itsGLO Cleaning Inc. — Employee Hiring & Onboarding Package (v6)

itsGLO CLEANING INC.

Employee Hiring &
Onboarding Package

Confidential

55 Gerrard St W, Toronto, ON M5G 0B9
admin@itsglocleaning.ca · info@itsglocleaning.ca
Governed by the laws of Ontario, Canada

Please read this entire package carefully before signing. By signing the Master Acknowledgment at the end, you agree to be legally bound by all terms herein. You are encouraged to seek independent legal advice before signing.

Where to sign — at a glance

This package contains several places where your signature, initials, or a checkbox is required. Use this map so nothing is missed.

Sign / complete at hire

Section 1 — Employee Information — complete all personal details and emergency contacts; sign at the end of the section.
Onboarding Checklist — confirm submission of each required document and pre-start requirement.
Part A — Compensation (section A.4) — confirm the hourly rate and select your Daily Availability Commitment.
Part F — Policy Acknowledgments — tick each policy acknowledgment, the mandatory Image and Marketing Licence, and the optional ESA s.17 Excess Hours agreement.
Master Acknowledgment — execute last, after reviewing Parts A through F in their entirety.

Electronic signatures are valid. Under the Electronic Commerce Act, 2000 (Ontario), an electronic signature applied via the Company's designated signing platform has the same legal force as a handwritten signature.

Section 1 — Employee Information

Please complete all fields accurately. This information is collected for employment and payroll purposes pursuant to the Ontario Employment Standards Act, 2000 and applicable privacy legislation.

Personal Details

First Name

Last Name

Date of Birth

Phone Number

Email Address

Address

Street Address

Apt / Suite

City

Province

Postal Code

Workplace Authorization

SIN Number

Work Authorization

Provide a copy of your SIN card or CRA confirmation letter to management.

Canadian Citizen / PR Working Holiday Visa Work Permit Other

If applicable, provide a copy of your Work Permit or visa documentation.

Allergies or Accommodations Required

None Yes — please describe

Emergency Contacts

Emergency Contact 1

Full Name
Relationship
Phone

Emergency Contact 2 (optional)

Full Name
Relationship
Phone

By signing below, I confirm that all information in this section is accurate and complete to the best of my knowledge.

Employee Signature

Date

Part A — Statement of Terms of Employment

This Employment Agreement (the "Agreement") is entered into between itsGLO Cleaning Inc., 55 Gerrard St W, Toronto, ON M5G 0B9 (the "Company") and the Employee identified in Section 1 of this document (the "Employee"). This Agreement is governed by the minimum standards of the Employment Standards Act, 2000 (Ontario) (the "ESA") and all other applicable legislation. Where any provision of this Agreement provides an entitlement below the ESA minimum standard, the ESA minimum shall prevail.

MATERIAL OBLIGATIONS — REVIEW CAREFULLY. The provisions summarized below constitute essential terms of this Agreement, set out in full in the sections referenced. The Employee is encouraged to seek independent legal advice prior to execution.

Daily Availability Commitment (A.2.1): The Employee shall select one (1) or two (2) cleanings per day as a binding daily availability commitment. Such selection constitutes a standing obligation to be available on every working day. Modification requires a written amendment executed by both parties.
Service Area (A.2.2): The Employee shall attend assigned bookings anywhere within the Company's Greater Toronto Area service area. The Company provides no guarantee as to the geographic distribution of bookings on any given day.
Employee-Provided Equipment (B.8): The Employee shall provide, transport to each booking, and maintain all cleaning equipment required for the performance of assigned duties, at the Employee's sole cost and expense.
Prohibition on Personal Engagement with Clients (B.6.1): The Employee shall not develop or maintain any personal relationship with any Company client through any medium, at any time. Any direct contact initiated by a client must be reported to the Company forthwith.
Non-Solicitation of Clients and Personnel (Part C): The Employee shall not solicit, serve, or recruit Company clients, employees, or contractors during the term of employment or for twelve (12) months following any separation. Breach attracts liquidated damages of $5,000.00 CAD per Client and $5,000.00 CAD per individual (section C.5).
Return of Company Property (A.11.4): Upon any separation from employment, all Company property must be returned within forty-eight (48) hours in good condition, fair wear and tear excepted. Non-compliance triggers a liquidated-damages obligation of $400.00 CAD.

A.1 Position and Duties

The Company employs the Employee in the position of Cleaning Specialist. The Employee agrees to faithfully, diligently, and professionally perform all duties associated with this position and any additional duties the Company may reasonably assign from time to time, provided such changes do not constitute a substantial alteration to the core nature of the role.

Primary responsibilities include, but are not limited to:

Performing residential, commercial, and short-term rental cleaning services at client sites as scheduled
Completing all tasks specified in the job-specific checklist for each assignment
Representing itsGLO Cleaning Inc. professionally in all client and public interactions
Complying with all operational, health and safety, and conduct standards set out in this Agreement
Reporting any hazards, damages, or concerns to management promptly

A.2 Employment Classification and Variable Hours

The Employee is employed on a variable-hours basis. The parties acknowledge that the nature of field-based residential cleaning work means that the Employee's daily working hours will vary depending on the number and duration of bookings assigned on any given day. The Employee will be compensated for all hours actually worked, in accordance with the ESA.

The Company does not guarantee a fixed number of hours in any given day or work week beyond the ESA minimum entitlements applicable to the Employee's agreed Availability Window set out in section A.2.1 below. This arrangement does not constitute independent contractor status — the Employee is an employee for all purposes, including under the ESA, the Income Tax Act (Canada), the Canada Pension Plan, and the Employment Insurance Act.

