Human Rights Policy

FaberExposize UK & Northern Flags - Human Rights Policy

Our Commitment

At FaberExposize UK and Northern Flags, we believe everyone we work with, employees, suppliers, customers and communities, should be treated with fairness, dignity and respect.

Our approach is guided by:

• The Universal Declaration of Human Rights
• The International Labour Organisation’s Declaration on Fundamental Principles and Rights at Work
• The United Nations Guiding Principles on Business and Human Rights
• The Ethical Trading Initiative (ETI) Base Code
• The Modern Slavery Act 2015 (UK)
• The Equality Act 2010 (UK)
• The Health and Safety at Work etc. Act 1974 (UK)
• The Employment Rights Act 1996 (UK)
• The Working Time Regulations 1998 (UK)
• All other relevant UK employment and health & safety legislation

We are committed to identifying, preventing and reducing any negative human rights impacts from our operations or supply chain, and to providing fair remedies where harm has occurred. We also work to minimise our environmental impact and support the communities we operate in.

Our Stakeholders

We recognise these groups as most affected by our activities:

• Employees: permanent, temporary, agency and apprentices
• Suppliers and subcontractors and their workers
• Customers: organisations and individuals buying our products or services
• Local communities: people and businesses near our operations
• Regulators and industry bodies: government agencies and trade associations

The Human Rights We Protect

We focus on these key rights and standards:

• Fair pay and working hours (National Minimum Wage Act 1998)
• Safe, clean and healthy working conditions (Health and Safety at Work etc. Act 1974)
• Equal opportunities and no discrimination (Equality Act 2010)
• Freedom of association and collective bargaining (Trade Union and Labour Relations (Consolidation) Act 1992)
• No forced, bonded or child labour (Modern Slavery Act 2015 and Children and Young Persons Act 1933)
• Protection from harassment, violence or inhumane treatment (Protection from Harassment Act 1997)
• Reducing environmental and social impacts on local communities (Environmental Protection Act 1990)

How We Manage Human Rights

1. Identifying Issues

We assess human rights impacts in three ways:

• Direct impacts: from our own operations, such as working conditions and pay
• Indirect impacts: from suppliers, subcontractors or partners
• Potential impacts: risks that could arise, such as in high risk supply chains

2. Preventing Problems

• Risk assessments for new suppliers and operations
• Clear policies on child labour, forced labour, equality and health and safety
• Supplier trading terms that include our ethical requirements
• Training for managers and key staff

3. Responding to Concerns

If a concern is raised we will:

1. Identify: record the issue via reporting channels or audits
2. Investigate: led by the Operations Director or a nominated manager
3. Act: take corrective action to stop the problem
4. Remedy: provide fair solutions where harm has occurred
5. Follow up: check actions are effective

4. Confidential Reporting

• Dedicated email: ethics@faberexposize.co.uk (monitored by senior management)
• Covered by our Whistleblowing Policy, no retaliation for reporting in good faith

Our Principles in Action

We live our commitments every day through:

• Diversity and inclusion: recruitment and promotion based on skills and performance, not personal characteristics
• Freedom of association: respecting employees’ rights to join or not join a union
• Health and safety: complying with laws, training staff, identifying hazards and using external specialists for regular audits
• Workplace security: maintaining a safe, respectful environment free from violence or intimidation
• Child labour prevention: requiring proof of age before hiring, and not placing anyone under 18 in hazardous roles
• Fair compensation: paying competitive wages in line with legal requirements and market standards
• Community engagement: supporting local charities, offering work experience programmes and acting as a responsible neighbour

Roles and Responsibilities

• Managing Director: overall accountability for human rights performance
• Operations Director: day to day oversight, investigations and maintaining the risk register
• Managers: making sure their teams understand and follow this policy
• All employees: following our policies and speaking up about any concerns

Review

We review this policy every year, or sooner if our operations, laws or ETI guidelines change.

Date issued: May 2022
Next review: May 2026