2.0 SCOPE

This Policy provides our employees with an overview of Dufu’s commitment to respect Human Rights. The objective is to support and enable employees at all levels in Dufu to act in line with our values, rules and expectations.

The policy applies to all operations within the direct control of the Company, including suppliers, agents and subcontractors acting on our behalf and we shall work towards implementing the policy appropriately in our supply chain.

3.0 POLICY STATEMENT

Our written policy is aimed to:
i) Attain the highest standard of employment practice in compliance with the enacted laws;
ii) Uphold the culture and principles of equal opportunities in employment; and
iii) Create a working environment where every member of our team is treated fairly and without fear of reprisal, intimidation or harassment.

4.0 PRINCIPLES

We are guided and governed by our commitment to:

Freely Chosen Employment
We do not use forced, bonded (including debt bondage), indentured or involuntary prison labour. Neither, do we exploit persons working for us by means of slavery or trafficking by means of threat, coercion or fraud. At Dufu, our terms of employment are voluntary and workers are free to leave anytime or terminate their employment upon reasonable notice under the terms of their labour contracts.

Young Workers
Child labour is not to be used in any stage of business processes as we strictly adhere to the various restrictions on the employment of child labour imposed by both the local and international regulations.

Working Hours
Workweeks are not to exceed the maximum set by local law. We encourage reasonable working hours including overtime, except in emergency or unusual situations. However, overtime is voluntary and employees are paid in accordance with statutory order.

Wages and Benefits
Compensation and benefits paid to employees shall comply with all applicable wage laws, including those relating to minimum wages, overtime hours and legally mandated benefits. We do not impose wage deduction as a disciplinary measure.

Humane Treatment
Across our organisation, we have embedded a culture of no harsh and inhumane treatment including any sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse of workers; nor is there to be the threat of any such treatment.

Non-Discrimination
Dufu embrace a workforce free of harassment and unlawful discrimination such as race, colour, age, gender, sexual orientation, ethnicity, disability, pregnancy, religion, political affiliation, union membership or marital status in hiring and employment practices such as promotions, rewards, and access to training. Hiring and remuneration is determined with reference to job related factors such as performance, qualifications and experience. In addition, employees are not subjected to medical tests that could be used in a discriminatory way. We accommodate workers religious practices disregarding their race and religion as we understand and respect each individual’s faith by taking extra steps to provide space, time, and flexibility to allow employees to meet their religious obligations.

Freedom of Association
We respect the rights of workers to associate freely, seek representation, and join workers’ councils in accordance with local laws. We adopt open communication and direct engagement between workers and Management as we believe they are the most effective ways to resolve workplace and compensation issues. Our doors are always open for employees to communicate and share grievances with Management regarding working conditions and Management practices without fear of reprisal, intimidation or harassment.

Safe and secure workplace
We are dedicated to maintaining a safe and productive workplace by minimizing the incidence of occupational injury and illness through occupational safety and emergency preparedness.

Intern Program
We provide internship opportunities to college/ polytechnic/ university students. This program provides interns an opportunity to undergo supervised practical development and gain real-world experiential learning that compliments their education. Nevertheless, Dufu does not hire student workers other than those that meet the criteria for the intern program.

Privacy/Data Protection
We respect the confidentiality of our employees’ personal information and treat all personal data with integrity.

Community Rights
We recognise and respect the legal and customary rights of local communities and indigenous people, as well as the need to protect the basic human rights of marginalised groups, including refugees and persons of different abilities. We treat and assess fairly the employment of under-privileged groups, including those from deprived backgrounds, having poor social status and with no formal education and qualification.

Children Rights
We respects children’s rights and seeks to uphold, preserve and promote them wherever possible. Dufu aims to support children’s access to education and information by working and collaborating with appropriate organisations to respect and support children’s rights in a manner which is consistent with the role of business and reflects the Company’s core values.

5.0 OVERSIGHT RESPONSIBILITY AND RESOURCES TO ENSURE RESPECT FOR HUMAN RIGHTS

All Dufu employees and business partners are individually responsible for reading, understanding and complying with this Policy. Each employee is responsible for acting in accordance with this Policy. Department managers are responsible for making sure each team member has access to this Policy. Each Dufu business function is responsible for preventing activities that violate Human Rights and the principles of this policy.

The Human Resource Department shall be responsible for the day-to-day activities to ensure that the principles of the Company’s Human Rights Policy are applied accordingly. The Risk Management and Sustainability Committee with the assistance of EHS Manager shall ensure adequate resources has been allocated and review the adequacy of this Policy on a regular basis and may from time to time recommend the proposed changes to the Board as it deems appropriate to reflect best practices and new legal or regulatory requirements.

The Human Resource Department is required to proactively assess the Company’s human rights impacts on an ongoing basis as part of its core business processes. Such assessment is part of the Group’s continual improvement which is driven by evaluating the impact of the business and its set of targets. The standard operating actions plan are to be put in place to avoid, prevent and mitigate human rights issues.

6.0 TRANING AND COMMUNICATION

Our human rights policy is summarised in the Code of Conduct. All our employees including new recruits and business partners review and receive annual awareness briefings on this code as part of their training on human rights policy.

7.0 GRIEVANCE MECHANISMS

Any Dufu employee who suspects violations of this Policy is expected to speak up and raise the issue to their Departmental manager or Human Resources. If the offense is more serious, the employee or any external stakeholders may raise their concern via whistleblower protection policy. At Dufu, we do not accept any form of retaliation against someone who speaks up, expressing concerns or opinions in line with Dufu’s Non-Retaliation Policy. Dufu is committed to guarantee confidentiality of the internal or external stakeholders and to remedy affected parties where it has been identified that it has caused or contributed to human rights impacts. All Dufu’s managers and Human Resource Personnel are trained to handle reports or instances of bullying or harassment.

8.0 AMENDMENT

The original language of this Policy is English and where applicable, its available in multiple languages if required for able understanding.

The Human Rights Policy has been adopted by the Board on 1 November 2022.