Responsible Business Practices

kidlove is committed to ethical and responsible business practices. We conduct our business with respect to human rights and the environment and expect our business partners to share a similar belief.

As such, we require all our business partners (hereafter “Contract Party”) to observe and apply the below Code of Conduct, in accordance with the current local laws and practices.

kidlove’s Code of Conduct:

Compliance with Laws and Regulations: Contract Party must comply with all applicable laws and regulations, United Nations (UN) and International Labour Organization (ILO) Convention and Recommendations, including local and national codes, rules and regulations, applicable treaties and industry standards and adopt publicly available policies, endorsed by senior management, to achieve this Code of Conduct.

Compliance with kidlove’s Human Rights Policy: Contract Party must read and apply, at a minimum, the same level of Standards specified on kidlove’s Human Rights Policy when conducting their business.

Environmental Compliance: Contract Party must comply with all applicable environmental laws and regulations and is encouraged to introduce appropriate management and operating systems to minimize its impact to the environment. Contract party should only dispose waste substances in compliance with Applicable law and take steps to reduce the quantity of waste/emissions produced and energy/natural resources used. Additionally, Contract Party must ensure the efficiency of their business operations in terms of consumption of natural resources including but not limited to water and energy. Contract Party should minimize the use of chemicals and/or hazardous substances wherever possible.

Bribery and Facilitation Payment: Contract Party must act against any form of bribery, consider bribery risk, and have appropriate procedures to monitor such risk. Contract Party must facilitate the reporting of potential bribery, apply sanctions for bribery/attempted bribery and implement appropriate controls to oversee all payment facilitation. There should be no penalty for voicing a concern or declining to pay a bribe under any circumstances.

Money Laundering and Finance of Terrorism: Contract Party must maintain audited financial accounts and acknowledge the identity of all organizations the Contract Party deals with. Any transaction that is of international scope may be subject to more than one regulation.

Diamonds and Stones: Contract Party must adhere to the Kimberley Process and the World Diamond Council’s System of Warranties and must not knowingly buy or sell Conflict Diamonds. Contract Party must ensure its Employees are informed and trained about these restrictions. Any material mined in Myanmar or Russia and supplied to kidlove shall be clearly described and stated to kidlove.

Conflict Minerals: Contract Party must have a policy to reasonably assure any gold or silver materials does not directly or indirectly finance, or benefit armed groups causing serious human rights abuses. Contract Party must, to the best reasonable extent, ensure ethical sourcing and complete due diligence on the source and chain of custody of gold and silver, and make its due diligence measures available upon request.

Product Integrity: Contract Party must comply with any relevant and applicable trading standards legislation. Contract Party shall disclose all product physical characteristics properly, the product’s original sources wherever possible, and will not make any untruthful statement, representation or material omission. Contract Party shall disclose the fineness of gold and silver, apply the appropriate quality marks. Contract Party shall properly disclose the quality of diamonds and colored gemstones, including any treatments applied on these materials.

2. Human Rights Policy

It is the policy of kidlove and our subsidiaries and affiliated companies to foster an organizational culture with respects to human rights and seek to avoid complicity in human rights abuses, in alignment with the principles contained within the International Bill of Human Rights and the International Labour Organization’s (ILO)

Declaration on Fundamental Principles and Rights at Work.

This Policy applies to all employees of kidlove entities and locations worldwide and by extension, to subcontractors working at our sites or providing products and services to us. If any employee believes that someone is violating the Human Rights Policy or the law, they are asked to report it immediately to their manager, Human Resources, Company legal counsel or grievance contact channel Service@kidlove.shop.

kidlove’s Human Rights Principles:

Child Labor: kidlove prevents employment of children younger than fifteen (15) years of age. In case local laws specify a minimum working age higher than or impose mandatory education beyond the age of fifteen (15), the local laws shall apply. kidlove recognizes in particular the right of the child to be protected from economic exploitation and from performing any work that is likely to be hazardous or to interfere with the child’s education, or to be harmful to the child’s health or physical, mental, spiritual, moral or social development.

kidlove complies with all their local legal requirements for young workers, particularly those pertaining to hours of work, wages, health and safety and general working conditions.

Forced Labor: kidlove recognizes that the use of forced or involuntary labor and the restriction of employees’ freedom of movement are not permitted. Employees must be treated with dignity and respect, and any corporal punishment, threats of violence or other forms of physical, sexual, psychological, or verbal harassment must not be used against them. As for grievance procedures and investigation processes, they must be clear and clearly explained to all Employees.