A.2.1 Daily Availability — One or Two Cleanings Per Day

BINDING COMMITMENT. The daily availability selection set out below constitutes a binding obligation on the Employee to be available for the selected number of cleanings on every working day during the term of employment. Any modification to such selection requires a written amendment duly executed by both parties; unilateral variation shall be of no effect.

Upon commencement of employment, the Employee selects one of the following daily availability commitments. This represents a binding commitment to the Company regarding the number of cleanings the Employee is available to accept and complete each working day:

One (1) cleaning per day
I will be available for, and will accept, up to one cleaning booking per working day, scheduled within my declared availability window. Two (2) cleanings per day
I will be available for, and will accept, up to two cleaning bookings per working day, scheduled within my declared availability window.

When you set availability, you are available. By selecting a daily commitment above, the Employee agrees that during their declared availability window they are actually available to accept assigned bookings up to the selected daily limit. Routinely declining bookings within the declared availability window without documented illness or emergency is a breach of this Agreement and may be addressed through the progressive discipline process.

Changes require a written, signed amendment. The Employee's selected daily commitment may be changed only by a written amendment to this Agreement signed by both the Employee and an authorized representative of the Company. Verbal requests, text messages, or unilateral changes will not be recognized.

Selection of a daily commitment does not guarantee any minimum number of bookings or compensable hours. Overtime entitlements under the ESA apply based on total hours actually worked in a work week.

A.2.2 Service Area — Greater Toronto Area

Geographic Assignment. The Employee shall attend assigned bookings at any location within the Company's service area. The Company does not guarantee that bookings will fall within any particular neighbourhood or geographic sub-area on any given day, and the Employee accepts assignment throughout the service area as a condition of employment.

The Company's service area covers the Greater Toronto Area (GTA), including (without limitation): the City of Toronto, North York, Etobicoke, Scarborough, East York, York, Richmond Hill, Markham, Vaughan, and Mississauga.

Bookings are assigned based on operational requirements — including client location, the Employee's selected availability window, traffic conditions, and the booking schedule of other team members. The Company does not guarantee that bookings will fall within any particular sub-area of the GTA on any given day. The Employee accepts that they will be assigned to bookings throughout the service area and is responsible for travelling to each assigned booking on time and prepared to begin work.

A.3 Probationary Period

The first three (3) months of employment shall constitute a probationary period pursuant to the ESA. During this period, the Company may terminate the employment relationship without providing notice or pay in lieu of notice. Completion of the probationary period does not guarantee continued employment or any specific volume of bookings.

Following the initial probationary period, the Company will conduct a formal performance evaluation at the three-month and six-month marks. These evaluations assess the Employee's reliability, quality of work, professional conduct, and overall suitability for continued employment with the Company.

A.4 Compensation

Hourly Rate	$20.00 CAD per hour
Pay Schedule	Bi-weekly (every two weeks), by direct deposit
Vacation Pay	4% of gross earnings per pay period (6% after 5 continuous years)
Overtime Rate	1.5× regular hourly rate for all hours worked over 44 in a work week

The hourly rate shall at all times be no less than the applicable minimum wage under the ESA. The Employee is responsible for ensuring their direct deposit banking information on file with the Company is accurate and current.

A.4.1 Overtime

Overtime is payable at one and one-half (1.5) times the Employee's regular hourly rate for all hours worked in excess of forty-four (44) hours in a work week, as defined by the ESA. For the purposes of this Agreement, a work week begins on Monday at 12:00 a.m. and ends on Sunday at 11:59 p.m. Overtime requires advance authorization from management. If overtime is worked without prior authorization, the Employee will nonetheless be compensated for all such hours but may be subject to disciplinary action.

A.4.2 Vacation Pay

Vacation pay is disbursed with each bi-weekly pay period and is included in the Employee's regular pay, pursuant to section 41(1)(b) of the ESA. Vacation pay accrues at four percent (4%) of gross earnings for the first five (5) years of continuous employment and at six percent (6%) thereafter. Because vacation pay is paid out each pay period, the Employee does not accumulate a separate vacation pay balance. The Employee acknowledges and expressly consents to this method of vacation pay disbursement. Upon request, the Company will provide a written record of vacation pay disbursed in any pay period.

A.4.3 Pay Statements

In accordance with the ESA, the Company will provide the Employee with a written wage statement with every pay period. Each statement will set out the pay period start and end dates, total hours worked, regular and overtime hours, hourly rate, gross wages, vacation pay disbursed, all deductions and their purpose, and net wages paid.

A.4.4 Expense Reimbursement

The Company will reimburse the Employee for reasonable work-related expenses (such as approved cleaning supplies) upon submission of original receipts and a written pre-approval from management. Approval must be obtained before the expense is incurred. Receipts must be submitted within fourteen (14) days of purchase. Expenses incurred without prior written authorization will not be reimbursed.

A.5 Hours of Work, Scheduling, and Attendance

The Employee's hours will vary from week to week based on the Company's operational requirements and available bookings. The Company will communicate the Employee's schedule through its designated platform. A booking accepted by the Employee constitutes a binding work commitment. The following attendance obligations apply as a condition of employment:

The Employee must arrive at each assigned job site at the scheduled start time, prepared to begin work.
If unable to attend a confirmed booking due to illness or emergency, the Employee must notify management before the booking's scheduled start time. Notification after the fact will be treated as a No Call / No Show.
A No Call / No Show occurs when the Employee fails to attend a booking and fails to notify management within four (4) hours of the scheduled start time.
First No Call / No Show: formal written warning. Second occurrence within any rolling twelve (12)-month period: grounds for termination for just cause.
Same-day cancellations of accepted bookings for reasons other than documented illness or emergency are a policy violation addressed under the progressive discipline process in Part B.

