company will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when the employee’s overall accommodations needs or plans are reviewed, and when The Company reviews its general emergency response policies.
Individual Accommodation Plans
Cidel will develop individual accommodation plans for employees with disabilities in accordance with its established process. Where requested or required, an employee’s individual accommodation plan will include any information regarding the provision of accessible formats and communications supports, as well as any individualised workplace emergency response information.
Return to Work Process
Cidel will develop a process for an employee returning to work after being absent due to disability, and requires disability-related accommodations in order to return to work. This process involves documenting the steps Cidel will take to facilitate the employee’s return to work, and will include an individual accommodation plan for the employee.
Performance Management, Career Development and Advancement & Redeployment
Cidel will account for the accessibility needs and individual accommodation plans of employees with disabilities when conducting performance management processes, providing career development and advancement opportunities to employees, or when redeploying employees.
CUSTOMER SERIVICE STANDARDS
Cidel is committed to service excellence, and is mindful of the principles of independence, dignity, integration and equal opportunity when engaging with persons with disabilities. Cidel recognises that persons with disabilities may require the use of assistive devices, such as communication aids or personal mobility aids, and wherever possible Cidel will make accommodations to ensure that persons with disabilities can access our services and facilities.
Cidel welcomes clients with disabilities that are accompanied by support persons, or assisted by service animals in our offices.
Cidel will ensure that our employees are trained and familiar with various assistive devices or supports that may be used by clients with disabilities, in accordance with our internal policies and procedures. A copy of these documents will be made available upon request.
Notice of Temporary Disruptions
In the unlikely event that Cidel experiences a disruption in the provision of its services, we shall provide clients with a disability who use the service notice of the disruption, details of the cause, its anticipated duration and a description of alternative facilities or services that will be made available in the interim.
Feedback Process
Cidel is committed to delivering the highest level of service to all of our clients. As a result, feedback from clients regarding the delivery of service to persons with disabilities may be given in confidence by telephone, in person, in writing or alternative methods through the following:
Email: hr@cidel.com
Mail: Cidel Asset Management
60 Bloor Street West
Toronto
ON M4W 3B8
Telephone: (416) 925 5504 (Please ask for Human Resources)
Multi-Year Accessibility Plan
Part I – General
| AODA Initiative | Compliance Date | Status |
| Establishment of Accessibility Policies | January 2022 | Reviewed and Accepted |
| Accessibility Plans | January 2022 | Reviewed and Accepted |
| Training | December 2019 | Complete and Ongoing |
Part 2 – Information and Communications Standards
| AODA Initiative | Compliance Date | Status |
| Feedback Processes | January 2022 | Available as Required |
| Accessibility Formats and Communication Supports | January 2022 | Available as Required |
| Accessible Websites and Web Content | January 2022 | Development in Progress |
Part 3 – Employment Standards
| AODA Initiative | Compliance Date | Status |
| Recruitment, Assessment and Selection | January 2022 | Complete and Ongoing |
| Informing Employee of Supports | January 2022 | Complete and Ongoing |
| Accessible Formats and Communication Supports for Employees | January 2022 | Available as Required |
| Workplace Emergency Response Information | January 2022 | Available as Required |
| Documented Individual Accommodation Plans/ Return to Work Process | January 2022 | Available as Required |
| Performance Management/Career Development, Advancement and Redeployment | January 2022 | Available as Required |
Part 4 – Customer Service Standards
| AODA Initiative | Compliance Date | Status |
| Policies for Provision of Accessible Client Services | January 2022 | Reviewed and Accepted |
Commitment to Diversity & Employment Equity
Each Cidel entity (“Cidel”) is committed to ensuring that its internal policies, practices, and systems are free of barriers, emphasize the value of diversity, and promote full participation to ensure dignity, respect, and equal access for all employees.
Through our processes and practices, we are working to eliminate barriers to employment for people who are usually underrepresented in Canada’s workforce – Aboriginal people, people with disabilities, racialized persons, and women.
Consistent with human rights legislation, employment equity recognizes the value and dignity of each individual and ensures everyone has genuine, open and unhindered access to employment opportunities, free from any barriers, systemic or otherwise.
Cidel’s established employment equity statement reflects this:
Cidel is committed to equity in its policies, practices, and programs, supports diversity in employment, learning and work environments, and ensures that applications from members of underrepresented groups are seriously considered under its employment equity policy. All qualified individuals who would contribute to the further diversification of Cidel are encouraged to apply.