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    The Farmers Trading Company Limited

    Ethical Sourcing Policy

    1. Purpose

    Farmers operates all of its business in an ethical manner and is committed to improving social, ethical and environmental standards throughout our supply chain and in all aspects of our operations.

    The purpose of this ethical sourcing policy is to set out Farmer's expectation of how suppliers will behave and how Farmers will manage the relationships.


    2. Our Expectations

    Farmers has the expectation that its suppliers and subcontractors will also share and demonstrate the same commitment.

    This Policy outlines the minimum ethical standards that all suppliers and their sub-contractors must comply with when producing and supplying merchandise or services for Farmers.

    Farmers expects its suppliers to:

    - Comply with the minimum ethical standards outlined in the Policy.
    - Fully co-operate with any audit process conducted by or on behalf of Farmers; and
    - Ensure that corrective action is taken as a priority to rectify any breach of this Policy.

    We reserve the right to terminate business relationships with suppliers that fall short of the expectations of this policy or fail to take appropriate corrective action where necessary.


    3. Ethical Standards

    Farmers expects its suppliers to comply with the following ethical standards and any associated laws and regulations in the supplier's country of operation and manufacture.

    a. Bribery and Corruption

    Suppliers must not engage in acts of bribery and corruption.

    b. Labour Rights

    - Employment is freely chosen.
    - Workers are not permitted or encouraged to incur debt through recruitment fees, fines or other means.
    - Workers must not be required to lodge deposits or their identity papers with their employer and must be free to leave their employer after reasonable notice.
    - Workers must be free to leave the workplace after their shift.

     c. Freedom of Association

    Suppliers must respect that workers have the right to join a union or a worker's organisation of their own choosing and to bargain collectively.

    Suppliers are required to recognise the rights of unions and their organisational activities, including as provided for by relevant legislation.

    Where the right to freedom of association and collective bargaining is restricted under the local laws, suppliers must facilitate the development of alternative means of independent and free association and bargaining.

    d. Working Conditions

    Suppliers must provide workers with a safe and clean working environment, taking into account the prevailing knowledge of the industry, any specific hazards and any applicable laws and standards.

    Adequate steps must be taken to prevent accidents and injury to health occurring during the course of work.

    Suppliers must provide adequate safeguards against fire and shall ensure strength, stability and safety of buildings and equipment (including residential accommodation where provided).

    Workers must receive regular and recorded health and safety training. Such training must be repeated for new or reassigned workers.

    Suppliers must ensure that personal protective equipment is available and workers are trained in its use. Safeguards on machinery must meet or exceed local laws.

    Suppliers must provide workers with access to clean toilet facilities, clean and drinkable water and if appropriate, sanitary facilities for food storage and preparation. Where suppliers provide worker accommodation, it must be clean, safe and meet the basic needs of the workers.

    e. Child Labour

    Suppliers must not use child labour and must only employ workers who meet the local minimum age requirement. Suppliers must verify the age of their workers and maintain evidence of workers' proof of age.

    f. Wages

    Wages and benefits paid must meet, as a minimum, any applicable local laws or benchmark industry standards, whichever is the higher. In any event wages must always be enough to meet basic needs and provide some discretionary income.

    All workers must be provided with written and understandable information about their employment conditions with respect to wages before they enter employment and about the particulars of their wages for each pay period.

    Deductions from wages as a disciplinary measure is not permitted, nor any deductions from wages not provided for by local laws without the express permission of workers. All disciplinary and performance management measures must be recorded.

    g. Working Hours

    Working hours must comply with local laws and benchmark industry standards, whichever affords greater protection.

    Overtime must be voluntary and not be excessive. It must not be demanded on a regular basis and must always be compensated at a premium rate.

    Suppliers shall comply with national/local laws for workers' entitlements to public and annual holidays.

    h. Discrimination

    Suppliers must not discriminate in hiring, promotion, compensation, access to training, termination or retirement, based on personal characteristics such as race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

    i. Discipline

    Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation is prohibited. All disciplinary and performance management measures must be recorded.

    j. Regular Employment

    To every extent possible work performed must be on the basis of a recognised employment relationship established through national law and practice.

    Obligations to employees under local laws and regulations arising from the regular employment relationship must not be avoided through the use of labour-only contracting, subcontracting, home-working arrangements or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment. In addition, any such obligations must not be avoided through the excessive use of fixed-term contracts of employment.

    k. Illegal Labour

    Suppliers must not use illegal labour and must be able to verify the right of their workers' (including sub-contractors') legal eligibility and entitlement to work in the country of employment by reviewing original documentation.

    l. Environment

    Suppliers must comply with local environmental protection laws and regulations. Suppliers must ensure that key environmental impacts of facilities are identified and managed to minimise the impact of the supplier's operations on the environment.


    4. Compliance with this Policy

    It is a supplier's responsibility to ensure compliance with this Policy, and maintain adequate records of all aspects of the ethical standards set out in this Policy.