Employees working five (5) or more consecutive hours are entitled to a thirty (30)-minute unpaid meal break, in accordance with the ESA. No work duties may be performed during this period.

A.5.1 Requests for Time Off

All requests for time off must be submitted in writing through the Company's designated scheduling platform a minimum of fourteen (14) calendar days before the requested date. Verbal requests are not accepted and will not be recognized. All requests are subject to approval based on operational requirements and are not guaranteed. A pattern of short-notice or last-minute requests may be addressed through the progressive discipline process, even where individual requests are approved.

A.6 Vacation Leave

After twelve (12) months of continuous employment, the Employee may request unpaid time off in accordance with the ESA. As vacation pay is disbursed with each pay period per section A.4.2, any approved leave will be taken without additional vacation pay for that period. All vacation requests must comply with the procedure in section A.5.1.

A.7 Sick Leave

Employees who have been continuously employed for at least two (2) consecutive weeks are entitled to up to three (3) days of unpaid, job-protected sick leave per calendar year for personal illness, injury, or medical emergency, in accordance with the ESA. The Employee must notify management before their scheduled start time when taking sick leave. The Company may, where permitted by the ESA, require documentation from a qualified health practitioner for absences of three (3) or more consecutive days.

A.8 Statutory Holidays

The Company observes the following statutory holidays under the ESA: New Year's Day, Family Day, Good Friday, Victoria Day, Canada Day, Labour Day, Thanksgiving Day, Christmas Day, and Boxing Day. Employees who meet the qualifying criteria under the ESA will receive statutory holiday pay calculated as their regular wages divided by the number of days worked in the preceding four work weeks. Where an Employee works on a public holiday, they will receive either premium pay (1.5× regular rate) plus regular holiday pay, or a substitute day off with regular holiday pay, as determined in accordance with the ESA.

A.9 Travel to Job Sites

Travel between the Employee's place of residence and their first job site of the day, and travel from their last job site to their residence, constitutes ordinary commuting time and is not compensable under this Agreement. Where the Employee travels directly between two or more client sites during the same work day, the time spent travelling between sites will be treated as time worked and compensated at the Employee's regular hourly rate.

A.10 Background Checks and Eligibility to Work

As a condition of employment and in view of the Employee's access to client premises and personal spaces, the Employee consents to a criminal background check prior to commencing work with clients. The Employee agrees to cooperate with all background check requirements and provide any required authorizations. The Company reserves the right to withdraw an offer of employment or terminate employment where background check results are unsatisfactory, subject to applicable human rights legislation.

The Employee must notify the Company immediately if charged with or convicted of any criminal offence during the term of employment. The Employee represents and warrants that they are legally entitled to work in Canada and agrees to maintain all required immigration authorizations throughout the term of employment.

A.11 Termination of Employment

A.11.1 Termination Without Cause

The Company may terminate the Employee's employment without cause at any time by providing the Employee with written notice, or pay in lieu of such notice, or a combination thereof, in accordance with the minimum requirements of the ESA. The Employee's minimum entitlement to notice or pay in lieu upon termination without cause is as follows:

Length of Employment	ESA Minimum Notice or Pay in Lieu
Less than 3 months	None (probationary period)
3 months to less than 1 year	1 week
1 year to less than 3 years	2 weeks
3 years to less than 4 years	3 weeks
4 years to less than 5 years	4 weeks
5 years to less than 6 years	5 weeks
6 years to less than 7 years	6 weeks
7 years to less than 8 years	7 weeks
8 or more years	8 weeks

The Employee's entitlement upon termination without cause is expressly limited to the ESA minimum entitlements set out in the table above, plus any severance pay that may be owing under section 64 of the ESA where applicable. The Employee waives any right to notice, pay in lieu, or any compensation in excess of these ESA minimums, including any entitlement to common law reasonable notice, to the extent permitted by applicable law. If any portion of this clause is found to be unenforceable, the Employee's entitlement shall be no less than the applicable ESA minimums.

Note to Employee: This clause limits your termination entitlements to the statutory minimum. You are encouraged to seek independent legal advice regarding this provision before signing.

A.11.2 Termination for Just Cause

The Company may terminate the Employee's employment immediately, without notice or pay in lieu of notice, where the Employee has engaged in wilful misconduct, disobedience, or wilful neglect of duty that is not trivial and has not been condoned by the Company, within the meaning of the Employment Standards Act, 2000 (Ontario). This clause is intended to reflect and not exceed the ESA standard for termination without notice.

Without limiting the generality of the foregoing, the following conduct may, depending on the facts and circumstances, constitute grounds for termination for just cause:

Theft, fraud, or deliberate dishonesty in connection with the Employee's duties or the Company's clients
Deliberate solicitation of, or performance of private services for, Company clients in breach of Part C of this Agreement
Performing cleaning or related services for Company clients outside of the Company platform (side work)
Serious or repeated harassment, violence, or discrimination in the workplace or at any client site
Wilful disregard of occupational health and safety requirements that creates a material risk of harm
Wilful abandonment of an accepted booking or repeated unexplained absences following formal written warning
Deliberate breach of the confidentiality obligations in Part C of this Agreement
Intentional falsification of time records, availability status, or job completion records

Whether specific conduct constitutes just cause will be assessed on its particular facts in accordance with applicable Ontario law. Nothing in this section is intended to establish a lower threshold for termination without notice than that required by the ESA.

