mila-ai4h/AIMS.au huggingface dataset:
[SID_252] Five of the largest contract finished goods manufacturers account for approximately 75% of our footwear production, with the two largest manufacturers accounting for approximately 20% each and three manufacturers accounting for approximately 15%, 10% and 10% individually
[SID_252] Raw materials for the manufacturing of our apparel, accessories, equipment, and footwear products are primarily sourced from Asia and are purchased directly by our contract manufacturers
[SID_252] In 2023, we maintained seven manufacturing liaison offices in six Asia Pacific countries
[SID_252] Our personnel in these offices monitor production at our contract manufacturers facilities
[SID_252] The physical location of our employees in these regional offices enhances our ability to monitor contract manufacturers for compliance with our policies, procedures and standards related to labor practices
[SID_252] Slavery and Human Trafficking Standards Our standards and compliance program as outlined in this statement is applied at a global level, including any business conducted in and products sold into Canada
[SID_252] CSC is committed to taking appropriate steps to help ensure that our products are manufactured in factories that operate with fair and safe working conditions and sustainable business practices
[SID_252] To demonstrate this
[SID_252] responsibility, we value and strive for long term partnerships with factories to monitor and ensure continuous improvement in alignment with our Standards of Manufacturing Practices (SMP) (aka Code of Conduct)
[SID_252] We require tier 1 factories to post our SMP in the factory workers local language so they understand their fair labor rights; an email address is provided at the bottom of the SMP poster for workers to lodge grievances and/or report violations of the SMP confidentially to us
[SID_252] The SMP includes a standard that addresses forced and child labor, where all suppliers are required to demonstrate that they do not use forced and child labor, whether in the form of prison, indentured, slave, bonded, trafficked or any other form of compulsory labor
[SID_252] CSC defines slavery and human trafficking as used by U.S
[SID_252] Department of State and the ILO: Human Trafficking: "any recruitment, harboring, transportation, provision, or obtaining of a person for labor services, through the use of force, fraud, or coercion for the purpose of subjection to involuntary servitude, peonage, debt bondage, or slavery." Slavery - Involuntary Servitude: "a condition of servitude induced by means of (A) any scheme, plan, or pattern intended to cause a person to believe that, if the person did not enter into or continue in such condition, that person or another person would suffer serious harm or physical restraint; or (B) the abuse or threatened abuse of the legal process." Child labor: is mentally, physically, socially or morally dangerous and harmful to children; and/or interferes with their schooling
[SID_252] Our Social Responsibility Manual for Manufacturing Partners serves as a central reference for our manufacturers to understand our Due Diligence process
[SID_252] This manual outlines expectations for conducting responsible business
[SID_252] It also explains how we monitor, seek to prevent, and communicate when adverse impacts are found in factories which go against our SMP, such as forced and child labor
[SID_252] We have a Foreign Migrant Worker Policy which our suppliers are required to abide by
[SID_252] This policy establishes a set of standards based upon ILO Core Conventions, internationally recognized principles, and industry best practices that we require our supplier partners to adhere to in order to offer the greatest protection to migrant workers who have traveled from another country to obtain employment
[SID_252] We also refer to this policy to address domestic migrant worker issues, where and when applicable
[SID_252] We have an internal procedure that guides our team in addressing any violations related to migrant workers
[SID_252] Risk Assessment and Internal Accountability We recognize our industrys supply chain has a risk of forced labor and child labor
[SID_252] We acknowledge the areas of risks in our sector, our specific production locations, including our raw material
[SID_252] sourcing, and the types of products we sell
[SID_252] To the best of our ability we seek to identify forced and child labor risks in all of these areas within our supply chain
[SID_252] We strive to continuously enhance our methodologies to do this
[SID_252] We continually assess the forced and child labor risks related to our apparel, footwear, accessories, and equipment supply chains, utilizing information received from industry associations, membership organizations, external experts and stakeholders to inform updates to our human rights strategy, policies, and procedures
