Guidelines for Suppliers – Russeservice AS

Russeservice AS strives towards responsible business conduct that respects people, society and the environment. These guidelines for suppliers have been developed as a complement to our Policy for Responsible Business Conduct. To achieve responsible business conduct we wish to work in close partnership with our suppliers and business partners. Russeservice AS considers collaboration to be a prerequisite for responsible business conduct, and key to the achievement of the UN Sustainable Development Goals.

Requirements – own business

Our policy for responsible business conduct forms the basis for our sustainability work, including in our supply chain. We seek to improve our policy and practice where relevant.

Our suppliers and partners can expect from Russeservice AS that our purchasing practices strengthen, and do not undermine, their opportunity to deliver on our requirements related to people, society and the environment. We always seek collaboration in order to achieve responsible business conduct. However, we will end business relationships or other forms of collaboration if our supplier or partner does not meet our expectations for responsible business conduct.

We are committed to responsible and ethical business practices throughout our value chain. If anyone has information about irregularities, unacceptable working conditions, or other concerning issues related to our production, we encourage you to contact us confidentially via our whistleblowing email: post@russ.no
All reports will be taken seriously and followed up in accordance with our ethical guidelines.

Requirements – conditions in the supply chain

Russeservice AS expect our suppliers and partners to work focused and systematically to comply with our Guidelines for Suppliers, hereunder our Code of Conduct, that covers fundamental requirements on human rights, labour rights, anti-corruption, animal welfare and the environment. Our suppliers shall:

• Follow our guidelines for suppliers, hereunder the code of conduct.
• Conduct due diligence for responsible business conduct. This involves; conducting risk assessments to identify potential negative impact on people, society and the environment and to stop, prevent and reduce such impact. The measures put in place must be monitored and their effect evaluated. The measures taken must be communicated to those affected by your actions. If the supplier is responsible for the negative impact/damage, they are responsible for providing remedy.
• Show willingness and ability to continuous improvement for people, society and the environment through collaboration.
• At the request of Russeservice AS, the supplier must be able to document how they – and any potential subcontractors – work to comply with the guidelines. This may be done through follow-up meetings and/or assessments of working conditions at the production site. If Russeservice AS wishes to assess subcontractors in relation to compliance with the guidelines, the supplier is obliged to allow such an assessment and to provide names and contact information of the relevant parties.
• If the supplier, after several requests by Russeservice AS, does not show the willingness or ability to comply with the guidelines for suppliers, the contract may be cancelled.
• Have a system in place to manage complaints related to human rights, labour rights, the environment and corruption.
• Avoid trading with partners that have activities in countries where a trade boycott is imposed by the UN and/or Norwegian Government authorities.

Expected follow-up and guidance by Russeservice AS

At the request of Russeservice AS the supplier must be able to document how they, and any potential subcontractors, work to comply with the Guidelines for Suppliers. This may be done through follow-up meetings and/or mapping of conditions in the supply chain. Should Russeservice AS request an assessment of subcontractors’ compliance with the Guidelines, the supplier is required to provide the name and contact details of subcontractors.

Principles for sustainable business conduct (Code of Conduct)

These principles for responsible business conduct are based on UN and ILO conventions and provide minimum, not maximum standards. The relevant legal framework at the place of production shall be respected. Where national laws and regulations address the same subjects as these guidelines, the most stringent shall apply.

1. Forced and compulsory labour (ILO Conventions Nos. 29 and 105)

1.1. There shall be no forced, bonded or involuntary prison labour.
1.2. Workers shall not be required to lodge deposits or identity papers with their employer and shall be free to leave their employer after reasonable notice.

2. Freedom of Association and the Right to Collective Bargaining (ILO Conventions Nos. 87, 98, 135 and 154)

2.1. Workers, without distinction, shall have the right to join or form trade unions of their own choosing and to bargain collectively. The employer shall not interfere with, obstruct, the formation of unions or collective bargaining.
2.2 Workers’ representatives shall not be discriminated and shall have access to carry out their representative functions in the workplace.
2.3 Where the right to freedom of association and/or collective bargaining is restricted under law, the employer shall facilitate, and not hinder, the development of alternative forms of independent and free workers representation and negotiations.

3. Child Labour (UN Convention on the Rights of the Child, ILO Conventions Nos. 138, 182 and 79, and ILO Recommendation No. 146)

3.1. The minimum age for workers shall not be less than 15 and comply with the national minimum age for employment, or; the age of completion of compulsory education, whichever of these is higher. If local minimum is set at 14 years in accordance with developing country exceptions under ILO Convention 138, this lower age may apply.
3.3. There shall be no recruitment of child labour defined as any work performed by a child younger than the age(s) specified above.
3.4. No person under the age of 18 shall be engaged in labour that is hazardous to their health, safety or morals, including night work.
3.5. Policies and procedures for remediation of child labour prohibited by ILO conventions no. 138 and 182, shall be established, documented, and communicated to personnel and other interested parties. Adequate support shall be provided to enable such children to attend and complete compulsory education.