A.11.3 Resignation — Three Weeks' Written Notice

If the Employee wishes to resign, they must provide a minimum of three (3) weeks' written notice to the Company, delivered in person or by email to admin@itsglocleaning.ca, specifying the Employee's intended last day of work. During the notice period, the Employee is expected to continue performing all assigned duties at the standard required by this Agreement.

The Company may, at its sole discretion, waive all or part of the notice period. Where the Company waives the notice period without providing pay in lieu, the Employee shall have no entitlement to wages for the waived portion. Failure to provide the required notice constitutes a breach of this Agreement, and the Company reserves the right to seek recovery of documented losses caused by insufficient notice, subject to applicable law.

A.11.4 Return of Company Property

Upon any separation from employment, regardless of the reason, the Employee must return all Company property in their possession or control. Company property includes, without limitation:

Company uniform(s), laundered and in good condition
Client keys, key fobs, access cards, alarm codes, and entry codes
Any tools, equipment, devices, or supplies issued by the Company (including, where applicable, vacuum cleaners, mops, caddies, branded cleaning kits, mobile devices, chargers, and identification badges)
All physical and digital records, notes, photographs, or materials containing Company or client Confidential Information

All items must be returned in person to itsGLO Cleaning Inc., 55 Gerrard St W, Toronto, ON M5G 0B9, within forty-eight (48) hours of the Employee's last working day. Return by mail is not permitted unless the Company provides express written authorization in advance.

Condition standard. Returned property must be in good working condition, fair wear and tear excepted. "Fair wear and tear" means deterioration that results from the ordinary, intended use of the property over the period the Employee held it. It does not include: loss, theft, items not returned within the 48-hour window, items returned in unsanitary condition, or damage caused by misuse, negligence, or wilful conduct.

Liquidated damages — $400. The parties acknowledge that the cost of sourcing, branding, sanitizing, and re-issuing Company-provided equipment and uniforms is difficult to quantify precisely on a per-item basis, and that administrative cost is incurred whether one item or several are unreturned or damaged. The parties therefore agree that Four Hundred Dollars ($400.00 CAD) is a fair and genuine pre-estimate of the Company's loss where the Employee:

Fails to return any Company-issued equipment or uniform within the 48-hour window, or
Returns any Company-issued equipment or uniform in a condition worse than good working condition, fair wear and tear excepted.

This $400 amount is payable as a single lump sum per separation event (not per item), is not a penalty, and is in addition to any other remedy available to the Company at law or in equity, including the right to claim the full replacement value of any item where that value materially exceeds $400.

Method of payment. The Employee may elect to satisfy this $400 obligation by signing a written deduction authorization at the time of separation, which the Company will provide. If the Employee signs that authorization, the Company may deduct the amount from the Employee's final pay to the extent permitted by section 13 of the Employment Standards Act, 2000. If the Employee does not sign that authorization, the $400 remains owing as a debt that the Company may pursue through ordinary legal channels. The Company will not deduct this amount from the Employee's final pay without the Employee's specific written authorization at the time of separation. Statutory entitlements (earned wages, vacation pay, termination pay, and any severance pay owing under ESA s.64) will be paid in full in accordance with the ESA regardless of any unpaid equipment debt.

Disputes. If the Employee disputes whether returned property fell below the condition standard, they may submit a written dispute within fourteen (14) days of separation. The Company will respond in writing within fourteen (14) days, and where reasonable, will provide photographs of the disputed items. Nothing in this clause limits the Employee's right to file a complaint with the Ontario Ministry of Labour.

Reminder: ALL Company property must be returned to 55 Gerrard St W, Toronto, ON within 48 hours of the Employee's last day of work, regardless of the reason for separation. Failure to return equipment, or return in damaged condition, triggers a $400 liquidated-damages obligation under section A.11.4.

A.11.5 Final Pay

Upon any separation from employment, the Employee will receive all earned wages, vacation pay disbursed in accordance with section A.4.2, any termination pay or severance pay owing under the ESA, and all other amounts owed under the ESA, within the timeframe required by the ESA.

A.12 Electronic Execution

This Agreement may be executed electronically, including via the Company's designated onboarding platform. An electronic signature shall have the same legal force and effect as an original handwritten signature pursuant to the Electronic Commerce Act, 2000 (Ontario). Each party confirms having had a reasonable opportunity to review the full document prior to executing it electronically.

A.13 Severability

If any provision of this Agreement, or any part thereof, is found by a court of competent jurisdiction to be invalid, illegal, or unenforceable, that provision shall be severed to the minimum extent necessary, and the remaining provisions shall continue in full force and effect. The parties agree that any severed provision should be read down to the minimum extent required to make it enforceable, preserving the parties' original intent as closely as possible.

A.14 Entire Agreement and Amendments

This Agreement, together with the policies and standards referenced herein, constitutes the entire agreement between the parties with respect to the Employee's employment and supersedes all prior oral or written representations, negotiations, and agreements on the same subject matter. This Agreement may only be amended by a written document signed by both parties. The Company reserves the right to update its workplace policies and operational procedures from time to time and will provide the Employee with reasonable notice of any material changes. The Employee agrees to comply with updated policies upon receiving such notice.

A.15 Governing Law and Jurisdiction

This Agreement is governed by and shall be construed in accordance with the laws of the Province of Ontario and the laws of Canada applicable therein. Any legal proceedings arising from or relating to this Agreement shall be instituted in the courts of the Province of Ontario, to whose exclusive jurisdiction the parties hereby irrevocably attorn.

Part B — Operational Standards & Conduct

The following standards are an integral part of this Agreement and apply during all working hours, at all client sites, and in all communications connected to the Employee's employment. Non-compliance may result in progressive discipline, up to and including termination for just cause.

