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Effective Date: January 15, 2025
Approved By: Irfan Motala
Review Date: January 15, 2026
This comprehensive human rights policy outlines Mr. Lawnmower's commitment to upholding human rights standards throughout its operations. The policy establishes clear guidelines for workplace conduct, accommodations, and complaint procedures while reflecting the company's specific industry context as a landscaping services provider in the Greater Toronto Area since 2004. Developed in accordance with the Ontario Human Rights Code and United Nations Guiding Principles on Business and Human Rights, this document serves as both a statement of values and a practical framework for implementation. Our company prohibits all forms of forced labor, child labor, and discrimination, and we strive to maintain a safe, fair, and respectful workplace for everyone.
This policy applies to:
·All employees, including full-time, part-time, seasonal and temporary workers
·Management at all levels
·Suppliers and Business Partners
·Contractors and subcontractors working on our behalf
·Customers and Clients
·All Operational Sites including the headquarters at 8871 Sheppard Avenue East,Scarborough
·Prohibition of Forced and Child Labor: We do not tolerate any form of forced, bonded, or involuntary labor, nor the employment of individuals under the legal minimum working age.
·Non-Discrimination and Equal Opportunity: Employment decisions are based on merit and business needs. We do not discriminate based on race, colour, religion, gender, age, disability, sexual orientation, or any other protected status.
·Safe and Healthy Workplace: We provide a safe and healthy work environment, complying with Ontario’s Occupational Health and Safety Act. Employees receive appropriate training and personal protective equipment (PPE).
·Fair Wages and Benefits: All employees are compensated in accordance with or above Ontario’s minimum wage laws. Overtime is paid as required by law.
·Freedom of Association: We respect the rights of employees to join, form, or not join labor unions or associations of their own choosing.
·Age
·Ancestry, color, race
·Citizenship
·Ethnic origin
·Place of origin
·Creed
·Disability
·Family status
·Marital status (including single status)
·Gender identity, gender expression
·Record of offences (in employment only)
·Sex (including pregnancy and breastfeeding)
·Sexual orientation
Management / Leadership & All Employees
·The Managing Director has ultimate responsibility for implementing this policy.
·Senior management must demonstrate commitment to human rights through their actions and decisions.
·Supervisors are responsible for maintaining discrimination-free environments in their areas of responsibility and addressing issues promptly.
HumanResource
·Administer this policy and provide guidance on human rights matters.
·Coordinate human rights training and education programs.
·Facilitate the accommodation process.
·Maintain records of human rights concerns and their resolution.
Integration with Business Operations
This policy will be integrated into our operational procedures and business activities through:
·Inclusion in employee handbooks and onboarding materials
·Regular training for all staff with role-specific content for managers and supervisors
·Incorporation into service agreements with clients
·Integration into supplier evaluation and selection processes
·Regular communication through company meetings and internal bulletins
·Publication on our website and in company facilities
·Annual Risk Evaluation: We conduct annual assessments to identify and mitigate human rights risks in our operations and with our subcontractors.
·Subcontractor Compliance: All subcontractors and vendors are required to affirm their compliance with this policy as a condition of doing business with us.
·Training: All staff, including seasonal and temporary workers, receive training on human rights, workplace safety, and ethical conduct.
·Workplace Safety: Regular equipment inspection and safety audits are conducted. Employees are scheduled to minimize risk from extreme weather conditions.
·Accessible Recruitment: All recruitment processes are transparent, and no fees are charged to applicants.
Mr.Lawnmower Landscaping Services Ltd. is committed to conducting all operations in an environmentally responsible manner. We strictly prohibit practices that may cause:
·Harmful soil changes or degradation
·Water pollution or contamination
·Air pollution or the release of harmful emissions
·Excessive or harmful noise emissions
·Unnecessary or excessive water consumption
Our team follows best practices to minimize environmental impact, including the responsible use of fertilizers and chemicals, efficient water management, regular equipment maintenance, and compliance with all local environmental regulations.
Mr.Lawnmower Landscaping Services has established a clear procedure for addressing human rights concerns:
Informal Resolution
·Individuals who believe they have experienced discrimination or harassment are encouraged to first address the issue directly with the person involved, if comfortable doing so.
·Supervisors who become aware of human rights issues should attempt to resolve them promptly through discussion and mediation where appropriate.
·Human Resources can provide confidential advice and assistance with informal resolution.
Formal Complaint Process
·Submission: Formal complaints should be submitted in writing to the Directing Manager or designated Human Rights Officer, detailing the alleged discrimination or harassment.
·Acknowledgment: All complaints will be acknowledged within 3 business days.
·Investigation: A thorough investigation will be conducted promptly, typically within 10 business days, including interviews with all relevant parties and review of documentation.
·Interim Measures: During investigation, temporary measures may be implemented to protect parties involved.
·Determination: Findings will be based on evidence gathered, using the balance of probabilities standard.
·Resolution: If the complaint is substantiated, appropriate corrective action will be taken.
·Communication: Both parties will be informed of the outcome and any resulting actions.
·Documentation: Records will be maintained confidentially by Human Resources.
Mr. Lawnmower prohibits any form of reprisal or retaliation against individuals who:
·Report or complain about discrimination or harassment
·Participate in an investigation
·Refuse to violate this policy or human rights legislation
Employees and customers are informed of their right to file complaints with the Ontario Human Rights Tribunal if they are not satisfied with the internal resolution process.
We encourage employees and stakeholders to report any human rights concerns or violations. Reports can be made anonymously via:
·Company Line: 1-416-298-2148
·Email: info@mrlawnmower.ca
All reports are promptly and confidentially investigated. Appropriate corrective actions are taken within 14 business days.
·Self-Assessment: We complete annual human rights self-assessments and maintain records of compliance, including payroll, safety audits, and grievance resolutions.
·Continuous Improvement: Policy effectiveness is reviewed annually, and improvements are made as necessary.
This policy is available to all employees and will be provided on request. Subcontractors and vendors are informed of our expectations and must comply as part of our business relationship.
This policy will be reviewed annually and updated as required to ensure ongoing compliance with legal and ethical standards.
For questions or more information, please contact:
Irfan Motala
Email: info@mrlawnmower.ca
Phone: 416-298-2148
Mr.Lawnmower Landscaping Services Ltd.
Committed to Respecting and Protecting Human Rights in All We Do.