4. Discrimination (ILO Conventions Nos. 100 and 111 and the UN Convention on Discrimination Against Women)

4.1. There shall be no discrimination at the workplace in hiring, compensation, access to training, promotion, termination or retirement based on ethnic background, caste, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
4.2. Measures shall be established to protect workers from sexually intrusive, threatening, insulting or exploitative behaviour, and from discrimination or termination of employment on unjustifiable grounds, e.g. marriage, pregnancy, parenthood or HIV status.

5. Harsh or Inhumane Treatment (UN Covenant on Civil and Political Rights, Art. 7)

5.1. Any act of torture or other cruel, inhuman or degrading treatment or punishment is an offence to human dignity and shall be condemned as a denial of the purposes of the Charter of the United Nations and as a violation of the human rights and fundamental freedoms proclaimed in the Universal Declaration of Human Rights. No State shall permit or tolerate torture or other cruel, inhuman or degrading treatment or punishment and they shall take effective measures to prevent such practices

6. Health and Safety (ILO Convention No. 155 and ILO Recommendation No. 164)

6.1. The working environment shall be safe and hygienic, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Hazardous chemicals and other substances shall be carefully managed. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in, the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
6.2. Workers shall receive regular and documented health and safety training, and such training shall be repeated for new or reassigned workers.
6.3. Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
6.4. Accommodation, where provided, shall be clean, safe and adequately ventilated, and shall have access to clean toilet facilities and potable water.

7. Wages (ILO Convention No. 131)

7.1. Wages and benefits paid for a standard working week shall as minimum meet national legal standards or industry benchmark standards, whichever is higher. Wages should always be enough to meet basic needs, including some discretionary income.
7.2. All workers shall be provided with a written and comprehensible contract outlining their wage conditions and method of payments before entering employment.
7.3. Deductions from wages as a disciplinary measure shall not be permitted.

8. Working Hours (ILO Convention No. 1 and 14)

8.1. Working hours shall comply with national laws and benchmark industry standards, and not more than prevailing international standards. Weekly working hours should not on a regular basis be more than 48 hours.
8.2. Workers shall be provided with at least one day off for every 7 day period
8.3. Overtime shall be limited and voluntary. Recommended maximum overtime is 12 hours per week, i.e. that the total working week including overtime shall not exceed 60 hours. Exceptions to this are accepted when regulated by a collective bargaining agreement.
8.4. Workers shall always receive overtime pay for all hours worked over and above the normal working hours (see 8.1 above), minimum in accordance with relevant legislation.

9. Regular Employment (ILO Convention No. 95, 158, 175, 177 and 181)

9.1. Obligations to employees under international conventions, national law and regulations concerning regular employment shall not be avoided through the use of short term contracting (such as contract labour, casual labour or day labour), sub-contractors or other labour relationships.
9.2. All workers are entitled to a contract of employment in a language they understand.
9.3. The duration and content of apprenticeship programmes shall be clearly defined.
9.4. Measures shall be taken to ensure that part-time workers receive the same protection as that accorded to comparable full-time workers in respect of aspects such as the right to organize, to bargain collectively, to act as workers’ representatives, occupational safety and health, and discrimination in employment and occupation.

10. Marginalized Populations (UN Covenant on Civil and Political Rights, art. 1 and 2)

10.1. With participation of the people concerned, governments shall have the responsibility for developing coordinated and systematic action to protect the rights of these people and to guarantee respect for their integrity. This includes ensuring that members of these peoples benefit on an equal footing from the rights and opportunities which national laws and regulations grant to other members of the population, promoting full realization of social, economic, and cultural rights of these people, and assisting them to eliminate socio-economic gaps that may exist between indigenous and other members of the national community.

11. Environment

11.1. Negative impact on the environment shall be reduced throughout the value chain. In line with the precautionary principle, measures shall be taken to continuously minimize greenhouse gas emissions and local pollution, the use of harmful chemicals, pesticides, and to ensure sustainable resource extraction and management of water, oceans, forest and land, and the conservation of biodiversity.
11.2. National and international environmental legislation and regulations shall be respected and relevant discharge permits obtained.

12. Corruption

12.1. Corruption in any form is not accepted, including bribery, extortion, kickbacks and improper private or professional benefits to customers, agents, contractors, suppliers or employees of any such party or government officials.

