GLOBAL HUMAN RIGHTS POLICY
Global Human Rights Policy
Our Commitment to Human Rights
Our approach to respecting human rights is grounded in international human rights standards including the United Nations Guiding Principles on Business and Human Rights and United Nations Global Compact, of which Interplex is a signatory. We are committed to upholding all internationally recognized human rights, as established in the International Bill of Human Rights (comprising the Universal Declaration of Human Rights, International Covenant on Civil and Political Rights and the International Covenant on Economic, Social and Cultural Rights) and the International Labor Organization (ILO) Declaration on Fundamental Principles and Rights at Work. We also support the OECD Guidelines for Multinational Enterprises on Responsible Business Conduct and the UN Sustainable Development Goals (SDGs).
In all our areas of operation, we are committed to complying with all applicable national and local laws and regulations. In cases where there are conflicting requirements, we seek to adhere to applicable local laws while striving to uphold the principles of international standards.
Our Global Human Rights Policy has been approved by the Chief Executive Officer.
Scope
Our Policy Commitments
Fair Wages and Benefits:
Interplex is committed to ensuring fair and competitive remuneration for all our employees. This includes ensuring that compensation is based solely on performance and merits, and that equal pay shall be provided for equal work and qualifications. We comply with all applicable local wage laws, including for minimum wage, overtime work and other legally mandated benefits.
Working Hours:
We are committed to ensuring that our working hours abide by the limits within international standards and local law and regulations. At Interplex, all workers are entitled to a rest period following local labor legislation and all overtime work is appropriately compensated.
Health and Safety:
Safeguarding the health and safety of every worker is our top priority. Interplex is committed to fostering a culture where employees are encouraged to identify and correct workplace hazards and unsafe behaviors. We comply with all applicable industrial safety regulations throughout our business operations.
As an end-to-end manufacturer, we recognize the health and safety risks inherent in our work. Prioritizing health and safety enables us to enhance employee well-being, boosting physical and mental health, engagement, productivity, and job satisfaction. For more information on our health and safety policies and procedures, please consult our EHS policy.
Child Labor:
Interplex strictly prohibits the use of child labor throughout our business operations. As defined by the ILO, child labor refers to work that is mentally, physically, socially or morally harmful to children or work that interferes with their schooling. As per ILO standards, we strictly prohibit the employment of persons under the age of 15, or under the local minimum age, whichever is higher. Workers under the age of 18 are also prevented from performing all forms of hazardous work.
Forced Labor and Modern Slavery:
We have a zero-tolerance policy towards modern slavery, including forced labor, human trafficking, bonded labor, indentured labor, descent-based slavery, and involuntary prison labor. This includes the transportation, recruitment, harboring, transferring, or receiving of individuals by means of threat, force, coercion, abduction or fraud for their labor or services.
We are committed to preventing the use of forced labor, human trafficking and modern slavery within our business operations and throughout our supply chain. This includes through maintaining ethical hiring practices and preventing employees from paying recruitment fees. All contractors, subcontractors, suppliers and business partners with a business relationship with Interplex are also strictly prohibited from engaging in any practice that constitutes trafficking in persons or slavery.
Non-Discrimination:
Interplex is committed to creating a fair and equitable work environment with zero tolerance for discrimination. We recognize freedom from discrimination as a fundamental human right and are committed to ensuring all workers and job seekers are treated equally, enabling them to reach their full potential. Regardless of race, gender, ethnicity, religion, sexual orientation, gender identity or expression, mental or physical disability and/or any other legally protected characteristic, all employees shall be treated equally throughout all stages of employment.
Workplace Diversity, Equity and Inclusion:
As a global company, we understand the importance of creating a diverse and inclusive workplace that embraces the differences of all our people. We are committed to fostering a culturally sensitive and inclusive environment, where the rights of all employees are fully respected. This includes respect for freedom in language use and cultural practices, where flexible arrangements to accommodate the unique needs of our employees shall be provided for wherever possible.
Non-Harassment:
At Interplex, we seek to create a comfortable and safe environment for our colleagues to thrive in. All forms of harassment, including any physical, sexual, verbal, and/or psychological abuse are strictly prohibited and will not be tolerated. This includes but is not limited to direct insults, bullying, victimization, humiliation, offensive jokes or dialogue, ostracism, improper or unwanted touching, physical assaults or the threat to do so, either in-person or online.
Freedom of Association and Right to Collective Bargaining:
We are committed to fostering a culture of trust and open communication where employees feel empowered to voice their opinions to better our work environment and culture. All employees shall have the right to freedom of association and collective bargaining in compliance with local laws. Any form of reprisal, harassment, or discrimination towards employees for exercising their rights will not be tolerated.
