Employee Human Rights policy standard

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1 Net Positive is a new approach to doing business. To succeed, business must do more than minimise its negative impact it must be designed to have a positive impact on the world. Employee Human Rights policy standard Version 1.1 June 2013

2 Employee Human Rights policy standard Contents 1. Purpose 1 2. Aim 2 3. Introduction 2 4. Meeting Policy Standard 2 5. Further information 3 Version control 1.0 March 2009 Original guidelines issued 1.1 June 2013 Guidelines rebrand and reissued Employee Human Rights policy standard Version 1.1 June 2013

3 We are currently reviewing our guidelines and policy standards in line with Net Positive and will issue updates over the next year. 1. Purpose As a leading home improvement retail group in Europe and Asia, it is Kingfisher s duty to ensure that it protects the human rights of all employees within the Group. Kingfisher also recognises the significant human rights issues within the supply chain and our responsibility to work with suppliers and partners to protect the human rights of workers within factories. Kingfisher s Equal Opportunities Policy exists to ensure that unfair treatment of any kind is prevented and that employees act honestly and with integrity and respect colleagues. Also to ensure that appointments, treatment and advancement of employees are free from discrimination, in line with our commitment to equality of opportunity and maintaining a culture of diversity. This Policy Standard provides Kingfisher and its Operating Companies with further detail of required standards and further information on other related policy and guidance to enable compliance with Kingfisher s Equal Opportunities Policy. 1 Employee Human Rights policy standard Version 1.1 June 2013

4 2. Aim To protect the human rights of all employees across the Kingfisher Group, regardless of where they work and any lack or laws/enforcement of laws to protect human rights. To respect and implement across the Kingfisher Group the international laws, in particular the United Nation s Universal Declaration of Human Rights and the International Labour Organisation (ILO) conventions and the UN Global Compact principles 3. Introduction Human Rights are fundamental principles which allow the individual freedom to lead a dignified and independent life, free from abuse and violations. They are based on rules of human behaviour, common across diverse cultures. Where human rights are not adhered to, this can have a significant impact on the performance of employees, as well as our business. The link between human rights, Kingfisher and its operating companies goes further than meeting legal requirements, and consideration is needed on how we treat our employees in the complex environment in which our business operates, including countries where there is a lack of local law or enforcement. 4. Meeting Policy Standards In line with our Equal Opportunities Policy to ensure that all employees are treated, fairly and equally. Supporting and respecting the protection of internationally proclaimed human rights, making sure we are not complicit in human rights abuses: All employees are fairly treated including written contract of employment and agreed terms and conditions; consideration to health and well-being through reasonable breaks, access to sanitary and rest facilities and holiday leave according to the legislation of the country of operation. There is no discrimination in recruitment, promotion or employment conditions on any grounds. Wages and benefits comply with local law (or are in line with industry norms, where these are higher than the legal minimum wage). Only employ workers who meet the local minimum age. Where this is less than 15, or where there is no legal minimum age, workers should not be less than 15 years old. Overtime is voluntary and hours comply with the limit and regulations set by local law. All disciplinary rules are written and communicated to employees, and that there is a formal grievance procedure. Employees are not subject to forced, bonded or involuntary labour. We recognise the right and freedom of choice of our employees anywhere in Kingfisher around the world to belong or not to belong a recognised trade union without pressure or influence from the business and where a specific recognition agreement is in place, to bargain collectively where this is allowed within national law. 2 Employee Human Rights policy standard Version 1.1 June 2013

5 5. Further information Employee Human Rights is covered in a number of other policy and good practice areas which are regularly reviewed, as well as within Kingfisher Operating Companies Employee Handbooks, including: Equal Opportunities Policy Employee Resourcing Policy Sustainability Strategy ( Our People ) Steps to Responsible Growth Health & Safety Policy Standard Kingfisher Code of Conduct for ethical business practice Kingfisher Code of Conduct for factory working conditions Kingfisher Guidelines on Underage Workers Kingfisher Handbook for Factories Guide to Chinese Workplace Laws and Regulations (specific to China) Guide to Indian Workplace Laws and Regulations (specific to India) 3 Employee Human Rights policy standard Version 1.1 June 2013

6 Net Positive is a new approach to doing business. To succeed, business must do more than minimise its negative impact it must be designed to have a positive impact on the world. Further information please contact Christina Allen, Net Positive, Kingfisher plc Christina.Allen@kingfisher.com Design: Martin Lock Associates ( Kingfisher plc 3 Sheldon Square, Paddington, London W2 6PX +44 (0) Kingfisher plc 2013

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