13. Animal welfare

13.1 Animal welfare shall be respected. Measures should be taken to minimize any negative impact on the welfare of livestock and working animals.
13.2 National and international animal welfare legislation and regulations shall be respected.

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《供应商指南》—— SKOLMAR 32 AS

经过 Skolmar 32 AS 董事会批准。上次修改日期 01.12.2022。

Skolmar 32 AS致力于践行对人类、社会和环境负责任的商业行为。本《供应商指南》的制定将 作为我们的《负责任商业行为政策》的补充。为了践行负责任商业行为，我们希望与我们的供 应商和业务合作伙伴开展密切合作。Skolmar 32 AS 认为合作是践行负责任商业行为的前提和实 现联合国可持续发展目标的关键。

要求——我们的业务——Skolmar 32 AS

我们的《负责任商业行为政策》是我们顺利开展可持续发展工作（包括我们的供应链）的基础 。我们会根据需要不断完善我们的政策和实践。您可以在此处查看关于我们可持续发展工作的 更多信息。
我们的供应商和合作伙伴期待Skolmar 32 A强采购实践，而非减少他们践行与人、社会和环境 相关要求的机会。Skolmar 32 AS总是寻求开展负责任商业行为的合作。然而，如果我们的供应 商或合作伙伴不能满足我们对其践行负责任商业行为的期待，我们将终止与他们的业务合作关 系或其他形式的合作。

要求——供应链情况

我们希望我们的供应商和合作伙伴能够专注且系统地遵循我们的《供应商指南》（即我们的《 行为准则》），该指南涵盖了关于人权、劳工权利、反腐败、动物福利和环境方面的基本要求 。我们的供应商应：

• 遵循我们的《供应商指南》，即本《行为准则》。
• 就负责任商业行为开展尽职调查。这包括：开展风险评估以确定对人类、社会和环境 是否造成潜在负面影响，以及阻止、预防和减少此类影响。必须监测这些措施落实到 位以及评估其实施效果。必须将采取的措施传达给受您行为影响的当事方。如果供应 商承担负面影响/损失的责任，则他们也应提供补救措施。¹
• 愿意和能够通过合作为人类、社会和环境做出持续改善。
• 应 Skolmar 32 AS的要求，能够以文件形式记录他们与潜在分包商如何遵循本指南。
• 如果Skolmar 32 AS多次要求后，供应商依然不愿意或不能遵循《供应商指南》，则合同 可能被撤销。
• 建立适当制度，处理与人权、劳工权利、环境和腐败相关的投诉。
• 避免与在受到联合国和/或挪威政府当局实施贸易制裁的国家开展活动的合作伙伴进行 交易。

¹OECD，《负责任商业行为尽职调查指南》，2018 年。

Skolmar 32 AS的预期跟进和指南

应Skolmar 32 AS的要求，供应商必须能够以文件形式记录他们和任何潜在分包商如何遵循本《 供应商指南》。这可以通过跟进会议和/或绘制供应链情况来进行。如果Skolmar 32 AS要求对分 包商遵循指南的情况进行评估，供应商需要提供分包商的名称和联系方式。

负责任商业行为原则（《行为准则》）

《负责任商业行为原则》基于联合国和国际劳工组织 (ILO) 公约的最低标准（非最高标准）进 行制定。应尊重生产地的相关法律法规。若国家法律法规中涵盖了与本指南中相同的主题，应 以最严格的条文为准。

1.强迫和强制劳动（ILO 第 29 号和 105 号公约）

1.1.不得雇佣被强迫、受束缚或非自愿的狱中劳工。
1.2.雇员不应被要求向雇主交纳押金或身份文件，并可在合理通知后自由离开雇主。

2.结社自由和集体谈判权（ILO 第 87 号、第 98号、第 135 号和第 154 号公约）

2.1.所有雇员均有权按照自己的选择参加或组织工会，以及进行集体谈判。雇员不得干预、阻 止工会的成立或拒绝与工会进行集体谈判。
2.2 工人代表不得受到歧视，并可以在工作场所行使其代表职能。
2.3 在自由结社和集体谈判的权力受法律限制的地方，雇主要促进而不是防碍建立独立自由的 结社和集体谈判的类似形式。

