Plastic Bank’s Labor & Human Rights Policy

Purpose

Our Labor and Human Rights policy states the company’s stand, its qualitative and quantitative goals, its governance and allocation of responsibilities, review mechanism, and specific scope on the seven labor and human rights topics deemed material to our type of industry, size, and location – Employee Health and Safety, Working conditions, Social Dialogue, Employee Training & Development, Child and Forced Labor, Diversity, Discrimination, Harassment, and External Stakeholder Human Rights. This is created to ensure that the long term labor and human rights goals are communicated clearly to all employees and external stakeholders, and to ensure that accountabilities on monitoring and reporting are clear to achieve the goals. 

It is important to state that Plastic Bank does not own and operate any recycling facilities, aggregation centers, collection facilities and any other type of manufacturing facilities. It partners with existing plastic collection and recycling ecosystems.

Scope of the company

All of Plastic Bank’s operating sites, and all employees under Plastic Bank in Canada, Indonesia, Philippines, Egypt, Brazil, Thailand and Cameroon.

Distribution

Internal: Read and Approved by ELT, Read and Understood by each Employee via DEEL

External: Plastic Bank Website

Policy Statement

We are committed to ensure compliance with our Code of Conduct which we aligned to The Global Social Compliance Program Reference Code, The International Labor Organization’s 1998 Declaration on Fundamental Principles and Rights at Work, The United Nations’ Global Compact, The United Nations’ Universal Declaration of Human Rights. Any non-compliance can be reported by any employee or other stakeholders via our Whistleblower Procedure.

We are committed to ensure compliance to the Global Recycled Standard via an annual 3rd party audit and certification on our labor and human rights practices and safeguards. 

Specific to the seven Labor and Human Rights topics deemed material to us, we are committed to the following, and ensure monitoring and reporting of progress annually.

	Qualitative Goals	Quantitative Goals	Strategies
Employee Health and Safety	Ensure the health, safety , and welfare of our employees	Zero workplace accidents 100% health insurance coverage for full- time employees 100% annual PE for full- time employees	Health insuranceAnnual physical examsHealth and Safety trainingsActions to address stress and psychological wellbeing in the workplaceComplaints procedure and practice in place
Working Conditions	Ensure working hours, holidays and leave periods are well established in compliance with local laws and agreements.	100% of employees on remote work and flexi time by 2027 Employee Satisfaction survey rating of at least 70% by 2027	Two-way communication system in place to facilitate employee voice regarding working condition Flexible organization of work (eg. remote work, flexi-time) Communication to all employees of remuneration process (e.g. salary grid, procedure for salary advancement) Employee satisfaction survey Bonus scheme related to company performance and semi-annual reviews and goals.
Social Dialogue	Respect employees’ right to voice their opinions and concerns for the improvement of their working conditions and safety	Increase dialogue hours by 100% in 2027,  against a baseline year of 2024	Focused group discussions, interviews and online surveys as a platform for dialogue between a group of representative employees with HR
Employee Training & Development	Enable trainings for employees to develop their skills and find greater fulfillment in their work	Increase training hours of employees by 100% in 2027, against a baseline year of 2024	Skills development trainings Regular assessment of individual performance Individual development and career plan for all employeesActions to promote internal mobility
Child & Forced Labor	Prohibit the use of all forms of forced and child labor, and any form of human trafficking.	Zero incidents of Child and Forced Labor 100% Code of Conduct Signed	Awareness trainings on child and forced labor
Diversity,Equity & Inclusion	Ensure equal opportunity for all without discrimination or harassment on the basis of sex, race, age, color, disability, ethnic or national origin, sexual orientation, religion, social or marital status, or other status protected by applicable law.	Zero incidents of discrimination and harassment Parity on gender ratio and salary ratio	Gender ratio evaluation Salary ratio evaluation Hiring Policy to prevent discrimination Awareness training on diversity, discrimination and/or harassment issues Actions to prevent workplace harassment Grievance mechanism on discrimination and/or harassment issues Remediation procedure in place for victims of discrimination and/or harassment
External Stakeholders Human Rights	Ensure the protection of our collection communities’ human rights	100% compliance to Code of Conduct	Awareness trainings on human rights Code of Conduct compliance reporting

Governance and Allocation of Responsibilities

This policy and its implementation is governed by the Human Resources Team, with support from the Chief Technology officer,  the Chief Supply Chain Officer, forming the ELT labor and human rights governance committee leads

The policy is authored by the sustainability director in collaboration with the human resources team, market supply chain, marketing for external publication of policy.

Review Mechanism, Monitoring and Reporting

This policy must be reviewed every 3 years under the leadership of the sustainability director. All changes must be communicated to all relevant parties, and contact the HR Committee if you have any questions or feedback

The following (not limiting) must be annually reported and monitored for improvements:

# Safety Incidents

% Health insurance coverage

% Annual Physical exam

% on Remote Work

% Employee Satisfaction

# Training hours per employee average

% Code of Conduct Compliance

Gender Ratio

Salary Gender ratio

Refer to the Crisis Communications Protocol below link, and the Risk Management Protocol link below.

Any violation of this policy can be reported through a local PB hotline per country or local social media channels. There should be a centralized repository for all reported violations. Reports are processed according to the Crisis Communications Protocol.

Crisis Communication Protocol

https://docs.google.com/presentation/d/1L2B1pHm1PdBsZNQjZYXktRKnp4LA13R_2gOWHV5_Qys/edit?usp=sharing

Risk Management Protocol

https://docs.google.com/presentation/d/1BkWdGgz0kRpamfzlhepcyiciKJRgkaFsl12wR0UiLw0/edit?usp=sharing

Remediation :

In case of any violation of this Policy by  suppliers, branches, processors, sub-contractors or business partners, the following actions shall be taken: 

-Field coordinator reports the branch , processor or third party committing this violation (whether child or forced labor) to the community supervisor who then reports to the operations manager who terminates the contract instantly with the breacher.

Revision History

Version #	Date	Reason for Revision
1	28 Sep 2024	Original