Human Rights Policy

Introduction

At Dyade Lubricants, (hereafter mentioned as DYADE), we believe in treating all individuals with dignity, respect, and fairness. We are committed to upholding and promoting human rights throughout all of our operations and activities. Our Human Rights Policy is based on the fundamental principles of international human rights law, and it guides our conduct as we strive to create a positive impact on society and the world.

Human Rights Policy

1.1 Policy Statement

Respect for human rights is a fundamental value of company. We are committed to supporting, respecting, and protecting human rights in our relationships with our employees, suppliers, and business partners. 

POLICY INTENT 
Our goal is to support, respect and protect human rights—both in our own business activities and in our business relationships with other parties. We expect the same of its suppliers. This policy, combined with those referenced below that address human rights within their respective scopes, reflects our commitment to human rights and ongoing efforts to protect human rights through our operations. 

Child Labor 
We are committed to the abolition of child labor within its sphere of influence. To that end, DYADE, its employees, and its suppliers must prohibit the hiring of individuals that are under 18 years of age for positions in which hazardous work is required. 

Forced Labor 
DYADE must not use, be knowingly complicit in, or knowingly benefit from the use of forced or involuntary labor whether bonded, imprisoned, or indentured, including debt servitude and human trafficking. 

DYADE also specifically requires that all members of a supplier’s workforce understand the terms of their employment, and DYADE prohibits suppliers from withholding or destroying employee identity or immigration documents, passports or work permits. 

Fair Compensation 
DYADE must compensate employees equitably and competitively relative to the industry and labor market and in accordance with the terms of applicable collective bargaining agreements. DYADE must comply with applicable minimum wage, wage payment, work hours, overtime and benefits laws. 

Freedom of Association and Collective Bargaining 
DYADE, its employees, and its suppliers must ensure that the rights of eligible employees to choose whether to be a member of a trade union and to bargain collectively as permitted by the Act are not unlawfully interfered with or restricted. 

DYADE must pursue constructive relationships and bargain in good faith with labor unions that represent employees. 

Anti-Discrimination and Harassment 
DYADE is committed to a work environment free from discrimination, harassment, and retaliation, and to providing equal employment opportunities to all applicants and employees regardless of race, color, religion, gender, age, national origin, ethnicity, marital status, sexual orientation, gender identity or expression, disability, or military status. 

DYADE, its employees, and its suppliers strive to:

• Provide equal employment opportunities to all applicants and employees. 
• Maintain workplaces free from harassment or discrimination toward employees, applicants for employment, customers, or any other individuals who visit or conduct business with DYADE or its suppliers.
• Provide reasonable accommodations to a qualified employee or applicant with a disability, to a pregnant employee or applicant, or to an employee or applicant for their sincerely held religious beliefs or practices, where the reasonable accommodation would enable the employee or applicant to perform the essential functions of their job or to have an equal opportunity to be considered for a job. 

Diversity, Equity and Inclusion 
At DYADE, diversity, equity, and inclusion are fundamental values. Our commitment to human rights is reinforced by our diversity, equity, and inclusion practices because a diverse, equitable and inclusive culture values human rights and empowers our employees to protect human rights and report concerns. 

DYADE endeavors to reflect the diversity of the communities we serve and to cultivate a workplace that provides each employee with respect and the opportunity to grow and contribute at their greatest potential. DYADE is focused on supporting and expanding equitable opportunities for minority-, women-, disabled-, veteran/service-disabled veteran-, and LGBTQ-owned business enterprises. 

Safe and Healthy Workplace 
At DYADE, dedication to health and safety is a fundamental value; our efforts to ensure a healthy and safe workplace reinforce our commitment to human rights. DYADE, its employees, and its suppliers strive to: 

• Operate all aspects of business in a manner that protects the safety and health of employees, contractors, customers, and the general public. 
• Provide and use the resources needed to maintain safe and healthy workplaces. 
• Identify and take reasonable measures to eliminate or mitigate potential workplace hazards. 
• Provide safety information to all employees to educate, train, and protect them from workplace safety hazards. 
• Ensure all employees are trained and empowered to stop work anytime that unsafe conditions or behaviors are observed until the job can be completed safely. 
• Take action to prevent acts of violence, threats, and physical intimidation in the workplace. 

IMPLEMENTATION 

Transparency and Governance 
DYADE seeks to identify, manage, and prevent violations of this policy. Anyone can report a human rights concern through the options listed below: 

• Management
  • Leadership
  • Human Resources
  • Internal Audit

DYADE must take any report concerning human rights seriously, no matter how the report is received. Our procedures are designed to promptly review and resolve each issue, as well as routinely monitor and report as necessary. 

Should we identify adverse human rights impacts resulting from our business activities, DYADE is committed to the mitigation or fair and equitable remediation of those adverse impacts. DYADE must also seek to promote access to remediation where we are linked to those adverse impacts through our relationships with third parties. 

Effective human rights practices are contingent on employee awareness and execution. DYADE must conduct trainings and issue communications to build awareness of our values and business practices. 

DYADE CORPORATE POLICY REFERENCES 
Many of DYADE’s commitments to human rights as described in this policy are embedded into other relevant policies and statements, which are instrumental in managing our overall approach to human rights, including: 

• Staff Handbook
• Safety Policy
• ISO Manual