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Human Rights Policy

Version 2.0 · Effective September 23, 2025

1.0 Purpose

Riverside Natural Foods Ltd. is committed to operating its business in a manner consistent with respect for human rights, dignity, equality, and inclusion. We recognize that our operations — including sourcing, production, processing, packaging, distribution, retail / wholesale, and employment — must be conducted so as to respect the rights of all people internal and external to our organization.

This policy is intended to ensure that Riverside Natural Foods Ltd.:

  • Complies with international human rights frameworks, U.S Fair labour standards (where applicable), federal (Canada), and Ontario laws and treaties on human rights;
  • Goes beyond compliance to uphold robust ethical standards in its supply chain, workplace, community relations, and customer interactions;
  • Fosters a workplace and business practices free from discrimination, harassment, and unsafe conditions;
  • Ensures that people with protected characteristics are treated equitably and accommodated where necessary;
  • Builds transparent, accountable systems to monitor, report, and remedy any violations or risks.

2.0 Scope

This policy applies to:

  • All employees (full-time, part-time, seasonal, contract, temporary), managers, supervisors.
  • All operations of the company: production sites, processing facilities, warehouses, administrative offices, retail outlets (if applicable), delivery/logistics operations, U.S and international sites.
  • All business partners, suppliers, contractors, subcontractors, vendors, and agents who provide goods or services to Riverside Natural Foods or act on its behalf.
  • All interactions with customers, communities, stakeholders, and any individual affected by our operations.
  • All policies, practices, decisions, programs, work environments, whether on-site, off-site, or remote.

3.0 Legal & Normative Foundations

We adopt human rights obligations from:

  • International treaties and conventions to which Canada is a party (e.g. Universal Declaration of Human Rights; ICCPR; ICESCR; Convention on the Rights of Persons with Disabilities; Convention on the Elimination of Discrimination Against Women; UN Guiding Principles on Business and Human Rights etc.), International Labour Organization's (ILO) Declaration on Fundamental Principles and Rights at Work.
  • Fair Labour Standards Act (FLSA) (U.S.) complying with minimum age requirements.
  • Charter of Rights and Freedoms (Canada) guaranteeing fundamental rights and equality.
  • Canadian Human Rights Act (for federally regulated activities, if applicable).
  • Ontario Human Rights Code, which prohibits discrimination and harassment in employment, accommodation, services, contracts, etc., on protected grounds.

These instruments require non-discrimination, equal treatment and opportunity, duty to accommodate, protection of dignity, and the provision of accessible, safe environments.

4.0 Definitions

  • Protected grounds: At Riverside Natural Foods, we recognize the protected grounds under the Ontario Human Rights Code, including but not limited to race, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, disability (physical, mental), marital status, family status, receipt of public assistance, record of offences, etc.
  • Discrimination: Direct or indirect, intentional or unintentional unfair treatment or disadvantage on the basis of a protected ground. Example: bias in hiring, scheduling, performance reviews.
  • Harassment: Unwanted or unwelcome behaviour related to a protected ground that is offensive, demeaning, intimidating or hostile. Could be verbal, physical, visual, or digital.
  • Accommodation: Adjusting work schedules, job duties, facilities, practices etc., to fully include and enable persons with needs arising from a protected ground (e.g. disabilities, religious practices, caregiving responsibilities), provided such accommodation does not cause undue hardship.
  • Supply chain human rights risk: Conditions among suppliers (including farms, processors, transporters, packaging vendors) that may violate human rights (child labour, forced labour, unsafe conditions, unfair wages, discrimination etc.).

5.0 Principles

Riverside Natural Foods Ltd. upholds the following principles:

  1. Non-Discrimination & Equity: All people shall be treated fairly and with equality under law and within company practices. No discrimination on any protected ground.
  2. Health, Safety & Well-Being: Workers, contractors, and others must be provided with safe, healthy, respectful working environments; no tolerance for abusive or unsafe conditions.
  3. Duty to Accommodate: In hiring, scheduling, operations, and service delivery, make adjustments for individuals' legitimate needs (disabilities, religion, family status etc.).
  4. Fair Employment Practices: Transparent hiring; fair compensation; appropriate breaks; working hours; rest periods; fair evaluation; protection from retaliation.
  5. Ethical Sourcing and Supplier Accountability: Ensuring suppliers operate consistent with human rights norms: no child labour, forced labour; safe working conditions; fair wages; respecting local labour laws; non-discriminatory practices.
  6. Privacy, Respect & Dignity: Respecting individuals' privacy, identity, autonomy; ensuring dignity in all dealings.
  7. Access & Inclusion: Facilities, services, communications should be accessible to persons with disabilities; inclusive in design of policies and practice; aware of intersectional identities.
  8. Transparency & Accountability: Open reporting, fair procedures for complaints, oversight, remedial action, periodic reviews.
  9. Freedom of Association and Collective Bargaining: Respect the rights of employees to form, join, or not join trade unions and to bargain collectively, in accordance with local laws.
  10. Environmental Responsibility: Environmental stewardship is a human rights issue, Riverside Natural Foods Ltd. minimizes environmental impact by reducing waste, conserving energy, and adhering to relevant, Canadian laws, U.S EPA regulations, and global environmental standards (see RNF Environmental Policy).