    Farmer's employees, agents or representatives may visit supplier's factories or facilities to audit a supplier's compliance with this Policy.

    Non-compliance with this Policy will require the supplier to undertake corrective action, the extent of which will be dependent upon the nature of the breach. Farmers may terminate the business relationship where deemed appropriate.


    1. 目的

    Farmers 以道德方式经营所有业务,并致力于在整个供应链及业务的各个方面改善 社会、道德和环境的标准。

    本道德采购政策的目的是阐明 Farmers 对供应商行为方式的期望以及 Farmers 将如 何处理双方关系。

    2. 我们的期待

    Farmers 期望其供应商和分包商共同分享并致力于该实践。

    本政策概述了所有供应商及其分包商在为 Farmers 生产和提供商品或服务时必须遵 守的最低道德标准。

    Farmers 期望其供应商:

    对于不符合本政策期望或必要时不采取适当纠正措施的供应商,我们将保留终止与 其业务关系的权利。

    3. 道德标准

    Farmers 期望其供应商遵守如下道德标准,并遵守其业务经营和生产所在国的相关 法律和规定。

    a. 贿赂和腐败
    b. 劳工权利
    雇用属自由选择 。
    员工人不需要向雇主提交定金或身份证件,在递交合理通知后可解除 劳动关系。
    c. 结社自由
    员工有权加入工会或自行选择的劳工组织并进行集体谈判。供应商应就此表 示尊重。
    供应商必须承认工会的权利及其组织的活动,包括相关法律规定的活动。 第3页 若组织协会和集体谈判权的自由受到当地法律的限制,供应商应协助寻求其 他独立自由协会和交涉方式。
    d. 工作条件
    供应商应根据普遍的行业知识,考虑任何特殊危害,并遵守相关法律和准 则,向员工提供一个安全、卫生 的工作环境。
    供应商必须提供充分的防火保障,确保建筑物和设备的牢固性、稳定性和安 全性(包括提供的住宿)。
    必须定期有记录地对员工进行健康与安全的培训。新员工和重置岗位的员工 应再次进行此类培训。
    供应商必须确保提供个人防护装备,并就其使用方法对工人进行培训。机械 的防护设施必须符合或超过当地的法律规定。
    供应商必须向员工提供清洁的卫生间、洁净的饮用水以及用于食品储存和制 备的卫生设施。若供应商提供住宿,住宿设施应卫生、安全,能够满足员工 基本住宿需求。
    e. 童工
    供应商不得雇佣童工,只能雇佣符合当地最低劳动年龄的员工。供应商必须 核实员工年龄,并保存能够证明员工年龄的文件。
    f. 薪资
    工资和福利至少应符合当地相关法律规定或基准行业标准,且以较高者为 准。任何情况下,所发工资至少应能够满足基本生活需要,并容许一部分可 支配收入。
    聘用员工之前,必须向员工提供书面形式且易于理解的、涉及工资 之雇佣条件的有关资料,并在每次支付工资时,向员工提供本次工资的计算 详情。
    不允许将扣减工资作为纪律处分措施,且未经员工明确许可,不得从员工工 资中扣缴当地法律规定的纳金。所有员工纪律和绩效管理措施应予以备案。
    g. 工作时间
    工作时间必须遵守当地法律规定和基准行业标准,且以能够提供最大保障者 为准。
    员工可自愿加班,但不得过度,且不应经常被要求加班。加班应支付额外加 班费。
    h. 歧视
    供应商在雇佣、晋升、补偿、提供培训机会、终止劳动关系或退休方面,不 得对种族、种姓、民族血统、宗教信仰、年龄、个人缺陷、性别、婚姻状 况、性取向、工会成员或政治背景等个人特征进行歧视。
    i. 纪律
    禁止对员工进行人身攻击或训诫,身体虐待的威胁,性骚扰或其他骚扰、言 语虐待或其他形式的恐吓。所有员工纪律和绩效管理措施应予以备案。
    j. 定期雇佣
    必须根据当地的法律和法规对员工履行定期雇佣义务,不得利用单一劳动承 包、分包、在家工作安排或通过无意传授技能或提供定期雇佣的学徒制计划 逃避义务。此外,也不得过度利用固定期限的聘用合同来逃避该义务。
    k. 非法劳工
    供应商不得使用非法劳工,并且必须通过审查原始文件,核实员工(包括分 包商的员工)在该国的合法资格和就业权利。
    l. 环境
    供应商必须遵守当地环境保护法律及法规,并确识设施对关键环境的影响, 采取相应举措以尽量减少运营对所在环境的影响。

    4. 政策合规性


    Farmers 可派遣员工、代理或代表走访供应商工厂或设施,审核供应商在本政策下 的合规性。

    若发现供应商未遵守本政策,Farmers 将根据违规性质,要求其采取相应校正措 施。必要时,Farmers 会终止与该供应商的业务往来。