select policy:

Your posts, comments and messages are welcomed and encouraged. We look forward to hearing from you. We may comment, repost, like, retweet or share content that you post.  This does not mean an endorsement. We’re also not liable for information found on shared and/or reposted content and links. We may hide or remove any content based on the following criteria:

  • Language: Content that contains insults, discrimination, profanity, offensive language, harassment, defamation, pornographic, or violent material. Furthermore, personal attacks towards other users, Canada Lands Company Limited (Canada Lands), its affiliates or its employees, officers, directors, agents or other representatives will not be tolerated.
  • Spam: Messages that have no direct link to subjects discussed on the page or commercial solicitation and other types of publicity will not be tolerated. Repeat offenders may be blocked from the page.


  • Canada Lands’ social media accounts are an extension of Canada Lands’ online presence. Social media platforms are not hosted on Canada Lands’ servers. Users should refer to the terms of use and privacy policies of the third party service providers
  • Content posted to a Canada Lands site is publicly available. Please consider how much personal, private and proprietary information you wish to share. Do not post personal, private, privileged, confidential or propriety information about another person or company.

We’ll do our best to address your posts, comments and messages as quickly as we can. However, please take our community management hours into consideration: Monday to Friday, from 9 a.m. – 5 p.m. Eastern Time.

Canada Lands Company is vitally interested in the ongoing health and safety of employees, which includes mental health and stress management, and detection and awareness of mental health indicators. The Company understands that providing a safe and healthy work environment for employees no longer means the simple prevention and protection from physical injury in the workplace; the emotional and mental well-being of employees must be protected and supported as well.

As an organization, we are committed to detection and recognition of the signals and to work towards providing a healthy workplace that places a high value on both the physical and mental well-being of employees. 

Canada Lands Company is committed to ensuring that its employees have a safe and healthy environment in which to work and strives to ensure that the Company’s workplace, operations, public areas and projects are in full compliance with all applicable codes, laws and by-laws. The Company works to additionally promote health and safety by educating employees on health and safety programs and policies in the workplace through training and knowledge transfer which support the Company’s health and safety guidelines, safe work methods and relevant regulations.

On construction sites, the Company is committed to a high standard of safety for all construction projects taking place on Company owned or managed workplace sites. The Company complies with the occupational health and safety laws and regulations applicable in each workplace location.

Canada Lands Company is committed to creating a culture that values human dignity, inclusiveness and a diverse workforce while creating opportunities for personal development and self-fulfillment in the attainment of the Company’s overall mandate. The Company promotes and fosters an environment that respects dignity, individual ideas and beliefs and thereby ensures equity and diversity in employment. 

Canada Lands Company is committed to providing high quality programming and in house offerings at its attraction venues that enhance and support Canada as a diverse country.  Programming allows communities to be involved in learning and supports the Company’s overall mandate for innovation.  

Canada Lands Company is committed to respecting and working with Canada’s Indigenous Peoples. The Company respects the unique Nation-to-Nation relationship between Indigenous Peoples and the Government of Canada and their constitutionally protected rights. It invests time to understand and appreciate the Indigenous groups with whom the Company works in order to understand their history, traditions, values, beliefs, aspirations, current issues and concerns, priorities, expectations, etc. and the Company conducts itself in a manner that is mindful of these.

Canada Lands Company is subject to the Privacy Act (« Act »).  The purpose of this statute is to protect the privacy of individuals and provide them with a right of access to personal information about themselves.

When the Company has personal information under its control, whether the personal information relates to Company employees, Board members, residential tenants or the general public, the Company respects the provisions of the Act.

Canada Lands Company obtains the optimal value in the sale of its assets by balancing financial returns and community benefits. Price is not the sole determinant and is only one criterion in determining optimal value.

In all of the Company’s transactions, it strives to:

  • be equitable and transparent;
  • encourage the use of competitive processes;
  • select reputable purchasers that are well-qualified in their respective areas of expertise;
  • require that employees of the Company conduct their sales activities in a manner consistent with the Company’s ethics and values; and
  • keep appropriate and adequate records of the selection process.

Canada Lands Company encourages a culture that embraces innovation, collaboration, inclusion, diversity, and respect and strives to be representative of, and aligned with, the communities that it engages.  The Company adheres to the highest standards of ethical behaviour in what it does and how it does it, while considering the financial and non-financial benefits it can generate through its operations. 

Canada Lands Company is subject to any obligations that the Company may have pursuant to international or national trade agreements (e.g., Canada-European Union Comprehensive Economic and Trade Agreement; Trans Pacific Partnership Agreement). The Company seeks in its business operations to be fair and encourage competition.

Employees of Canada Lands Company are expected to uphold and enhance the Company's reputation for excellence, integrity and professionalism, to retain public confidence, and to maintain a high-quality work environment.

