- Contact Info. We collect names, email addresses, telephone numbers, and similar business or personal contact info to help us communicate with you.
- Experience Info. We collect resumes, CVs, transcripts, cover letters, work samples, and other details about your prior or relevant experience, skills, education, training, or similar background info to support your application and/or our recruitment efforts.
- Reference & Background Info. We collect info from and about any references you provide (it is your responsibility to obtain any necessary consent from your references prior to sharing their info with us). Where applicable, we may also collect info from background checks subject to relevant legal requirements.
- Demographic & Sensitive Info. We collect demographic info like your age (such as to verify you’re at least 18 years old), and only if you choose to provide them, details like your gender, medical or health info, and ethnic or racial origin (like to help support our diversity and inclusion efforts).
- Interview Info. We collect info from any interviews and screenings you may have, as well as details about the type of opening you are or may be pursuing (like current or desired salary and similar preferences).
We collect info to support our application and recruitment process, including to:
- Process your application (such as adding your details to our systems);
- Communicate with you (like to schedule interview times and dates);
- Assess your eligibility for our available opportunities (including other current or potential future openings at JH World Services Inc you may not have considered);
- Measure and improve our recruitment process
- Comply with our legal and regulatory obligations (such as submitting required reports);
- Verify the info you submit (including, where applicable, by conducting background and reference checks); and
- In certain cases, help you coordinate immigration, work permit, relocation, travel, or other similar issues.
- We’ll also use info as we believe is necessary or appropriate under applicable law to protect the rights and property of JH World Services Inc, other candidates, our employees, or the public.
In some specific cases, some of your information will be shared to our clients who are looking for your profile, this may include information about your experience, skills, age, location, resume, or other information needed to select you to an specific position.
If you would like to request access to or deletion of your info please contact us at email@example.com
Good Manufacturing Practices
All persons working in direct contact with food, food contact surfaces, and good packaging materials shall conform to hygienic practices while on duty to the extent necessary to protect against contamination of food” This material
should serve as a guide to minimum Good Manufacturing Practices standards during manufacturing. Please read, sign and understand it, and take reasonable measures and precautions to ensure the safety and quality of products manufactured at our plant.
Good manufacturing objectives
- To produce safe and wholesome product through well-controlled operations.
- To comply with the WORKPLACE QMS & Food Safety Programs.
- To comply with WORKPLACE policy on Good Manufacturing Practices as detailed in WORKPLACE DOC QAD 030.
Good Manufacturing Practices
- Absolutely no jewelry, and other unsecured objects that might fall into food, are to be worn at work and NEVER worn in the manufacturing and packaging areas. This includes earrings, watches, rings, bracelets, nose-rings, etc. Leave all items at home.
- Please remove all items from all pockets.
- Safety shoes are required. Appropriate safety shoes must be clean and worn in the plant at all times to protect the feet and prevent slipping, tripping & falling.
- NO fingernail polish (not even clear), false nails, heavy makeup or perfume is to be worn in the plant at anytime. Fingernails should be clean and neatly trimmed so that they may not be seen above the finger tips.
- Lab Coats (smocks), hairnets, beard covers MUST be worn at all times in the manufacturing and packaging areas. These will be provided by WORKPLACE individual assign at.
- Hair nets are to be worn with the front edge pulled beneath the ears. No hair is permitted outside of the restraint.
- Curlers, combs, bobby pins and barrettes are prohibited.
- Loose hanging clothing should be confined to minimize the chance of being caught in the machine. All hoodies must stay inside the smocks. Long sleeves should be rolled up.
- All employees must change their hairnet, lab coats (smocks) when entering any special requirements areas. Special protection wear will be provided by authorized personal.
- Street clothing with beads and sequins must not be worn. Street clothes should be clean.
- All WORKPLACE ARE a NON-SMOKING facility. Smoking is not allowed anywhere in the building, if you chose to smoke you must leave the premises and go off property.
- Gum chewing is prohibited in the plant and on the property.
- No food, beverages, cough drops or candy is allowed in manufacturing and packaging areas.
- Employees are forbidden to bring in any nut and/or peanut containing product to the facilities.
- No food or perishable items are to be stored in the lockers
- Lunches are to be stored in the Lunch room and they need to be in closed containers.
- Only gloves issued by WORKPLACE may be worn
- Gloves must be changed anytime they become soiled, especially in product contact areas.
- If you are affected with cuts, boils, sores or infected wounds with exuding pus, or other bacterial infections, you should not be working in areas where food, food ingredients or food contact surfaces might come in contact with the infection.
- You must wash your hands regularly throughout the working day.
- You must wash your hands on entering the food packaging area before handling any food or equipment.
- You must wash your hands after combing or touching your hair.
- You must wash your hands after eating, smoking, coughing or blowing your nose.
- You must wash your hands after handling waste food or refuse.
- You must wash your hands after visiting the restrooms.
- You must wash your hands any time your hands may have become soiled.
- You must keep hands away from the mouth, nose, or scalp at work stations and while handling Ingredients or food products.
- Cell phones are not permitted in the production area
- All employees must practice good personal hygiene.