In locations where the right to freedom of association and collective bargaining is restricted by applicable laws and regulations, other opportunities for engagement and consultation between the organization and workers shall be made available.
Right to Privacy:
The protection of the personal data of our employees, customers, suppliers, and other business partners is of utmost importance to us. Interplex strives to safeguard the personal data and privacy of information of all stakeholders who entrust us with their data. This includes ensuring that data collection, storage, and usage practices strictly abide by applicable data privacy laws and regulations. Detailed guidance on the proper handling of personal data may also be accessed through our Global Data Protection Policy.
Rights of Indigenous Peoples and Local Communities:
Aligned with the UN Declaration on the Rights of Indigenous Peoples, Interplex is committed to respecting the rights of Indigenous Peoples and Local Communities to land, forest, and water, and to achieving free, prior and informed consent wherever possible.
Use of Security Forces:
All security forces engaged by Interplex are mandated to respect all internationally recognized human rights and environment-related rights. We will not tolerate any unlawful conduct or use of force against our employees or third parties.
Our Approach to Human Rights
Human Rights Due Diligence:
To ensure we identify, prevent, mitigate and address human rights impacts within our business and across our value chain, we are committed to performing regular and ongoing human rights due diligence and monitoring. This involves identifying and assessing potential and actual human rights risks, implementing measures to address due diligence findings, monitoring compliance and performance, and communicating how these impacts are addressed. Throughout these processes, we also strive to facilitate ongoing dialogue and consultation with affected and potentially affected stakeholders.
Awareness Training:
To develop the human rights awareness of our workforce, Interplex is committed to conducting regular human rights related training and capacity building. This includes not only our mandatory annual Code of Business Conduct training, but also human rights specific training, which addresses all human rights issues relevant to our organization.
Grievance Mechanism and Remediation:
Interplex is committed to ensuring effective access to remedy for any human rights violations. We have a whistleblowing mechanism in place and all employees, suppliers and other relevant stakeholders are encouraged to report any human rights violations or suspected violations.
For Interplex employees, we encourage all concerns to first be discussed with your manager or Human Resources representative. Alternatively, reports can be made anonymously through our Ethicspoint whistleblowing hotline or web intake site at: http://ennovi.ethicspoint.com or corp.compliance@ennovi.com.
All reports made in good faith shall be protected from any form of reprisal or retaliation and shall be investigated thoroughly and timely. Once a complaint is received, Interplex shall acknowledge receipt of the complaint and conduct a comprehensive investigation of the alleged incident as soon as possible. For more information on our whistleblowing mechanism, please refer to our Whistleblower Policy. Where a human rights violation has been identified and confirmed, Interplex shall ensure access to remedy in an appropriate and effective manner to minimize or end the violation. For our suppliers and business partners, we expect full cooperation and commitment to any investigations and appropriate remediation processes and measures to be provided.
Responsible Sourcing:
With an extensive supply chain, we also recognize the importance of responsible sourcing in our commitment to human rights. We hold our suppliers to a high standard of ethical conduct consistent with our own. These expectations are outlined in our Supplier Code of Conduct and acknowledged in our Standard Terms and Conditions of Purchase . We expect our suppliers to adhere to the values and principles within this Code and take appropriate measures to also ensure none of their downstream partners violate the Code.
Public Reporting:
We are committed to publicly reporting on our human rights commitments, progress and performance on a regular basis. Our reporting aims to facilitate our engagement with relevant internal and external stakeholders and supports our ambition to continually improve our human rights performance.
Communication:
This Global Human Rights Policy and all further changes and developments to this policy are communicated to all Interplex employees via our company’s internal Intranet system. Each Interplex site has the responsibility of ensuring the policy is properly communicated to their employees, including through the translation of this policy to the local language or through the use of posters or other communication methods.
Governance:
The Sustainability Committee holds primary responsibility for overseeing the implementation of this policy across Interplex operations globally. The committee is responsible for defining the departments in charge of the various commitments within this policy. It has oversight over the execution of initiatives and programs to operationalize this policy and the monitoring of compliance against this policy.
Every employee of Interplex is responsible for acknowledging and understanding the values and principles outlined in this policy, and in ensuring that their behavior and actions reflect these same principles. If violations or suspected violations have been identified, employees have the responsibility of reporting these incidents at the soonest.
Non-Compliance:
Any non-compliance with our Global Human Rights Policy by employees, suppliers, contractors or other business partners shall constitute a breach of our company policy and procedures and may result in disciplinary action.
Review Mechanism:
To maintain its effectiveness in preventing and addressing human rights risks, our Global Human Rights Policy shall be reviewed every two years and revised wherever required.