Human Rights and Labor Policy

The Casais Group is committed to supporting, respecting, and protecting human and labor rights, and to ensuring that it does not contribute to any form of abuse or violation of these rights in relation to its employees, suppliers, partners, customers, and other stakeholders, across all its activities, business areas, and geographic regions where it operates.

The principles and standards by which it is governed are internationally recognized and serve as benchmarks, in particular:

• The International Bill of Human Rights, which includes the United Nations Universal Declaration of Human Rights (1948), the International Covenant on Civil and Political Rights (1966), and the International Covenant on Economic, Social, and Cultural Rights (1966);
• Conventions of the International Labor Organization (ILO) on fundamental principles and rights at work;
• United Nations Guiding Principles on Business and Human Rights;
• OECD Guidelines for Multinational Enterprises.

The Human Rights and Labor Policy establishes principles of respect for human rights and labor rights as set forth in the following documents:

 

Effective Date and Revisions

This Policy takes effect on the date of its approval and remains in effect for an indefinite period; it will be updated or revised by resolution of the Board of Directors. It is available for review by all recipients on the IT platforms (Internet and intranet).

 

Principles

The principles that guide the Group are:

Elimination of all forms of forced or compulsory labor

We will not support, promote, or use forced, slave, or involuntary labor, nor will we engage in human trafficking of any kind. We will not use force, abuse, threats, or any other form of physical coercion or harassment.

Comply with the provisions of the ILO Conventions (No. 29 on Forced Labor, 1948, and No. 105 on the Abolition of Forced Labor, 1951) or with local legislation, when such legislation is more comprehensive than international guidelines.

Effective Abolition of Child Labor

Ensure that employees and all individuals with contractual ties to any Group company do not use child labor and comply with all applicable laws regarding child labor. Comply with local laws regarding the minimum age for employment and neither participate in nor support any form of child labor, directly or indirectly. Align its policy with the ILO Conventions, in particular No. 138 concerning the Minimum Age for Admission to Employment, 1973, and No. 182 concerning the Worst Forms of Child Labor, 1999.

Elimination of Discrimination in Employment and Occupation

Adhere to a principle of non-discrimination and a compensation model that ensures equitable pay and benefits, based on employees’ skills and their ability to contribute to the achievement of the Group’s objectives, as well as their training.

Comply with all applicable laws and regulations regarding wages and working hours, including those relating to minimum wages, overtime, and piece-rate pay; guarantee the benefits required by law; and comply with the provisions of ILO Conventions (No. 100 concerning Equal Remuneration, 1951, and No. 111 concerning Discrimination (Employment and Occupation), 1958).

Freedom of association and recognition of the right to collective bargaining

Ensure that employees have the right to join or form unions or works councils without facing discrimination or intimidation. Adhere to the principles of Convention No. 87 concerning Freedom of Association and Protection of the Right to Organize, 1948, and Convention No. 98 concerning the Right to Organize and Collective Bargaining, 1949.

Occupational Health and Safety

Promote a culture of occupational risk prevention, which is a fundamental element and an essential requirement for ensuring health and safety. Identify and adopt best practices and make resources available that contribute to improving occupational health and safety conditions, thereby promoting the prevention of injuries and health problems.

Eliminate hazards and minimize risks in the area of occupational safety and health management.

Comply with the principles of Convention No. 155 concerning Occupational Safety and Health and the Working Environment, 1981; Convention No. 187 concerning the Framework for the Promotion of Occupational Safety and Health, 2006; and the 2002 Protocol to the Convention concerning Occupational Safety and Health, 1981.

Inclusion and Non-Discrimination

To promote inclusion and respect for diversity within the company, ensuring that there is no discrimination of any kind against employees and stakeholders with whom the Group’s companies interact, all of whom must be treated equally.

We will not tolerate any form of harassment, discrimination, bullying, defamation, violence, or victimization based on race, ethnicity, color, nationality, social background, gender, gender identity, age, religion, disability, family status, sexual orientation, political ideology, or hierarchical power, among other factors.

 

Commitments

The Casais Group is committed to respecting and ensuring respect for all internationally recognized human and labor rights identified above. Commitments have been defined to implement the established principles:

• Promote respect for human rights among its employees, the communities where it operates, and other stakeholders by communicating its policies and commitments both internally and externally;
• Ensure that it will not be complicit in or an accomplice to abuses or violations of human and labor rights;
• Promote and emphasize the provisions of the Code of Business Ethics and Conduct among employees, suppliers, and business partners;
• Ensure that its employees and other stakeholders can freely report, through a specific and confidential channel established for this purpose, any instances of harassment, discrimination, or human rights violations, in particular discrimination based on gender, gender identity or expression, marital status, race, ethnicity, or nationality, disability, religion, sexual orientation, age, or social status;
• Identify risks related to human rights and labor rights by developing and updating, as necessary, a Risk and Impact Map for all of its activities and across all geographic areas;
• Monitor and manage identified potential and actual risks;
• Communicate and report transparently on its approach to human rights and labor rights, identifying risks and impacts, as well as the mitigation, compensation, and redress measures adopted;
• Work with its partners and suppliers to extend these same commitments to their respective supply chains and partnerships;
• Take into account not only national laws and regulations, but also local practices in the countries where it operates. In countries where national laws or regulations may conflict with the observance of human rights commitments and references, the more stringent standard shall be adopted.
• Formalize the global HR principles and gender indicators through an equality plan broken down by recruitment and selection policy, career management policy, development and training policy, and compensation and benefits policy.