B.1 Uniform and Professional Appearance

The Employee must wear the Company-issued uniform (branded top and apron) at all times while on duty or at a client site.
Uniforms must be clean, neat, and in good repair at the start of every shift.
Footwear: Closed-toe, slip-resistant shoes are mandatory at all client sites. Open-toe shoes, sandals, flip-flops, or any footwear that exposes the toes are strictly prohibited. An Employee arriving at a job site in non-compliant footwear may be sent home without pay; the absence will be treated as a No Call / No Show for disciplinary purposes.
All personal equipment and supplies brought to Company assignments must be clean, functional, and in professional condition.
Uniforms remain the property of itsGLO Cleaning Inc. and must be returned per section A.11.4 upon any separation from employment.

B.2 Professional Conduct and No-Gossip Policy

itsGLO Cleaning Inc. requires a professional, respectful, and collegial work environment. The following conduct is prohibited and may result in disciplinary action up to and including termination for just cause:

Gossiping about, disparaging, or sharing personal information regarding colleagues, management, or clients — in person, by text, through social media, or by any other means.
Making negative or critical remarks about itsGLO Cleaning Inc., its management, pricing, policies, or operations to clients, prospective clients, or the public.
Discussing another Employee's compensation, performance, disciplinary history, or personal circumstances with any other team member.
Creating or spreading rumours, whether in the workplace or online.
Posting complaints, negative reviews, or disparaging content about the Company, its staff, or its clients on any social media platform, review site, or messaging application.

Employees are encouraged to raise workplace concerns directly with management through appropriate internal channels. Internal disagreements must be handled professionally and privately — not vented to clients, the public, or on social media.

This policy applies at all times — at client sites, during travel, in written and electronic communications, and on social media.

B.3 Job Site Procedures

The Employee must follow this procedure at every assigned job site, without exception:

Upon arrival, confirm that the scope of the job (size, number of rooms and bathrooms) matches the booking details. Any discrepancy must be reported to management immediately, before work begins.
Assess the condition of the property. If it is materially dirtier or larger than represented, notify management before proceeding.
Conduct a pre-cleaning walk-through and photograph all pre-existing damage — particularly in kitchens, bathrooms, and high-traffic areas — before any cleaning begins.
Review and complete all tasks on the job-specific checklist provided through the Company's booking platform for each assignment.
Notify management approximately one (1) hour before the expected completion time of the job, especially when the client is not present on-site.
Conduct a final walk-through before leaving, reviewing all areas from the client's perspective to identify any missed tasks.
Photograph all completed areas before departing and submit photos through the Company's designated platform on the same day.
If the Employee holds client keys and the client will not return before the Employee departs: ensure all lights and appliances (including the stove and oven) are off, all entry points are secured, and any alarm system is engaged before leaving.

B.4 Mandatory Photo Documentation

Photo documentation is a non-negotiable requirement of this role. Failure to comply with this section may result in disciplinary action and may limit the Company's ability to assess responsibility for damages. Any liability of the Employee for damages shall be determined in accordance with applicable law, and nothing in this Agreement authorizes deductions from wages except as permitted by the Employment Standards Act, 2000. The Employee must:

Photograph all pre-existing damage at every job site upon arrival, before any work begins.
Photograph all completed cleaning areas before departing every assignment.
Submit all photos through the Company's designated platform on the same day as the assignment.
Never post, share, or forward photographs of client properties, belongings, or work performed on personal social media, messaging applications, or to any unauthorized third party.

B.5 Communication Standards

Respond to Company messages and calls within two (2) hours during scheduled working hours.
All client-facing communications must be professional, courteous, and limited to matters directly related to the assigned work.
The Employee must not provide clients with their personal contact information. If a client requests contact information, the Employee must direct the client to contact the Company directly.
Where a client requests additional services not on the assigned checklist that would require more than ten (10) minutes to complete, the Employee must direct the client to contact the Company directly.
All communication with clients must remain within Company-approved channels. The Employee shall not establish or maintain independent communication channels with clients for the purpose of providing services outside the Company.

B.6 Conduct at Client Properties

Treat all clients with respect, dignity, and professionalism at all times.
Do not consume the client's food, beverages, or personal items.
Do not use the client's personal devices, appliances (for personal purposes), or belongings.
Do not bring any unauthorized individual, including family members or friends, to a client's property.
Do not move furniture or any item weighing more than thirty (30) lbs without explicit written instruction from the Company.
Any damage, suspected damage, or unusual condition must be reported to management immediately — before the Employee leaves the job site — and documented with photographs.

B.6.1 No Personal Engagement With Clients

The relationship with every client is strictly professional and limited to the work assigned by the Company. The Employee must not develop or maintain any personal relationship with any Company client, in any form, at any time.

The Employee shall not, directly or indirectly:

Form or maintain any personal friendship with a Company client, whether in person, by phone, by text message, by email, by social media, by messaging app, or by any other means;
Exchange personal contact information (phone number, personal email, social media handles) with a Company client;
Add, follow, or accept follow requests from a Company client on any personal social media account or messaging platform;
Meet with, visit, or socialize with a Company client outside of scheduled bookings;
Discuss any personal matters with a Company client beyond brief professional courtesy.

If a client contacts the Employee directly — by text, call, email, social media, or in person — outside of the Company's platform or in a way that goes beyond the immediate work being performed, the Employee must:

Politely decline to engage on a personal basis;
Direct the client to contact the Company at info@itsglocleaning.ca for any service-related matter;
Notify the Company immediately by email to admin@itsglocleaning.ca, attaching or describing the client's message and the Employee's response.