6.0 Specific Commitments

Here are specific commitments from Riverside Natural Foods Ltd.:

Recruitment & Employment

  • Ensure job postings and hiring procedures are accessible and free from bias; provide for accommodations during interview process (e.g. for persons with disabilities).
  • Provide training to all staff (managers, supervisors, employees) on human rights, diversity, inclusion, anti-harassment, anti-discrimination.
  • Implement fair performance evaluation, promotion, layoff/termination practices that do not disadvantage protected groups.

Health & Safety (H&S)

  • Ensure workplaces (plants, warehouses etc.) follow or exceed applicable occupational H&S laws.
  • Provide necessary protective equipment, safe machinery, training; monitor for potential hazards.
  • Implement or maintain procedures for reporting unsafe conditions without fear of reprisal.

Accommodation

  • Make reasonable accommodations for employees' religious observances, disability, family obligations, medical needs.
  • Ensure facilities (washrooms, workstations, break rooms etc.) are accessible.

Supply Chain / Vendors

  • Include human rights clauses in supplier contracts requiring compliance with relevant labour standards, safe working conditions, non-discriminatory practices, no child or forced labour (See RNF Partnership Code of Conduct).
  • Conduct periodic audits / assessments of supplier practices; work with suppliers to remedy issues where found.

Customer / Community Relations

  • Ensure customer service is delivered without discrimination; make accessible formats available (packaging, labels, communications).
  • Engage with local communities affected by operations; respect Indigenous rights where operations intersect traditional lands; ensure community concerns (environment, employment, health) are addressed. We support the principle of Free, Prior, and Informed Consent (FPIC) (U.S)

Whistleblower / Complaint Mechanisms

  • Provide clear, accessible, confidential channels for reporting human rights concerns (employees, vendors, customers).
  • Protect those who report from retaliation.
  • Investigate all reports in a timely and fair manner; provide remedies if violations are found.

7.0 Responsibilities & Governance

  • Executive Leadership: Endorse policy; provide resources; ensure human rights are embedded in governance; review policy at intervals; receive reports on compliance and incidents.
  • People & Values / DEI / Health & Safety Teams: Implement policy in hiring, accommodations, training; monitor workplace conditions; lead investigations; collect relevant data; ensure workplace is inclusive and safe.
  • Responsible Sourcing / Impact Teams / Supply Chain Management: Include human rights criteria in vendor selection and contracting; monitor supplier compliance; conduct audits; remediate when needed.
  • Supervisors / Managers: Enforce policy at the front line; ensure staff know their rights and obligations; respond to complaints; identify and remove barriers; foster respectful culture.
  • All Employees / Contractors / Vendors: Comply with policy; treat others with respect; report observed or suspected violations; participate in required training.

8.0 Monitoring, Reporting & Remedies

Monitoring & Metrics

  • Track incidents/complaints of discrimination, harassment, rights violations; record how they are resolved.
  • Monitor health & safety data (injuries, near misses etc.).
  • Undertake supplier audits and risk assessments.

Reporting and Grievance Mechanism

  • Provide multiple channels for confidentially reporting human rights concerns, including suggestion boxes, People & Values representatives, open door reporting through managers, supervisors, directors, RLT/SLT.
  • Regular internal reporting (quarterly or semi-annual) to leadership about compliance, incidents, status of remedial actions.
  • Transparent disclosure of overall performance, not individual-level private data.

Remedy & Redress

  • When a violation is found, take immediate corrective action: may include apologies, compensation, disciplinary measures, changes to policy or practice.
  • Ensure victims of human rights harms are offered support (medical, psychological, etc.), and provided means to access justice or remedy.
  • Review systems/procedures after incidents to prevent recurrence.

9.0 Training & Capacity Building

  • All employees, supervisors, and managers will receive training upon onboarding, with regular refreshers, covering human rights fundamentals, recognizing discrimination / harassment, accommodation process, reporting channels.
  • Specific training for Responsible Sourcing & Impact Teams on human rights risks in suppliers (labour rights, child labour, working conditions, etc.).
  • Health & Safety training tailored to facility, machinery, food safety / hygiene etc.

10.0 Review & Continuous Improvement

  • Review this policy at least every two (2) years or more frequently if changes in law, operations, or after significant incidents.
  • Update trainings, procedures, contracts accordingly.

11.0 Enforcement & Consequences

  • Non-compliance with this policy may lead to disciplinary action up to and including termination of employment or contract.
  • Contractual remedies against suppliers or vendors who breach human rights clauses, including potential termination of supplier relationships.
  • Cooperation with legal and regulatory enforcement bodies (e.g. Ontario Human Rights Commission, Canadian Human Rights Commission, labour tribunals, Occupational Health & Safety bodies, U.S. Fair Labour Standards Act).

Conclusion

At Riverside Natural Foods Ltd., respecting human rights is integral to our business success, reputation, employee morale, customer trust, and license to operate. We commit to embedding this policy in everything we do — our workplace culture, supply chain, operations, policies, environmental stewardship, and community relations.