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HUMAN RIGHTS AND LABOUR RIGHTS Nine United is committed to the protection of human and labour rights throughout our supply chain. In addition to the standards described in our Code of Conduct, our Policy on the Protection of Vulnerable Groups (appendix 2) must be upheld by suppliers and sub- suppliers. Prevention of forced or involuntary labour To prevent forced or involuntary labour, suppliers must not use or benefit from any illegal workers, debt bondage or other forms of modern slavery, human trafficking, or prison labour; Nine United supports the UK’s Modern Slavery Act . Workers will not be required to leave any form of deposit, or identity papers/passport with their employer, and may terminate a contract after legal notice. Employees shall have permission to leave the workplace under reasonable circumstances. Nine United respects the religious beliefs of all employees and expects that suppliers to do the same. Working hours and adequate rest Working hours should be kept within legal limits and should not exceed 48 hours per week on a regular basis. Suppliers must provide sufficient rest days to employees, classified as at least 1 day off in a 7-day period. Overtime shall be voluntary, not exceed 12 hours per week, not be demanded on a regular basis, and must always be compensated at a premium rate corresponding to the local legal rate or 125% the regular rate, whichever is higher. The right to collective bargaining and freedom of association The supplier shall recognize and uphold the freedom of association, freedom of opinion and expression, as well as the right to organize and collective bargaining, without interfering with workers’ unions or preventing workers from joining these unions. Workers shall not face prejudice due to union membership or active participation in workers’ committees, nor due to the exercising of their right to refrain from joining any organization. Where freedom of association and the right to collective bargaining is restricted or prohibited under law, the employer shall facilitate alternative forms of independent and free worker representation and negotiation, in accordance with international labour standards. Prevention of child labour Suppliers must not use child labour, including the labour of anyone younger than the age of 15, younger than the local legal minimum employment age for employment, or for 2022 Code of Conduct p. 4
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completing compulsory education, whichever is highest. In the event that child labour is found, the supplier must proactively identify measures to ensure the protection of affected children. Please see Appendix 2 for more on protection of young workers. Adequate compensation Suppliers are expected to provide fair living wages. Employees are entitled to at least the statutory minimum wage, or the standard benchmark rate in the industry, whichever is higher, and should be enough to meet basic needs. The supplier shall always comply with current laws concerning compensation for work, including overtime payments and payment procedures. Wages will not be withheld for any reason. Deductions from wages as a disciplinary measure, or any other deduction not required by law, must not occur. Freedom from discrimination and harassment Employees shall not be subjected to discrimination (including during recruitment, promotion, and access to training, termination, or retirement) regarding race, color, caste, nationality, religion, political affiliation or opinions, gender, age, disabilities, sexual orientation, pregnancy, diseases, marital status, or any other condition that could give rise to discrimination. The supplier shall ensure equal pay regardless of gender and is encouraged to set gender and diversity goals and targets. Suppliers must ensure that workers are not subject to any form of violence or harassment in the workplace, including physical, psychological, sexual, or economic abuse, coercion, or intimidation. Health and safety The supplier shall provide a safe, clean, and healthy working environment, including adequate space and services for employees, such as access to toilets and water, as well as sufficient light, ventilation, and temperature control. In factories, management shall facilitate the establishment of workers’ health and safety committees. Health and safety levels should be assessed at least annually, and suppliers must do a thorough risk assessment of all areas of the facility. The supplier must ensure regular maintenance of equipment and facilities, as well as proper chemical management and disposal. Where risks cannot be eliminated, the supplier must provide sufficient and well- maintained personal protective equipment, ensure that all risks are clearly signed, and maintain emergency preparedness plans and procedures that are understandable to employees. A Material Safety Data Sheet (MSDS) listing all chemicals should be available on site. Response procedures covering fires, natural disasters, security, and health-related events should be written and communicated to employees, and all employees should undergo relevant training to prevent and mitigate accidents. A sufficient number of 2022 Code of Conduct p. 5