This section protects both the client and the Employee, and protects the Company's relationship with the client. Any breach of this section is a serious matter and, depending on the circumstances, may constitute grounds for termination for just cause and may also breach the non-solicitation obligations in Part C (which carry separate financial penalties).

B.7 Prohibition on Direct Payment Collection

All client payments must flow exclusively through the Company. The Employee must not, under any circumstances:

Accept payment of any kind directly from clients — including cash, electronic transfer, cheque, gift cards, or any other form.
Issue quotes, pricing, or estimates to clients on behalf of the Company.
Negotiate the scope, pricing, or frequency of any service directly with a client.

Any violation of this section constitutes a serious breach of this Agreement and may constitute grounds for termination for just cause.

B.8 Employee-Provided Cleaning Equipment

Employee-Provided Equipment. The Employee shall provide, transport, and maintain, at the Employee's sole cost and expense, all cleaning equipment necessary for the performance of assigned bookings.

The Employee will:

Provide their own cleaning equipment appropriate to the bookings they accept (for example: vacuum, mop, bucket, microfibre cloths, sprayer, caddy, and standard cleaning solutions). The Company may from time to time specify minimum equipment standards (for example, a HEPA-rated vacuum) by written notice.
Commute with their cleaning equipment to and from each assigned booking. Travel between the Employee's residence and the first/last job site of the day, with their equipment, constitutes ordinary commuting time and is treated as set out in section A.9.
Maintain their cleaning equipment in clean, sanitary, and good working condition. The method, frequency, and manner of maintenance are at the Employee's discretion, but the equipment must be presentable and functional at the start of every shift. Cracked, broken, dirty, or non-functional equipment is not acceptable at a client site.
Replace any equipment that becomes worn, damaged, or no longer meets minimum standards, at the Employee's own cost.

The Company-issued items listed in section B.1 (branded uniform, apron, identification badge) and any client keys, fobs, codes, or supplies issued for a specific booking remain the property of the Company and are governed by section A.11.4 (Return of Company Property).

If the Employee arrives at a booking without functional cleaning equipment, the Employee may be sent home without pay; the absence will be treated as a No Call / No Show under section A.5 for disciplinary purposes.

Part C — Confidentiality, Non-Solicitation & Conflict of Interest

The obligations in this Part C are fundamental conditions of this Agreement and survive its termination. These restrictions are limited in scope and are not intended to operate as a non-compete. The Employee is encouraged to seek independent legal advice regarding these provisions.

C.1 Confidentiality

In the course of employment, the Employee will have access to confidential and proprietary information belonging to the Company and its clients ("Confidential Information"), including but not limited to:

Client names, contact details, addresses, entry codes, keys, and access instructions
Client service schedules, preferences, and billing information
Pricing, service rates, discount structures, and promotional terms
Business systems, processes, training materials, and operational procedures
Information regarding the Company's employees and contractors
Any other information the Employee knows or ought reasonably to know is confidential

The Employee agrees to:

Hold all Confidential Information in strict confidence during and after the term of employment.
Use Confidential Information only for the purpose of performing assigned duties.
Not disclose any Confidential Information to any third party without prior written authorization from the Company.
Report any known or suspected breach of confidentiality to management immediately.
Return or permanently destroy all Confidential Information in any form upon separation from employment.

This confidentiality obligation survives the termination or expiry of this Agreement indefinitely.

C.1.1 Ownership of Clients and Business Relationships

All clients, prospective clients, leads, and business opportunities obtained, serviced, or introduced through the Company are and shall remain the exclusive property of the Company.

The Employee acknowledges that all such relationships are developed through the Company's branding, marketing, systems, and goodwill, and do not belong to the Employee.

The Employee shall have no ownership interest in any client relationship and shall not assert any claim to such relationships during or after the term of employment.

C.1.2 Ownership of Company Materials and Systems

All training materials, checklists, procedures, systems, documentation, and operational methods developed or provided by the Company are and shall remain the exclusive property of the Company.

The Employee shall not copy, reproduce, distribute, or use such materials for any purpose other than performing their duties for the Company, either during or after employment.

C.2 Non-Solicitation of Clients

During the term of employment and for a period of twelve (12) months following the termination of employment for any reason (the "Restricted Period"), the Employee shall not, directly or indirectly, alone or in association with any other person or entity:

Solicit, contact, accept, perform, or arrange to perform any cleaning or related services for any Client of the Company;
Encourage, induce, or assist any Client to reduce, discontinue, or divert their business away from the Company.

"Client" means any person or entity for whom the Company provided services at any time during the Employee's employment, or with whom the Company had an active business relationship at the time of the Employee's departure.

This restriction applies regardless of who initiates contact. The Employee acknowledges that this restriction is reasonable in scope and duration, is necessary to protect the Company's legitimate business interests, and constitutes a fundamental condition of this Agreement.

C.3 Non-Circumvention and Prohibition on Side Work

During employment and throughout the Restricted Period, the Employee shall not:

Accept, perform, or arrange to perform any private or off-platform cleaning or related services for any person or entity connected to the Company's Clients or leads, regardless of who initiates the contact;
Redirect, encourage, or assist any Client or potential client to bypass the Company and engage the Employee or any associate directly;
Use any relationship, knowledge, access, or information obtained through employment with the Company to solicit or serve any Client of the Company in competition with the Company.

The Employee shall not, directly or indirectly, influence, encourage, or advise any client of the Company to:

Cancel, reduce, or modify services with the Company;
Book services outside of the Company;
Change their service arrangements in a manner that circumvents the Company.

This restriction applies regardless of whether the Employee benefits directly or indirectly from such actions.

