Human Rights Policy

Introduction and Purpose

Unique is committed to respecting and promoting human rights in all aspects of our business operations and relationships. This Human Rights Policy formalizes our commitment to upholding internationally recognized human rights standards and providing clear guidance on our approach to preventing, identifying, and addressing human rights impacts within our sphere of influence.

This policy complements our Code of Conduct and other relevant company policies. It establishes a framework for embedding human rights considerations into our business practices, decision-making processes, and stakeholder relationships.

Scope and Application

This policy applies to all Unique employees, contractors, and business partners across all locations and operations. We also expect our suppliers, vendors, and other business partners to uphold the principles outlined in this policy.

Our Human Rights Commitments

Unique recognizes and respects all internationally proclaimed human rights as expressed in:

• The Universal Declaration of Human Rights (UDHR)
• The International Labour Organization's (ILO) Declaration on Fundamental Principles and Rights at Work
• The UN Guiding Principles on Business and Human Rights
• The UN Convention on the Rights of Persons with Disabilities

We are committed to:

• Non-discrimination: Providing equal opportunities regardless of gender, nationality, age, religion, disability, sexual orientation, or other protected characteristics.
• Fair working conditions: Ensuring reasonable working hours, fair compensation, and a safe, healthy work environment.
• Freedom from harassment: Maintaining a workplace free from psychological harassment, bullying, or any form of intimidation.
• Privacy protection: Safeguarding personal data and respecting privacy rights of employees and customers.
• Digital rights: Implementing technology solutions that respect privacy, security, and access to information.
• Inclusive accommodation: Providing reasonable accommodations for employees with disabilities.
• Supply chain responsibility: Working with suppliers who demonstrate respect for human rights.

Human Rights Due Diligence

Unique conducts regular human rights due diligence to identify, prevent, mitigate, and account for potential adverse human rights impacts. Our due diligence process includes:

• Regular assessments of our workplace environment against international human rights standards
• Evaluation of potential human rights impacts in new business activities, relationships, or locations
• Documentation of recruitment processes to ensure non-discrimination
• Supplier assessment and monitoring
• Regular review of human rights considerations by senior leadership

Human Rights Violations

Unique recognizes the following as human rights violations, though this list is not exhaustive:

• Workplace Discrimination
• Privacy Violations
• Excessive Working Hours
• Psychological Harassment
• Inequitable Pay Practices
• Supplier Labor Issues
• Digital Rights Violations
• Barriers to Reasonable Accommodation
• Child Labor
• Human Trafficking

Reporting Mechanisms

We encourage the reporting of human rights concerns through multiple channels:

1. Direct Reporting: Employees can report concerns to their direct manager, the People & Culture department, or a member of the senior leadership team.
2. Anonymous Reporting: Concerns can be reported anonymously through [specify your company's anonymous reporting channel].
3. Non-Retaliation: [Company] strictly prohibits retaliation against any individual who reports a human rights concern in good faith.

Remediation

When human rights impacts are identified, Unique is committed to providing appropriate remediation through legitimate processes. Our remediation approach includes:

• Thorough investigation of reported concerns
• Implementation of corrective actions
• Monitoring effectiveness of remediation efforts
• Documentation of actions taken
• Integration of lessons learned into policies and procedures
• Legal actions if necessary

Governance and Implementation

Oversight of this Human Rights Policy rests with People & Culture alongside Compliance. The People & Culture department is responsible for the day-to-day implementation of this policy, including:

• Collecting and preserving relevant documentation
• Responding to reported concerns
• Conducting regular assessments
• Providing training and awareness programs
• Reporting on human rights performance

Review and Continuous Improvement

This Human Rights Policy will be reviewed annually to ensure its continued relevance and effectiveness. Updates will reflect:

• Evolving human rights standards and best practices
• Feedback from stakeholders
• Lessons learned from human rights assessments and remediation efforts
• Changes in our business operations or relationships