1. Introduction

Canadian Bearings is a leading distributor of bearings, power transmission, motion control, belting, and conveyor components. We serve both large and small customers across various industries. We are committed to conducting our business with integrity, respect, and social responsibility. This Code of Conduct outlines the principles and guidelines that all employees, suppliers, and business partners must adhere to.

2. Human Rights and Labour Rights

Canadian Bearings is committed to adhering to federal, local, and global initiatives related to human and labor rights. These initiatives include, but are not limited to:

• •  UN Guiding Principles on Business and Human Rights, specifically aligning with the ‘Protect, Respect and Remedy’ framework.
• •  International Bill of Human Rights and the ILO declaration of Fundamental Principles and Rights at work.

2.1. Human Rights

• •  We respect and uphold the  Universal Declaration of Human Rights of all individuals, regardless of race, gender, religion, or nationality.
• •  Discrimination, harassment, and any form of human rights violation are strictly prohibited.
• •   We expect our Suppliers to support and respect human rights, diversity and equal opportunity within the workplace. Suppliers must ensure all labour practices; wage payments and benefits comply with applicable laws and regulations.

2.2. Labour Rights

• •  We comply with all applicable labour laws and regulations.
• •  Employees have the right to fair wages, safe working conditions, and freedom of association.

2.3 No child Labour

• •  We strictly prohibit the use of child labour in any form within our operations, supply chain, or business relationships.
• •  We recognize the importance of protecting children’s rights and ensuring their well-being.

2.3.1 Responsibilities

Employees:

• •  Report any suspected cases of child labor to their supervisors or the Human Resources department.
• •  We recognize the importance of protecting children’s rights and ensuring their well-being.

Suppliers and Business Partners:

• •  Suppliers and business partners must comply with local and international laws regarding child labor.
• •  We expect suverify the age of the workers and ensure they meet legal requirements.
• •  Suppliers must not employ children below the legal working age.

2.3.2 Due Diligence

• •  We conduct due diligence to identify and address child labor risks in our supply chain.
• •  Our Strategic Business Manager (SBM) team evaluates suppliers’ practices and monitors compliance with our standards.

2.3.3 Remediation

• •  If child labor is identified, we take immediate corrective actions, including:Investigating the situation and terminating contracts with non-compliant suppliers.

2.3.4 Reporting Violations

• •  Employees and stakeholders are encouraged to report any violations of this Code of Conduct.
• •   Breach or possible breach of policy should be reported to Executives. If the disclosing person is reluctant to report the circumstances to the executives they may contact Human Resources for assistance and guidance on reporting.
• •  Whistleblower protection is provided to those who report in good faith.

2.3.5 Training and Awareness

• •  Regular training programs are conducted to educate employees and partners about our policies, including child labor prevention.

3. Health and Safety

• •  We prioritize the health and safety of our employees, contractors, and visitors through our Health and Safety Policy.
• •  We provide a safe working environment, conduct regular safety training, and promote accident prevention.

4. Environment

• •  We are committed toenvironmental sustainability.
• •  We minimize our environmental impact through responsible resource use, waste reduction, and pollution prevention.

5. Ethics and Compliance

5.1. Ethical Conduct

• •  We act with honesty, integrity, and transparency in all business dealings.
• •  Bribery, corruption, and unethical behavior are strictly prohibited.

5.2. Compliance

• •  We comply with all applicable laws, regulations, and industry standards.
• •  Employees must report any potential violations promptly.

6. Training and Communication

• •  We provide regular training on this Code of Conduct to all employees
• •  Communication channels are open for employees to seek guidance or report concerns.

7. Monitoring of Adherence

• •  We conduct periodic audits and assessments to monitor adherence to this Code of Conduct.
• •  Non-compliance will result in appropriate corrective actions.

8. Non-Compliance

• •  Violations of this Code of Conduct will be investigated promptly.
• •  Disciplinary actions, including termination, may be taken for serious breaches.

9. Conclusion

At Canadian Bearings, we hold ourselves accountable to these principles. By adhering to this Code of Conduct, we contribute to a positive workplace and a responsible business environment.