[SID_252] At the supplier level, the performance grades from audits/assessments inform seasonal sourcing decisions, and an annual supply chain risk assessment report is provided to our Board of Directors, which includes a section on Forced Labor and Child Labor risks
[SID_252] Additionally, we recognize our industrys supply chain has a unique risk of human trafficking in the form of foreign migrant workers
[SID_252] To confirm our commitment and accountability to address this issue, we have signed on to the American Apparel and Footwear Association (AAFA) & Fair Labor Association (FLA) Apparel & Footwear Industry Commitment to Responsible Recruitment, which specifies: We commit to work with our global supply chain partners to create conditions so that: No workers pay for their job; Workers receive a timely refund of fees and costs paid to obtain or maintain their job; Workers retain control of their travel documents and have full freedom of movement; and All workers are informed, in a language they understand, of the basic terms of their employment before leaving their country of origin
[SID_252] Each of these requirements are outlined in detail in our Foreign Migrant Worker Policy, which our suppliers must abide by
[SID_252] In 2023, we actively participated in the Joint Association Forced Labor Working Group (AAFA, NRF, RILA, and USFIA), which meets to discuss how to combat forced labor in our supply chains and create sustainable solutions for the industry
[SID_252] We maintain and enforce internal accountability procedures for employees and contractors regarding company standards around slavery and human trafficking
[SID_252] In the case of non-compliance, we reserve the right to examine the specific situation and develop the best possible strategy for resolution
[SID_252] If cases of non-compliance are not resolved within a timely manner, we may terminate the business relationship
[SID_252] Certification and Auditing CSC requires all contract manufacturing partners to sign a supply agreement
[SID_252] Such an agreement requires that contract manufacturing partners have read and understand the Columbia Sportswear Company Standards of Manufacturing Practices (SMP) Policy
[SID_252] This policy ensures that our facilities and the facilities of its subcontractors are maintained in accordance with the SMP Policy standards, and will comply with all applicable laws, regulations, and orders regarding the use of forced labor, child labor, human slavery, human trafficking, wages, working hours and conditions, work eligibility and non-discrimination
[SID_252] CSC strives to comply with the UN Guiding Principles on Business and Human Rights (UNGPs), which specify that due diligence processes should 'include assessing actual and potential human rights impacts, integrating and acting upon the findings, tracking responses, and communicating how impacts are addressed. All finished goods facilities are subject to performance evaluation of audit or assessment data which include specific criteria around risks for forced and child labor or human trafficking
[SID_252] This includes the employment of vulnerable worker groups such as young workers, foreign migrants, interns and temporary workers, as well as high-risk practices such as restrictions on freedom of movement, payment of recruitment fees, or the use of labor brokers or third-party recruiters
[SID_252] We require assessments annually and where heightened risks or concerns are found, we re-audit again within six months
[SID_252] New finished goods facilities, including finished goods subcontractors, are audited or assessed and must meet our minimum standards before production can begin
[SID_252] A re-audit will occur anywhere from 30 days to one year later, depending on the findings in the previous audit or assessment
[SID_252] SMP monitoring performance data comes from several sources: unannounced audits completed by our internal SMP auditors as well as designated 3rd party audit firms who are trained to our standards, announced assessments performed by ILOs Better Work program, the Social and Labor Convergence Program, and audits from a handful of other brands with whom we have built a strong relationship
[SID_252] All data is scored according to our SMP grading matrix and local law
[SID_252] In 2023, we utilized data from 314 audits and assessments at our finished goods factories (Tier 1) and 70 assessments at processing facilities (Tier 2)
[SID_252] We work with the suppliers to develop a Corrective Action Plan (CAP) to remediate issues identified during the audit or assessment
[SID_252] CSC does not believe that slavery, human trafficking, forced labor or child labor exist in our supply chain
[SID_252] In the event that we find non-compliance in these areas, we reserve the right to investigate the situation and to the best of our ability, remediate the violation