Employees of the Company are expected to act with loyalty, honesty and integrity; comply with laws, regulations and policies; treat others with respect; promote a positive image of the Company; protect the confidentiality of information; use and protect property and resources appropriately; and avoid conflicts of interest.

Canada Lands Company strives to withstand the highest standards of public scrutiny. It reimburses all appropriate business travel, hospitality, conference and event expenses incurred by employees in the course of carrying out their duties.

The Company publicly discloses quarterly expenses for both its senior management team and Board of Directors on its website.

Canada Lands Company is subject to and fully adheres to the requirements set out in the federal  Access to Information Act (« Act »).  The purpose of the Act is to provide a right of access to information in records under the control of a government institution in accordance with the principles that government information should be available to the public, that necessary exceptions to the right of access should be limited and specific and that decisions on the disclosure of government information should be reviewed independently of government.


This policy is intended to meet the requirements of the Integrated Accessibility Standards, Ontario Regulation 191/11 (“IASR”) for the Information and Communications Standard set forth under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”). This policy applies to the provision of information and communication services and materials for people with disabilities.

Canada Lands Company Limited and all of its subsidiaries (collectively, the “Company”) are committed to applying the principles and guidelines set out in the AODA with respect to its operations and offices in Ontario, and to meeting the accessibility needs of persons with disabilities in a timely manner.  All information and communications materials and services provided by the Company in Ontario shall follow the principles of dignity, independence, integration and equal opportunity.


  • Accessible Formats – include but are not limited to large print, recorded audio and electronic formats, braille and other formats usable by persons with disabilities.
  • Communication Supports – include but are not limited to captioning, alternative and augmentative communication supports, plain language, sign language and other supports that facilitate effective communications.
  • Conversion Ready – an electronic or digital format that facilitates conversion into an acceptable format.
  • Information – includes data, facts and knowledge that exists in any format, including text, audio, digital or images, and conveys meaning.
  • Internet Website – a collection of related Web pages, images, videos or other digital assets that are addressed relative to a common Uniform Resource Identifier (URI) and are accessible to the public.
  • Intranet Website – an organization’s internal website that is used to privately and securely share any part of the organization’s information or operational systems within the organization and includes extranet websites.
  • Kiosk – an interactive electronic terminal, including a point-of-sale device, for public use that allows users to access one or more services or products.
  • Support Person – in relation to a person with a disability, another person who accompanies the person with a disability in order to help with communication, mobility, personal care or medical needs, or with access to goods, services or facilities.
  • Web Content Accessibility Guidelines – refers to the World Wide Web Consortium Recommendation, dated December 2008, entitled “Web Content Accessibility Guidelines (WCAG) 2.0.”]


With respect to its operations and offices in Ontario, the Company will (i) establish, implement, maintain and document a multi-year accessibility plan outlining its strategy to prevent and remove barriers and meet its requirements under the IASR; (ii) post its accessibility plans on its websites, and provide the plan in an accessible format upon request; (iii) review and update its accessibility plan once every five years; and (iv) establish, review and update its accessibility plans in consultation with persons with disabilities or an advisory committee. Annual status reports will be prepared to report on the progress of steps taken to implement the Company’s accessibility plan and the Company will post this status on its website. If requested, the report shall be created in an accessible format.


With respect to its operations and offices in Ontario, the Company will incorporate accessibility criteria and features when procuring or acquiring goods, services or facilities. The only exception is in cases where it is impracticable to do so.


The Company will provide training to relevant employees and volunteers regarding the IASR and the Ontario Human Rights Code. Training will be provided for individuals who are responsible for developing policies, and all other persons who provide goods, services or facilities on behalf of the Company.


With respect to its operations and offices in Ontario, the Company will incorporate accessibility features when designing, procuring or acquiring self-service kiosks. The Company will always be aware of the accessibility features of self-service kiosks for persons with disabilities.


With respect to its operations and offices in Ontario, the Company will provide or arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner and at no additional cost to the individual. The Company will take into account the person’s accessibility needs when customizing individual requests.


All departments in Ontario governed by the Company will make its web content conform to the Web Content Accessibility Guidelines (WCAG) 2.0 at Level AA.  Web content includes any information which resides on an internet or intranet web site.


With respect to its operations and offices in Ontario, the Company will ensure that its processes for receiving and responding to feedback are accessible to persons with disabilities, including providing feedback in an accessible format upon request, and will notify the public about accessible formats available.


If you have any questions or concerns about this policy or its related procedures please contact:            

Canada Lands Company

1200 - 1 University Ave, Toronto, Ontario, M5J 2P1

Attention: Director, Human Resources

Canada Lands Company is committed to respecting the Official Languages Act and its obligations under this Act.  The Company is committed to responding to any complaint which may occur from time to time on the application of the Act, whether the complaints come directly from employees, the public or the office of the Commissioner of Official Languages. 