3.童工（联合国《儿童权利公约》、ILO 第 138 号、第 182 号和第 79 号公约以及 ILO 第 146 号 建议）

3.1.劳动者的最低年龄不得低于 15 岁，应遵从国家最低就业年龄，或者，完成义务教育的年龄 ，以较高年龄为准。如果根据 ILO 第 138 号公约的发展中国家例外规定，当地最低劳工年龄定 为 14 岁，则可适用此较低年龄。
3.3.不得招募低于上述规定年龄的儿童劳工从事任何形式的工作。
3.4.未满 18 岁的劳动者不得从事危害其健康、安全或道德的工作，包括夜间工作。
3.5.应就违反 ILO 第 138 号和第 182 号公约的童工雇佣情况制定补救政策和计划。政策和计划必 须形成文件并传达给相关工作人员和其他利益相关者。应提供充分的支持，使此类儿童有机会 接受教育以及完成义务教育。

4.歧视（ILO 第 100 号和第 111 号公约，联合国《消除对妇女一切形式歧视公约》）

4.1.不得在工作场基于种族背景、社会阶层、宗教信仰、年龄、残疾、性别、婚姻状况、性取 向、所属工会和所属政党在聘用、薪酬、培训、晋升、解职或退休方面对任何人进行歧视。
4.2.应制定措施保护劳动者免受到性侵犯、威胁、侮辱或剥削、歧视或不正当地因婚姻、怀孕 、父母身份或艾滋状况终止雇佣关系。

5.苛刻或不人道待遇（联合国《公民权利和政治权利国际公约》第 7 条）

5.1.禁止虐待或体罚，或以人身虐待相威胁、性骚扰或其它骚扰以及恶语或其它形式的恐吓。

6.健康和安全（ILO 第 155 号公约和 ILO 第 164 号建议）

6.1.雇主须提供安全卫生的工作环境，并熟知关于其自身行业和任何特殊危险的主要安全知识 。必须妥善管理危险化学品和其他物质。雇主须采取足够的措施防止因工作引起的与工作有关 的或在工作中发生的各种事故及健康危害事件的发生，尽可能合理可行地减少工作环境中固有 的各种危险因素。
6.2.雇员应定期接受健康和安全培训，培训应记录存档。此类培训还应对新雇员或岗位有调动 的雇员重复进行。
6.3.要为雇员提供清洁的厕所设施和饮用水，在可能的情况下，还要提供存放食品的卫生设备 。
6.4.提供的住宿设施必须清洁、卫生和有足够的通风，配有清洁的厕所设施和饮用水。

7.工资（ILO 第 131 号公约）

7.1.每个标准工作周所付的工资和福利至少要达到国家法定的最低标准或行业规定的标准，以 最高要求为准。工资应足够满足基本需求，包括可随意支配的收入。
7.2.所有工人在入职前应有详细的书面合同，清楚说明有关工资条件及支付方式。
7.3.不允许扣除薪水作为惩罚措施。

8.工作时间（ILO 第 1 号和第 14 号公约）

8.1.工时必须符合国家法律规定及业内参考标准，且不得超过国际现行的工时标准。建议雇员 每周的工作时间不超过 48 小时（每天 8 小时）。
8.2.工人必须每 7 天至少休息一天。
8.3.应限制加班时数且加班为自愿的。每周加班不得超过 12 小时，即每周 60 小时的总工作时 间。如果集体谈判协议中有具体规定，则可以接受此例外情况。
8.4.工人的加班工作须得到加班费补偿（见上文第 8.1 节），最低应按相关法定标准进行支付。

9.正规就业（ILO 第 95 号、第 158 号、第 175 号和第 181 号公约）

9.1.不应以使用短期合同关系（如合同工、临时工或日工）、分包商或其它劳工关系来回避国 际公约、国家法律法规中关于正规就业应负担的责任。
9.2.所有员工都有权以他们理解的语言签订合同。
9.3.学徒计划必须明确界定期限和内容。

10.边缘化人口（联合国《公民权利和政治权利国际公约》第 1 条和第 2 条）

10.1.产品原材料的生产和使用不能对边缘化人群的资源和收入造成破坏和/或损坏，如大量征 用他们赖以生存的土地、水资源或其它自然资源。

11.环境

11.1.在整个价值链中减少对环境的负面影响。根据预防原则，应采取措施不断减少温室气体的 排放和当地污染、有害化学品和农药的使用，并确保以可持续方式利用资源和管理水资源、海 洋、森林和土地，以及保护生物多样性。
11.2.必须遵守国家和国际环境法律法规，并且必须获得相关的排放许可证。

12.腐败

12.1.所有形式的腐败均是不可接受的，包括向客户、代理商、承包商、供应商或任何此类当事 方或政府官员的雇员提供贿赂、勒索、回扣和不正当的私人或专业利益。

13.动物福利

13.1 应尊重动物的权利。应采取措施尽可能减少对牲畜和役用动物福利的任何负面影响。
13.2 应遵守国家和国际动物福利法律法规。