Health and Safety: Workplace environment must comply with relevant applicable laws and industry standards to ensure a safe conduct of work. As such, kidlove provides employees with the best possible human health and safety working conditions. kidlove also ensures adequate and appropriate safety arrangements and hygienic conditions at the workplace. Employees must be appropriately trained as to safety and health measures. kidlove has appropriate procedures in place, including installing alarms, establishing emergency procedures and evacuation plans, to prevent accidents, and providing access to on-site health and medical facilities. Any serious incidents should be formally investigated and documented.

Gender and Racial Equality: kidlove recognizes the importance of gender and racial equality. Therefore, kidlove, with respect to substantial local practice and culture, acknowledges equality of genders and races, in particular the rights of men and women of all races to equal pay for equal work, equal employment opportunity, equal working conditions (including wage conditions) and equal professional development within the trade (including opportunities for promotion). kidlove also undertakes to seek to promote such rights.

kidlove shall not expose employees to any kind of discrimination in its hiring and employment practices.

Violence in the Workplace: kidlove deems it the responsibility of all employees to maintain the workplace free from threats and acts of violence. Supervisors and managers in all level are responsible for observing signs of their employees’ discomforts or grievances which may potentially stem from violence and encouraging the affected person to report any such incidents through Human Resource Department’s provided grievance channel. Non-exhaustive list of violence in the workplace includes:

• Causing physical injury to another person
• Making threatening remarks
• Acting out in aggressive or hostile manner that creates reasonable fear of injury to another person or subjects another individual to emotional distress
• Intentionally damaging employer property or property or another employee
• Possessing a weapon while on the workplace property or while on the workplace business
• Committing acts motivated by, or related to, sexual harassment or domestic violence

Working Conditions and Wage: kidlove compensates employees for services rendered or to be rendered by providing them wages (for which payments are made on a regular and pre-determined basis by bank transfer or in cash or cheque form in a manner and location convenient to employees), including overtime hours at such premium rates, maximum hours, piece rates and other elements of compensation. Wages shall not, as a minimum standard, be lesser than those specified by national laws or current industry standards, should the latter provide better conditions for the employees; and wages shall cover a decent living.

As such, kidlove lays down conditions of work and wage for its employees, including appropriate and legal daily and weekly working hours, overtime work and the legal number of days of paid annual holiday leave, and weekly rest (as being part of Employee’s Right). kidlove complies with applicable local laws and industry standards on working hours. kidlove does not, except in special circumstances or as permitted by local law, expect employees to work more than the lesser of:

• 48 hours per week for regular working hours (excluding overtime),
• The limits on regular hours allowed by local law.

Workers’ Right to Information and Consultation: kidlove acknowledges and consents its employees or their representatives are, at the appropriate levels, guaranteed information and consultation in good time in the cases and under the conditions provided for by current domestic laws and practices.

kidlove ensures its employees or their representatives the opportunity to be regularly and fully informed of the financial prospects of the company; Where employees’ interests would significantly be affected, including general terms of employment, information shall be given, and consultative bodies established as early as possible to ensure that proposals and viewpoints of the employees contribute to the management’s decision-making process.

kidlove’s employees have the opportunity to participate in relevant training programs to help them undertaking their respective functions.

Right to Collective Bargaining: kidlove recognizes employees’ right to associate, organize and bargain collectively in a lawful and peaceful manner, for the protection of their interests, without penalty or interference (as stated in the

article 23 of The Universal Declaration of Human Rights and in ILO Conventions No. 87 and 98). kidlove does not prevent collective bargaining and will adhere to collective bargaining agreements, where such agreements exist.

Security: The task of guaranteeing the security of our employees, assets, and facilities is developed with efficiency but also with total compliance with the laws and with respect to human rights. Security personnel must first try to resolve a security incident without using force. If this fails, they should only use the minimum force needed and offer help to anyone, including offenders, injured as a result. In the event of a product security incident, kidlove shall prioritize the safety of employees, visitors, and other relevant business partners over products.

This Policy is aligned with kidlove’s Code of Conduct, employee handbooks and company’s rules and regulations, which lay down a grievance mechanism for stakeholders to address and resolve issues or potential violations. Where we have identified that we have caused, contributed to or been linked with any adverse human rights impacts, we will take action to remediate the impacts through appropriate process.

This Policy and our Human Rights Due Diligence assessments shall be annually reviewed and endorsed by the senior management and may be updated from time to time as required.