This Candidate Privacy Policy applies info you share with us (JH World Services Inc) directly (like by submitting an application on our website) or that we may otherwise obtain or produce (such as from third parties, including your references and resources like LinkedIn) in connection with our recruitment efforts. The particular kinds of info we gather often depend on how you interact with us and the role for which you’re being considered. Some of the most common examples include:

  1. Contact Info. We collect names, email addresses, telephone numbers, and similar business or personal contact info to help us communicate with you.
  2. 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.
  3. 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. 
  4. 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).
  5. 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:

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 info@jhworldservices.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

Good Manufacturing Practices

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/)

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.

Leave a Reply

Your email address will not be published. Required fields are marked *