[SID_252] We have specific internal procedures that outline how we respond to these situations
[SID_252] If cases of non-compliance are not
[SID_252] resolved within a timely manner, CSC may seek to terminate the business relationship
[SID_252] While CSC intends to play an active role in the resolution of incidences of human trafficking, slavery, forced labor, and child labor within our supply chain, it is not fully possible to effectively solve the issue of without the cooperation of the supplier
[SID_252] We have not identified any loss of income to vulnerable families resulting from measures taken to eliminate the use of forced labor or child labor in our activities and supply chains
[SID_252] For example, CSC has signed on to AAFA/FLAs Commitment to Responsible Recruitment, which commits us to ensure that workers are re-imbursed for all fees paid to obtain their job and has incorporated these protocols into our companys social compliance standards
[SID_252] Training CSC regularly communicates with all internal supply chain management staff on our forced labor, slavery and human trafficking policies and procedures, with a particular focus on mitigating risks, to ensure they are knowledgeable and aware of the issues and concerns surrounding our supply chain
[SID_252] In 2023, a mandatory, in-depth training was assigned to all relevant CSC supply chain employees to bring awareness around forced labor and human trafficking prevalence, relevant legislation to our company, what CSC is doing for risk mitigation and due diligence, and what reporting mechanisms employees should follow if they have concerns or spot issues
[SID_252] This training will be conducted annually
[SID_252] The training helps to equip our colleagues with the skills to identify and report actual or perceived violations
[SID_252] This training is revised and enhanced continuously to ensure the content maintains relevancy
[SID_252] Our Social Responsibility staff are also required to attend and participate in the bi-weekly AAFA Social Responsibility Committee calls
[SID_252] This serves as an input for industry and geographical risks
[SID_252] In 2023, a representative from the Social Responsibility team completed the FLAs e-learning which included a specific emphasis on forced labor
[SID_252] Additionally, our Social Responsibility team seeks and attends external opportunities that arise on social compliance issues
[SID_252] We strive to continuously improve our approach to identifying any risk of and to eradicating forced labor, child labor and modern slavery from our supply chain
[SID_252] We continue to evaluate the effectiveness of our eradication efforts via the publication of our annual Impact Report
[SID_252] In 2024, we hope to further hone our specific effectiveness indicators
[SID_252] Canadian Attestation In accordance with the requirements of the Act, and in particular section 11 thereof, I attest that I have reviewed the information contained in the report for the entity or entities listed above
[SID_252] Based on my knowledge, and having exercised reasonable diligence, I attest that the information in the report is true, accurate and complete in all material respects for the purposes of the Act, for the reporting year listed above
[SID_252] ________________________ Peter J
[SID_252] Bragdon Director, Columbia Brands Canada Limited; EVP, CAO and General Counsel, Columbia Brands Holding Company, Sole Member of prAna Living, LLC Dated: I have the authority to bind these entities
[SID_253] Dumur Industries 2 Ramm Avenue, White City, SK, S4L 5B1
[SID_253] T: (306) 757 2403
[SID_253] 2023 Report on Forced Labour and Child Labour This Report addresses the period from January 1, 2023 to December 31, 2023 and has been prepared in compliance with the Figh/ng Against Forced Labour and Child Labour in Supply Chains Act (Canada)(the Act)
[SID_253] This Report is made on behalf of 1916354 Alberta Ltd dba Dumur Industries
[SID_253] Introduc/on
[SID_253] Dumur Industries and its subsidiaries (the Company, Dumur), acknowledge our responsibility to combat forced and child labour and are commi6ed to ac/ng ethically and with integrity and transparency
[SID_253] We are working to put systems and controls in place to safeguard against any form of forced or child labour occurring within our supply chain
[SID_253] Our Business
[SID_253] Dumur Industries and its subsidiaries, Dellcom Aerospace and J/E Bearing & Machine Ltd, manufacture and supply parts and assemblies to customers who operate predominantly in the aerospace and defense sectors of industry
[SID_253] Customers may be Canadian or Interna/onal corpora/ons with opera/ons mainly in North America and Europe
[SID_253] The head oce of Dumur Industries is in White City, SK while Dellcom Aerospace and J/E Bearing are located in Ontario
