Employee Rights Policy

I. Purpose

The purpose of this Employee Rights Policy is to ensure that all employees of Envision Pharma Group (“EPG” or “the Company”) are aware of their rights within the workplace, understand how to exercise those rights, and are provided with a clear, fair, and confidential process to address concerns or violations. This process aligns with local, national, and international labor laws and best practices.

II. Scope

This process applies to all full-time, part-time, and contract employees of EPG and covers all rights related to fair treatment, workplace safety, non-discrimination, compensation, freedom of association, and any other applicable employee rights. The Human Resources Department is responsible for the administration and enforcement of this Employee Rights Policy. All supervisors and managers are expected to uphold the rights of employees and participate in training to ensure compliance.

III. Statements

  1. Employee rights overview

    Employees at EPG are entitled to a variety of rights, including but not limited to:

    • Fair compensation for work performed
    • Equal treatment and non-discrimination on the basis of race, gender, age, religion, disability, sexual orientation, or any other protected status
    • A safe and healthy working environment
    • Freedom from harassment and retaliation
    • Those rights set forth in the Code of Conduct, and other Company policies
    • The right to form, join, or participate in labor unions or employee associations
    • Freedom to report concerns or violations without fear of reprisal
       

  2. Reporting a rights violation

    If an employee believes their rights have been violated, they are encouraged to follow the following steps:

    1. Informal resolution
      Whenever possible, employees are encouraged to address concerns with the individual(s) involved. This informal approach can often resolve issues quickly and amicably. If the employee feels uncomfortable or if the issue is too serious to address informally, they should proceed to the formal process.
       
    2. Formal reporting channels
      Employees may report any violation of their rights or workplace concerns through one of the following channels:
       
      • Human Resources department: Employees may contact HR directly to report issues
      • Legal department: Employees may contact the Legal department directly to report issues
      • Immediate supervisor or manager: If appropriate, employees may report concerns to their supervisor or a higher-level manager
      • Anonymous reporting: We recognize that there may be circumstances when an employee is uncomfortable reporting the issue directly to HR, Legal, or management. In those circumstances, employees may also submit a complaint anonymously through EPG's online Compliance Helpline Portal: https://envisionpharma.ethicspoint.com
         

  3. Investigation process

    When a complaint is received through one of the channels set forth in Section 2 above, it will be addressed pursuant to the Company’s Internal Investigations Policy.

  4. Non-retaliation policy

    EPG strictly prohibits retaliation against any employee who reports a rights violation based on a good faith belief, participates in an investigation, or exercises any legal right. Retaliation may include termination, demotion, reduction of hours, or harassment. Any employee who experiences retaliation should report it immediately through the formal channels listed above.

  5. Ongoing support

    During and after the investigation process, employees will have access to support services such as:

    • Counseling and mental health resources
    • Guidance from HR on any workplace adjustments or accommodations that may be necessary
       

  6. Regular training and awareness

    EPG will provide regular training for all employees to ensure they are aware of their rights in the workplace and the processes available to them. Training will cover topics such as non-discrimination, workplace safety, and the proper steps for reporting and resolving violations.

  7. External recourse

    In cases where the internal process does not resolve the issue to the employee's satisfaction, or where serious legal violations are involved, in certain jurisdictions, employees have the right to seek recourse through external agencies, such as labor boards, employment tribunals, or government bodies overseeing labor rights.

Effective date: November 1, 2024