Code of Conduct in Granqvists Manufacturing (GM) defines standars for fair, safe and healthy for working conditions and environmental responsibility throughout our supply chain. GM must commit to adhering to the Code of Conduct and detailed Compliance Benchmark standards.

We are commited to continuous improvement who are moving forward on our sustainability journey from basic to leadership practices.

GM seeks at all times to exercisethe best possible practices for the respectful and ethical treatment of workers and promote sustainable conditions ni which workers earn fair wages in safe and healthy workplaces.

I. Law and code compliance: GM comply with: (1) all revelant and applicable laws and regulations of the country in which workers are employed including those at the federal, state/provincial and local community levels, (2) detailed Compliance Benchmark document, and (3) where applicable, Collective Bargaining Agreements. The Compliance Benchmark identify specific requirements for meeting each Code standard.

II. Child labour: No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher. Juvenile workers (ages 15-17) shall not perform work which, by its natureor the circumstances in which is it carried out, is likely to compromise their health, safety or morals.

III. Forced labour: There shall be no use of forced labour, including prison, indentured, bonded, slave or other forms of forced labour. Acts of human trafficking are also prohibited.

IV. Harasment, abuse and disciplinary practices: Every employee shall be treated with respect and dignity. No employe shall be subject to any physical, sexual, psychological or verbal harassment or abuse or to monetary fines or embarassingacts as a disciplinary measure.

V. Discrimination: No person shall be subject to any discrimination in any aspect of the employment, relationship including recruitment, hiring, compensation, benefits, work assignements, acces to training, advancements, discipline, termination or retirement, on the basis of race, religious belief, colour, gender, pregnancy, childbirth or related medical conditions, age, national origin, ancestry, sexual orientation, gender identification, physical or mental disability, medical condition, illness, genetic characteristics, family care, marital status, caste, socio-economic situation, political oppinion, union affilation, etnic group, illnes any other classification protected under applicable law. All employment decision must be made based on the principle of equal employment opportunity and shall include effective machanisms to protect migrant, temporary or seasonal workers against any form of discrimination.

VI. Freedom of association and collective bargaining: Workers must be free to join organisation of their own choice.

VII. Employment relationship: Employers shall adopt and adhere to rules and conditions of employmentthat repsect workers and – at minimum – safeguard their rights under national and international labour and social security laws and regulations.

VIII. Wages and benefits: We seek and favour suppliers who prgressively raise employee living standards through improve wage systems, benefits, welfare programs and other services, which exceed legal requirements and enhance quality of life. Every worker has a right to compensation for a regular work week that is sufficient to meet the worker’s and their family basic needs and provide some discretionary income. Employers shall pay wages which equal or excced minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages and provide any fringe benefits required by law and/or contract.

IX. Overtime wages: In addition to compensation for regular working hours, employees must be compensated for overtime hours at the rate legally required in the country of manufacture or, in those countries where such laws do not exists, at a rate exceeding the regular hourly compensation rate by at least 125%.

X. House of work: GM shall not require workers to work more than a regular and overtime hours allowed by the law of the country where the workers are employed. The regulars work week shall not exceed 48 hours or the maximum allowed by the law of the country of manufacture, whichever is less.

XI. Health and safety: Suppliers shall provide a safe and healthy workplace to prevent accidents and injury to health arising out of, linked with, or occuring in the course of work or as a result of the operation of employers’ facilities. The employer shall take a proactive approach to health and safety by implementing policies, systems and training designed to prevent accdents, injuries and protect worker health.

XII. Environment:GM shall monitor their energy and natural resource usage, emissions, discharges, carbon footprint and disposal of wastes and take a progressive approach to minimise nagative impacts on the environment.

XIII. Animal welfare: GM respects animal welfare and work progressively towards adopting healthy and humane practices toward animals based on best available technology and standards.

XIV. Quality: Quality is the result of clarity, capable and well-integrated systems and good communication. To achieve this, GM have a clearly documented quality system and quality improvement plan.

Proxy

Ryszard Wrona

CODE OF CONDUCT

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Granqvist Manufacturing, or the former Rek-Swed, is a manufacturer of specialized gloves for uniformed services around the world. Our gloves are used by NATO armies, the fire brigades of Scandinavian countries and Western Europe, and even the Indian army.

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