[SID_253] Dumur and J/E Bearing are focused mainly on producing land defense systems while Dellcom Aerospace provides parts and assemblies for commercial and military aerospace companies
[SID_253] The Company employs approximately 200 people
[SID_253] Our Supply Chains
[SID_253] In the highly regulated aerospace and defense sectors, supply chains are primarily directed and approved by the customers
[SID_253] These directed sources are controlled by the customer and are almost always long-term rela/onships that account for most of the procured material at Dumur
[SID_253] Dumur Industries also manages its own supply chain
[SID_253] These suppliers will provide raw material (steel, aluminum, etc.), tooling, shop supplies, machinery and hardware
[SID_253] Dumur may also engage service providers for computer services, communica/on, payroll, legal and other administra/ve func/ons
[SID_253] When Dumur Industries employees travel, they engage with airlines and na/onal hotel chains in Canada, the USA and Interna/onally as required
[SID_253] Any supplier providing a product or service goes through a formal approval process at Dumur in accordance with our AS9100 cer/ca/on requirements
[SID_253] Our Policies
[SID_253] The Dumur Management System policies and procedures establishes the organiza/on Dumur Industries strives to be and managements commitment to ensuring the Company operates within the laws of Canada
[SID_253] In seFng these goals Dumur has established a strict policy base to both protect the Company and its employees and ensure that we meet or exceed expecta/ons for ethical business prac/ces
[SID_253] As part of the on-boarding process at Dumur Industries, new employees are required to read, understand and sign the Dumur Employee Handbook
[SID_253] This Employee Handbook is part of Dumurs Management System policies and procedures and is reviewed annually to ensure compliance with Canadian and Interna/onal business standards
[SID_253] The Employee Handbook deals with issues in the workplace such as discrimina/on, harassment and violence
[SID_253] It also determines the condi/ons under which employees will work and how they will treat others
[SID_253] The Management System policies and procedures will be updated in 2024 to include a formal Code of Ethics policy
[SID_253] Assessing Our Risk
[SID_253] No formal assessment of the risk of Forced Labour and Child Labour in our supply chain was conducted between January 1, 2023, and December 31, 2023
[SID_253] We intend to undertake this assessment in the next 24 months
[SID_253] Our Commitment to Ethical Prac/ces
[SID_253] Employee Training on the issues surrounding Forced Labour and Child Labour in the supply chain has not been established at Dumur Industries
[SID_253] It is intended that Dumur will dene a Code of Ethics policy for release to its employees
[SID_253] Dumur will also release a Forced Labour and Child Labour policy and provide targeted training to employees during 2024, once the new policies and procedures have been introduced
[SID_253] Our Plans for 2024
[SID_253] Area Ac ons Establish a formal Code of Ethics Policy Inves/gate, write, and release the policy to employees Establish Forced Labour and Child Labour Policy Establish policy and roll out to management and employees Policy Training Provide training to Dumur employees on the new policies
[SID_253] Approval & Signature/A6esta/on
[SID_253] This report was approved by the Board of Dumur Industries on May 21st, 2024, and has been submi6ed to the Minister of Public Safety and Emergency Preparedness in compliance with the Act
[SID_253] This Report is also available on our website at www.dumurindustries.com
[SID_253] In accordance with the requirements of the Act, and in par/cular sec/on 11 thereof, I a6est that I have reviewed the informa/on contained in this Report
[SID_253] Based on my knowledge, and having exercised reasonable diligence, I a6est that the informa/on in this Report is true, accurate and complete in all material respects for the purposes of the Act, for the repor/ng year listed above
[SID_253] Kendra Danbrook President May 21, 2024
[SID_253] I have the authority to bind 1916354 Alberta Ltd
[SID_255] E3 LITHIUM LTD
[SID_255] MODERN SLAVERY REPORT
[SID_255] Introduction This report (the Report) is made jointly by E3 Lithium Ltd (E3) and its wholly-owned subsidiaries listed in Schedule A hereto (collectively, the Reporting Entities) pursuant to Canadas Fighting Against Forced Labour and Child Labour in Supply Chains Act (the Act)
[SID_255] This Report constitutes our forced labour and child labour reporting statement for the financial year ending December 31, 2023
[SID_255] Where this Report refers to E3, the Company, we, us or our, it is a reference to all the Reporting Entities
[SID_255] E3 does not tolerate child labour, forced labour or any other form of modern slavery