- Good housekeeping practices are to be maintained in all areas of the Plant
- Any product that contacts the floor or any non-sanitary surface must be discarded
- Please make yourself aware of your surroundings and know where your closet FIRE EXITS is located. If you are not sure where the nearest fire exit is located, ask your supervisor or line leader.
- If you are off work due to illness or communicable disease, you must report to Human Resource prior to being rescheduled for work.
- During working hours, should you become sick, immediately report to your team leader or your Supervisor? Gastric upsets in particular, such as vomiting or diarrhea must be reported before commencing work.
Health and Safety
Please visit Ontario Government’s, Ministry of Labor website and complete certification. While clicking below link (http://www.labour.gov.on.ca/english/hs/elearn/worker/)
- The employer and senior management of JH World Services are vitally interested in the health and safety of its workers. Protection of workers from injury or occupational disease is a major continuing objective.
- JH World Services will make every effort to provide a safe, healthy work environment. All employers, supervisors and workers must be dedicated to the continuing objective of reducing risk of injury.
- JH World Services as employer is ultimately responsible for worker health and safety. As President JH World Services, I, Jose Herrera, give you my personal commitment that I will comply with my duties under the Act, such as taking every reasonable precaution for the protection of workers in the workplace.
- Supervisors will be held accountable for the health and safety of workers under their supervision. Supervisors are subject to various duties in the workplace, including the duty to ensure that machinery and equipment are safe and that workers work in compliance with established safe work practices and procedures.
- Every worker must protect his or her own health and safety by working in compliance with the law and with safe work practices and procedures established by the employer. Workers will receive information, training and competent supervision in their specific work tasks to protect their health and safety.
- It is in the best interest of all parties to consider health and safety in every activity. Commitment to health and safety must form an integral part of this organization, from the president to the workers.
Workplace Violence Policy
The management of JH World Services is committed to the prevention of workplace violence and is ultimately responsible for worker health and safety. We will take whatever steps are reasonable to protect our workers from workplace violence from all sources. (The workplace may wish to insert the definition of workplace violence and to list the sources of workplace violence).
Violent behavior in the workplace is unacceptable from anyone. The policy applies to (the workplace may wish to list to whom this policy applies, especially if it applies to person other than workers, such as visitors,
clients, delivery persons, volunteers, etc.). Everyone is expected to uphold this policy and to work together to prevent workplace violence.
There is a workplace violence program that implements this policy. It includes measures and procedures to protect workers from workplace violence, a means of summoning immediate assistance and a process for workers to report incidents, or raise concerns. (The workplace may wish to specify and expand upon the components of the workplace violence program here).
As the employer, JH World Services will ensure that this policy and the supporting program are implemented and maintained and that all workers and supervisors have the appropriate information and instruction to protect them from violence in the workplace.
Supervisors will adhere to this policy and the supporting program. Supervisors are responsible for ensuring that measures and procedures are followed by workers and that workers have the information and instruction to protect themselves.
Every worker must work in compliance with this policy and the supporting program. All workers are encouraged to raise any concerns about workplace violence and to report any violent incidents or threats (The workplace may wish to provide more information about how to report incidents, and may wish to emphasize that there will be no negative consequences for reports made in good faith).
Management pledges to investigate and deal with all incidents and complaints of workplace violence in a timely and fair manner, respecting the privacy of all concerns as much as possible. (The workplace may wish to provide more information about incidents and complaints will be investigated and/or dealt with).
The workplace violence policy should be consulted whenever there are concerns about violence in the workplace
Workplace Harrassment Policy
The management of JH World Services is committed to providing a work environment which all individuals are treated with respect and dignity.
Workplace harassment will not be tolerated from any person in the workplace (The workplace may wish to list the sources of workplace harassment). Everyone in the workplace must be dedicated to preventing workplace harassment. Managers, supervisors, and workers are expected to uphold this policy, and will be accountable to uphold this policy, and will be held accountable by the employer (If the policy applies to other people in the workplace, they should also be listed).
Workplace harassment means engaging in a course of vexatious comment or conduct against a worker, in a workplace, that is known or ought reasonably to known to be unwelcome (The workplace may wish to list
examples of unacceptable behavior). Harassment may also relate to a form of discrimination as set out in the Ontario Human Rights Code, but it does not have to (The workplace may wish to include information about what constitutes discriminatory harassment under the Ontario Human Rights Code).
This policy is not intended to limit or constrain the reasonable exercise of management functions in the workplace (The workplace may include examples of work functions that would generally not be considered workplace harassment).
Workers are encouraged to report any incidents of workplace harassment (The workplace may wish to provide more information about how to report incidents and may wish to emphasize that there will be no negative consequences for reports made in good faith). Management will investigate and deal with all concerns, complaints, or incidents of workplace harassment in a timely and fair manner while respecting workers’ privacy, to the extent possible (The workplace may wish to provide more information about how incidents of harassment will be investigated and/or dealt with).
Nothing in this policy prevents or discourages a work from filing an application with the Ontario Human Rights Tribunal on a matter related to the Ontario Human Rights Code within one year of the last alleged incident. A worker also retains the right to exercise any other legal avenues available.
The workplace harassment policy should be consulted whenever there are concerns about harassment in the workplace.