Human Rights and Fair Labour Policy

Scope and responsibility

This policy applies to directors, employees and people acting for PILORA Resources Ltd. Suppliers, contractors and labour providers are expected to meet equivalent standards in work connected to PILORA. The Managing Director is responsible for implementation, communicating expectations and assigning proportionate checks and corrective actions. Our approach is informed by internationally recognised human rights, ILO fundamental principles and applicable Ghanaian requirements.

Dignity and fair working conditions

Treat people fairly in recruitment, work allocation, pay and advancement. Discrimination, harassment, bullying, sexual exploitation and threats are prohibited. Consider reasonable adjustments for individual needs. Provide clear employment terms, lawful pay and benefits, appropriate working hours, rest and a safe working environment. Respect freedom of association, workers' choice of representatives and lawful collective bargaining without intimidation or retaliation.

Voluntary work and protection of children

Forced labour, trafficking, debt bondage and child labour are prohibited. Work must be freely chosen. Do not retain identity documents, restrict movement or use threats to prevent someone leaving under lawful terms. Workers must not bear recruitment fees for access to work. Check age appropriately, follow applicable minimum-age and young-worker protections, and never assign children or young persons to hazardous or prohibited work.

Responsible sourcing and communities

Assess potential harm to people before engaging suppliers or coordinating assignments, when work changes and when credible concerns arise. Consider labour practices, recruitment arrangements and risks to vulnerable people. Seek reasonable evidence from higher-risk suppliers, communicate expectations and agree corrective actions with follow-up where appropriate.

Respect communities, livelihoods, land-related rights and access to essential resources. Listen to people potentially affected by activities we coordinate and raise material concerns with the responsible client or partner before proceeding. Do not make commitments on behalf of communities or clients without authority. Prioritise the most severe risks to people.

Grievances and remedy

Workers, suppliers and community members may email info@piloraresourcesltd.com (or piloraresourcesltd@gmail.com as backup) with the subject 'Confidential concern'. A trusted representative may raise a concern on someone's behalf. Concerns do not need to be proven before they are raised.

The Managing Director will arrange a proportionate, impartial review, seek independent assistance if conflicted, and communicate with the person raising the concern where possible. Handle information discreetly and prohibit retaliation. Where PILORA causes or contributes to harm, provide or cooperate in appropriate remedy. Where harm is linked through a partner, use available influence to prevent or reduce it. People remain free to use judicial or other external channels.

Follow-up and review

Responses may include corrective action, changing purchasing practices or suspending a relationship. Consider effects on affected people before ending an engagement. The Managing Director will review this policy at least annually and after serious concerns or material changes.