[SID_255] We are dedicated to upholding and respecting human rights, firmly opposing all forms of modern slavery
[SID_255] We recognize the critical role this plays in human rights protection and strive to avoid causing or contributing to any adverse human rights impacts
[SID_255] II
[SID_255] E3s Structure, Activities, and Supply Chains E3 is a Canadian lithium resource company with a current focus on commercial development of lithium extraction from brines contained in its mineral properties in Alberta
[SID_255] E3s vision is to be a global leader in responsibly sourced lithium, fueling the global transition towards a brighter energy future
[SID_255] The Company is incorporated under the Business Corporations Act (Alberta) and is listed on the TSX Venture Exchange, the Frankfurt Stock Exchange and the OTCQX
[SID_255] The Companys head office is in Calgary, Alberta
[SID_255] E3 holds Canadas largest measured and indicated lithium resource located in a subsurface brine
[SID_255] The Company has several operating areas, however, currently the E3s primary focus is to advance all aspects of its Clearwater Project located in Southern Alberta in order to achieve commercial operations
[SID_255] E3 has over 30 employees and contractors working in professional office, research laboratory, and field operations roles
[SID_255] All of E3s employees and contractors are located in Alberta with the majority located in Calgary, Alberta
[SID_255] We strive to create a diverse, inclusive and respectful culture across our business operations and projects
[SID_255] E3 does business with a wide range of goods and services suppliers (Suppliers), sourcing goods and services locally and globally
[SID_255] We strive to build relationships with Suppliers who align with our values and are committed to ensuring that our contracting and procurement activities are done in compliance with our policy commitments
[SID_255] In 2023, E3 procured goods and services across a wide range of categories and industry sectors
[SID_255] The vast majority of E3s procurement activities in 2023 related to the purchase of services in relation to the construction and operation of Albertas first lithium field pilot
[SID_255] These services included a service rig to produce brine, site preparation for the pilot, construction of temporary facilities, and testing of lithium extraction equipment
[SID_255] The majority of costs for equipment for our 2023 activities were rentals
[SID_255] E3 also purchased manufactured goods such as laboratory equipment, skid, columns, heaters, valves, pipes, measurement instruments, pumps, programmable control systems and other engineered equipment for its field pilot
[SID_255] The majority of our Suppliers are located in Canada and the United States, although we recognize that many of our Suppliers supply us with goods that originate in other jurisdictions and each have their own supply chains
[SID_255] In evaluating Suppliers and potential Suppliers, we consider reliability, product quality, technical specifications, price, delivery terms and location, product guarantees/warranty, operational costs, support offering, reputation, and financial stability
[SID_255] III
[SID_255] Policies and Due Diligence E3 does not have specific policies and due diligence processes in place relating specifically to forced labour and/or child labour
[SID_255] However, E3 does have similar policies governing how the Company conducts it business
[SID_255] Policies E3 is committed to embedding human rights considerations into its policies, governance framework and decision-making and strives to continually evolve and improve its governance processes by implementing new policies and procedures
[SID_255] While we do not have a specific policy in place relating to modern slavery concerns, E3s core corporate values promote a strong culture of corporate responsibility that empowers our people to create tangible and long-lasting benefits for our future
[SID_255] All of E3s directors, officers and employees are required to comply with all applicable laws and regulations while fulfilling their duties and responsibilities
[SID_255] E3 also has a risk mitigation program that identifies, ranks and addresses identified risks to the Company and its projects
[SID_255] E3s current policies include policies pertaining to: Work Philosophies, including, but not limited to: o Conflict of Interest, Privacy, Intellectual Property, Technology Use Business Conduct and Ethics Environmental, Social and Governance Health, Safety and Environment Diversity, Equity and Inclusion Communication and Reporting Insider Trading and Reporting Whistleblower Procedures
[SID_255] Due Diligence E3 expects its critical Suppliers to comply with all applicable laws and regulations and E3 plans to request confirmation from its Suppliers that they are adhering to the Act
[SID_255] IV
[SID_255] Areas of Risk and Steps Taken to Manage Risk