Statement Against Forced Labour and Child Labour

This statement is intended to maintain an equal and respectful working environment for every employee, ensuring that employees are not treated improperly due to their race, religion, age, disability, name, marital status, pregnancy, or social tendencies. Meanwhile, our company will take all the necessary protective actions to ensure the safety, health, education, and development of children and the young.  

8 Star Energy Pty Ltd adheres to the principles as set out in the Energizer Holdings Inc. Corporate Social Policy as published on the 9th of March 2022. The General Principles are set forthwith below:  

“Energizer is committed to promoting human and labor rights and ensuring the health, safety and wellbeing of workers throughout its global supply chain in accordance with the principles expressed in 1) the United Nations Universal Declaration of Human Rights, the United Nations Guiding Principles for Business and Human Rights (UNGP), 2) the European Human Rights Convention, 3) the Organization for Economic Co-operation and Development (OECD) Guidelines for Multinational Enterprises, 4) the International Covenant on Economic, Social and Cultural Rights, 5) the International Covenant on Civil and Political Rights, and 5) the International Labor Organizations' Declaration on Fundamental Principles and Rights at Work. We strive to comply with all applicable laws, rules, and regulations (“Laws”) in every location where we operate. Any entity working for or doing business with Energizer must comply with the Policy and all applicable laws as well.” 

8 Star Energy Pty Ltd hereby declares that our company resolutely supports respect for human rights, labour rights, occupational health, safety and wellbeing, training of or staff members to comply with this statement and our policies, and the continuous oversight and monitoring the adherence to this policy.  

Therefore, 8 Star Energy is committed to upholding the following: 

• Respect for Human Rights 

• Prohibiting the use of Child labour in its own operations and supply chains. Child labour refers to labourers under the age of 16. 

• Force labour practices using threatened punishment, prison, indentured, forcing anyone to perform all labour or services that are not voluntary. Forced labour includes the following behaviours: restricting personal movement; withholding wages or personal documents to force workers to continue working or trapping workers into deceptive debts and are unable to escape. 

• Minority rights are protected. 

• Right to water 

• Security 

• Supports the industry-wide goal of identifying, reducing and hopefully eliminating the use of 3TG conflict minerals and cobalt originating from the DRC and surrounding countries to the extent believed to be financing or benefiting groups committing human rights violations. 

• Labour Rights 

• Valuing Diversity, Inclusion and Belonging. 

• Providing a respectful workplace, free of harassment, bullying, discrimination and violence. 

• Wages, Benefits and Well-Being are adhered to for the local areas. 

• Working Hours and Time-Off are in line with applicable laws and regulations for the local areas. 

• Respecting the rights and dignity of domestic and international migrant workers and seeks to ensure they are treated and compensated fairly and without discrimination. The company also expects its suppliers and partners to uphold to the same standard. 

• Occupational Health, Safety and Wellbeing 

• Provide for a safe and healthy workplace. 

• Promote the Wellbeing of colleagues and workers. 

Supervision and complaints 

• 8 Star Energy Pty. Ltd. and Energizer Holdings Inc requires are manufacturers and their premises of business from which product will be manufactured and assembled to undergo a factory and social audit conducted by a reputable arm’s length third party and for any items identified to be part of a corrective action plan set out with remedy and dates for completion. These audits will be current and have a date of assessment no longer than 2 years from the current date. 

• Once the company receives or witness of any incidents of forced or employed child labour in the company, the incident will be immediately reported to the management staff. Apart from receiving oral reports, the company also encourages employees to report incidents of forced or employed child labour in writing or email. To facilitate investigation and evidence collection; employees can also put complaints reports into the anonymous suggestion box. 

• The company promptly investigates all incidents of forced or employed child labour in a prudent and confidential manner. The investigation usually includes interviews and statements of employees and other personnel. The purpose of the investigation is to confirm whether there is any coercion or child labour and what measures must be taken to resolve the issue. The company's personnel involved in handling the complaint/incident will be able to understand the complainant's statement and handle the matter under the premise of confidentiality. 

• Once a forced incident does occur in the company, the enforcer will be punished as deemed appropriate by the company. These measures include persuasion, warning, transfer, suspension, dismissal, etc. Employees who report truthfully and those who cooperate with the investigation will not be retaliated against, and the results will be disclosed after the case is closed. 

• For the complainant, the company takes all necessary confidentiality measures, and all retaliation against the complainant are against the company's system and illegal. 

8 Star Energy Pty. Ltd.  1st of January 2022.