The Employee acknowledges that misrepresenting availability — including calling in sick, cancelling accepted bookings, or feigning unavailability — for the purpose of performing side work for Company Clients, constitutes wilful misconduct and just cause for immediate termination.

These restrictions apply specifically to the Company's Clients and leads and do not prohibit the Employee from working in the cleaning industry generally after separation from employment. These clauses are not a non-competition agreement and are not intended to operate as one.

C.4 Non-Solicitation of Employees and Contractors

During employment and for twelve (12) months following separation, the Employee shall not, directly or indirectly, solicit, induce, or encourage any employee or independent contractor of the Company to terminate or reduce their relationship with the Company, or to perform services that compete with the Company.

C.5 Liquidated Damages — Financial Penalties

FINANCIAL PENALTIES — READ CAREFULLY. Breach of the non-solicitation obligations in this Part triggers significant financial penalties, payable on written demand and in addition to any other remedy available to the Company.

The parties acknowledge that a breach of section C.2, C.3, or C.4 would cause the Company harm that is inherently difficult to quantify at the time of entering into this Agreement, including loss of long-term client revenue, marketing investment, training investment, and team stability. Accordingly, the parties agree that the following amounts are genuine pre-estimates of the Company's loss for each such breach and are payable by the Employee on written demand:

Breach	Liquidated Damages
Breach of section C.2 or C.3 — soliciting or serving a Company Client	$5,000.00 CAD per Client solicited or served
Breach of section C.4 — soliciting a Company employee or contractor	$5,000.00 CAD per individual solicited
Failure to return Company property in good condition within the 48-hour window (section A.11.4)	$400.00 CAD per separation event, plus full replacement value where it materially exceeds $400

These amounts are not penalties. They are payable in addition to, and not in lieu of, any other remedy available to the Company in law or equity, including the right to seek injunctive or other equitable relief to prevent or restrain any breach of this Part C, without being required to prove actual damages or post a bond.

The Employee expressly acknowledges that the financial penalties in this section are reasonable, are a fundamental condition of this Agreement, and that the Employee has been given the opportunity to seek independent legal advice before signing.

C.5.1 Non-Disparagement

The Employee agrees that they shall not, during or after the term of employment, make or publish any statement, whether oral, written, or online, that could reasonably be expected to harm the reputation of the Company, its management, employees, or clients.

This clause does not restrict the Employee from making good-faith complaints through appropriate legal or regulatory channels.

C.6 Conflict of Interest

The Employee shall not, during the term of employment, engage in any activity that competes with or adversely affects the business of the Company without the Company's prior written consent. Without limiting the generality of the foregoing:

The Employee shall not be employed by, contracted with, or otherwise provide services to any business that offers residential or commercial cleaning services within the Greater Toronto Area without prior written approval from the Company.
The Employee shall not operate, own, or participate in any cleaning business that competes directly or indirectly with the Company during the term of employment.

Any actual or potential conflict of interest must be disclosed to management in writing promptly upon the Employee becoming aware of it. Failure to disclose a known conflict may result in disciplinary action.

Part D — Workplace Policies

The following policies apply to all employees of itsGLO Cleaning Inc. Full policy documents are available upon request and are provided during orientation. The Employee's acknowledgment in Part F confirms receipt and agreement to comply.

D.1 Occupational Health and Safety

Both parties are committed to compliance with the Occupational Health and Safety Act (Ontario) ("OHSA") and all applicable regulations. The Employee agrees to:

Wear appropriate personal protective equipment (PPE) for all cleaning tasks — including gloves when handling chemicals, masks in dusty environments or when using chemical products, and protective eyewear where there is a splash risk.
Never stand on chairs, tables, countertops, or any unstable surface to access elevated areas — Company-provided extendable tools must be used instead.
Never mix cleaning chemicals, and comply with WHMIS standards for all hazardous products at all times.
Report any injury, incident, or near-miss to management immediately, regardless of severity, and cooperate with all required incident documentation.
Exercise the right to refuse unsafe work under the OHSA, without fear of reprisal, where the Employee has reasonable grounds to believe that a work situation is unsafe.

D.2 Workplace Harassment and Violence

itsGLO Cleaning Inc. maintains a zero-tolerance policy for workplace harassment — including sexual harassment and harassment on the basis of any ground protected by the Ontario Human Rights Code — and workplace violence. The Employee acknowledges and agrees that:

All employees, clients, and contractors must be treated with dignity and respect at all times and in all locations connected to the employment relationship.
Any harassment, discrimination, threats, or acts of violence must be reported immediately to management.
Retaliation against any individual who reports harassment or participates in a harassment investigation is strictly prohibited and independently constitutes grounds for discipline.
Formal complaints will be investigated within forty-eight (48) hours of receipt and will be handled with confidentiality to the extent reasonably possible.

D.3 Accessibility for Ontarians with Disabilities (AODA)

In compliance with the Accessibility for Ontarians with Disabilities Act, 2005 and the Integrated Accessibility Standards Regulation, the Employee agrees to provide services to all clients in a manner that respects the dignity, independence, and equal access of persons with disabilities. The Employee will accommodate assistive devices and service animals and will follow all Company instructions regarding accessible service delivery.

D.4 Equal Opportunity and Non-Discrimination

itsGLO Cleaning Inc. is committed to equal opportunity employment and a workplace free from discrimination. The Employee will not engage in any form of discrimination on any ground protected by the Ontario Human Rights Code, including race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, marital status, family status, or disability.

D.5 Social Media and Privacy

The Employee must not post photographs of client properties, client belongings, or any work performed on behalf of the Company on any personal social media account, messaging application, or website without the prior express written consent of both the client and the Company. Violation of this section constitutes a serious breach of client privacy and Company policy and may constitute grounds for immediate termination for just cause.