Canada Lands Company Limited and all of its subsidiaries (collectively, the “Company”) are committed to applying the principles and guidelines set out in the Accessibility for Ontarians with Disabilities Act 2005 (“AODA”) with respect to its operations and offices in Ontario, including the Customer Service Regulation, when dealing with persons of the public that may or may not have a visible disability.


The Company will strive at all times to provide its goods and services in a way that respects the dignity and independence of people with disabilities. The Company is also committed to giving people with disabilities the same opportunity to access goods and services and allowing them to benefit from the same services, in the same place and in a similar way as other guests.


Accessible shall mean capable of being entered or reached; approachable; easy to get at; capable of being influenced; obtainable; able to be understood or appreciated.

Assistive Devices shall mean a device used to assist persons with disabilities

  • Physical devices - cane, walker, wheelchair, electronic scooters

  • Communication devices – hearing devices, laptop computers, personal data assistant (PDA)

  • Visual Aids – Braille, glasses

  • Medical Devices – personal oxygen tanks

Barrier shall mean anything that prevents a person with a disability from fully participating in all aspects of society including the workplace because of his or her disability. (Ex. Physical barrier, information or communications barrier)

Disability shall mean,

  1. Any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth effect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, blindness or visual impediment

  2. A condition of mental impairment or a development disability

  3. A learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language

  4. Mental disorder

  5.  An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997

Service Animal shall mean an animal that has been trained to perform tasks that assist people with disabilities

Support Person shall mean an individual hired or chosen by a person with a disability to provide services or assistance with communication, mobility, personal care, medical needs or access to good or services.


The Company is committed to excellence in serving all guests, including people with disabilities, and will carry out functions and responsibilities in Ontario in the following areas:

  1. Communication: Employees will communicate with people with disabilities in ways that take into account their disability. The Company will train staff who communicate with guests and visitors on how to interact and communicate with people that have various types of disabilities.

  2. Telephone services: Employees will be trained to communicate over the telephone in clear and plain language and to speak clearly and slowly. Alternate communications systems that are available include email and TTY public phones, if telephone communication is not suitable to the caller’s communication needs.

  3. Assistive devices: The Company is committed to serving people with disabilities who use assistive devices to obtain, use or benefit from the Company’s goods and services. This includes ensuring that staff members are trained and familiar with various assistive devices that may be used by guests or visitors with disabilities while accessing the goods or services. The Company will also ensure that staff members know how to use assistive devices available on premises. Such devices include wheelchairs and lift systems, and the instructions for using such devices are outlined in the Standard Operating Procedures.

  4. Use of Service Animals: The Company is committed to welcoming people with disabilities who are accompanied by a service animal on the parts of the premises that are open to the public and other third parties. All staff, volunteers and others dealing with the public will be properly trained on how to interact with people with disabilities who are accompanied by a service animal.

  5. Support Persons: The Company is committed to welcoming people with disabilities who are accompanied by a support person. Any person with a disability who is accompanied by a support person will be allowed to enter the premises with his or her support person. At no time will a person with a disability who is accompanied by a support person be prevented from having access to his or her support person while on the premises. Fees will not be charged for support persons for admission to the premises. Guests and visitors will be informed of this by a notice that will be posted on the premises and on the website. For further details refer to the Support Person Standard Operating Procedure.

  6. Notice of Temporary Disruption: The Company will provide guests with notice in the event of a planned or unexpected disruption in the facilities or services usually used by people with disabilities. This notice will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available. For further details refer to AODA Communications Standard Operating Procedure.


The Company will provide training to all employees, volunteers and others who deal with the public or other third parties on its behalf, and all those who are involved in the development and approval of guest service policies, practices and procedures. This training will be provided during the initial orientation prior to commencing duties. Applicable staff will be trained on policies, practices and procedures that affect the way goods and services are provided to people with disabilities. Staff will also be trained on an ongoing basis when changes are made to these policies, practices and procedures. For further details refer to the AODA Training Standard Operating Procedure.


The Company is committed to meeting and surpassing guest and visitor expectations while serving customers with disabilities. Comments on services regarding how well those expectations are being met are welcome and appreciated. Feedback regarding the way the Company provides goods and services to people with disabilities can be made verbally, by email or through the website, to the attention of public relations. A response can be reasonably expected within 3 business days. Concerns will be addressed according to categories and protocols already established in the Company’s complaint management procedures.


If you have any questions or concerns about this policy or its related procedures please contact: 
Canada Lands Company 
1200 - 1 University Ave, Toronto, Ontario, M5J 2P1
Attention: Director, Human Resources