Part F — Policy Acknowledgments and Consents

By initialling each item below, the Employee confirms receipt and review of the referenced policy, acknowledges understanding of its contents, and agrees to comply with it as a condition of employment. Complete policy documents are provided at orientation and are available upon written request at any time thereafter.

Policy	Acknowledgment
Workplace Harassment Policy — The Company maintains a zero-tolerance policy with respect to all forms of workplace harassment, including sexual harassment and harassment on any ground protected under the Ontario Human Rights Code. Formal investigations shall be initiated within forty-eight (48) hours of receipt of a complaint. Violations constitute grounds for immediate termination for just cause.	Received, reviewed, and agreed
Workplace Violence Policy — The Company maintains a zero-tolerance policy with respect to violence, threats, and intimidation at any job site or work-related location. Emergency services and relevant authorities may be engaged without notice. Violations constitute grounds for immediate termination for just cause and may give rise to criminal proceedings.	Received, reviewed, and agreed
Accessibility for Ontarians with Disabilities Act (AODA) — Services shall be delivered to all clients, including persons with disabilities, in a manner that upholds the principles of dignity, independence, integration, and equal opportunity, in compliance with the Accessibility for Ontarians with Disabilities Act, 2005.	Received, reviewed, and agreed
Occupational Health & Safety Policy — Compliance with the Occupational Health and Safety Act (Ontario) is a condition of employment. Required personal protective equipment must be worn at all times. All incidents and near-misses must be reported immediately. The right to refuse unsafe work is protected by law.	Received, reviewed, and agreed
Confidentiality and Professional Conduct Policy — Client and Company information shall not be disclosed, discussed, or disseminated to any unauthorized person or entity in any form, including in electronic communications or on social media platforms.	Received, reviewed, and agreed
Client Code of Conduct — Professional, respectful, and equitable treatment of all clients is required at all times. The Employee agrees to cooperate fully with any client complaint or service recovery process initiated by the Company.	Received, reviewed, and agreed
Employment Standards Act (ESA) Poster — The Employee confirms receipt of the Ontario Ministry of Labour's ESA poster ("Your Rights Under the Employment Standards Act, 2000") and acknowledges having read and understood its contents.	Received and acknowledged
Image and Marketing Licence — As a condition of employment, the Employee hereby grants itsGLO Cleaning Inc. an irrevocable, perpetual, royalty-free licence to photograph the Employee and to use such photographs and other likenesses of the Employee taken in connection with their employment for marketing, promotional, and business development purposes, in print and digital formats, with or without the Employee's name, within the scope of the Company's business activities. No additional compensation shall be payable in connection with such use.	Acknowledged and agreed

Optional Agreement

The following item is entirely voluntary. The Employee's election shall not affect their employment, compensation, or access to bookings in any manner.

Optional Agreement	Election
Excess Hours of Work Agreement (ESA s.17) — The Employee understands that the Company may, from time to time, request work in excess of eight (8) hours per day (to a maximum of twelve (12) hours per day) or in excess of forty-eight (48) hours per week (to a maximum of sixty (60) hours per week, subject to approval by the Director of Employment Standards). All hours worked in excess of forty-four (44) per week shall be compensated at one and one-half (1.5) times the Employee's regular hourly rate. This agreement is voluntary, does not affect the Employee's employment if declined, and may be revoked upon two (2) weeks' written notice to the Company at any time.	I AGREE I DO NOT AGREE

Optional Agreement

Election

Excess Hours of Work Agreement (ESA s.17) — The Employee understands that the Company may, from time to time, request work in excess of eight (8) hours per day (to a maximum of twelve (12) hours per day) or in excess of forty-eight (48) hours per week (to a maximum of sixty (60) hours per week, subject to approval by the Director of Employment Standards). All hours worked in excess of forty-four (44) per week shall be compensated at one and one-half (1.5) times the Employee's regular hourly rate. This agreement is voluntary, does not affect the Employee's employment if declined, and may be revoked upon two (2) weeks' written notice to the Company at any time.

I AGREE I DO NOT AGREE

Master Acknowledgment and Signature Page

I, the undersigned Employee, acknowledge and agree that:

I have read this entire Hiring and Onboarding Package in full, have had a reasonable opportunity to seek independent legal advice, and understand all of its terms.
I agree to be legally bound by all provisions of: Part A (Statement of Terms of Employment), Part B (Operational Standards & Conduct), Part C (Confidentiality, Non-Solicitation & Conflict of Interest), Part D (Workplace Policies), and Part F (Policy Acknowledgments and Consents).
The personal information provided in Section 1 is accurate and complete to the best of my knowledge.
I understand that the Company may update its workplace policies and operational procedures from time to time and agree to comply with updated policies upon receiving reasonable notice.
I understand and accept the restrictive covenants in Part C as reasonable, proportionate, and necessary to protect the Company's legitimate business interests.
I understand that violations of this Agreement may result in immediate termination for just cause and legal proceedings, including claims for the liquidated damages specified in section C.5 and section A.11.4.
I confirm that my electronic or handwritten signature below has the same legal force as an original signature pursuant to the Electronic Commerce Act, 2000 (Ontario).

By signing below, both parties confirm their agreement to, and are legally bound by, all terms and conditions set out in this Hiring and Onboarding Package.

Employee

Full Legal Name (please print clearly)

Employee Signature

Date

itsGLO Cleaning Inc.

Salim Hourieh, CEO — Authorized Signatory

Company Signature

Date

Hi Demo, let's get your contract signed.

Sign and submit