1.0 Human Rights:
1.1: Businesses should advocate for and uphold the protection of internationally recognized human rights.
1.2: ensure that they are not complicit in human rights violations.
2.0 Labor:
2.1: Businesses should support associational freedom and the effective acknowledgment of the right to collective bargaining.
2.2: the abolition of all types of compelled and forced labor.
2.3: the complete eradication of child labor.
2.4: the abolition of job and occupational discrimination
Anti-Corruption:
4.1: Businesses must fight corruption in all of its manifestations, including extortion and bribes.
4.1. Social requirements
Sandream Specialties’s aim is to establish and maintain a pleasant work environment in which everyone is treated with decency and respect. We pledge to treat employees fairly and do business according to all applicable labor and employment laws, rules, and regulations. As a result, Sandream Specialties expects its partners to operate in strict accordance with all applicable labor laws, rules, and regulations in the countries where they do business, in order to foster a positive work environment with respect and dignity and not to tolerate any form of illegal discrimination, harassment, or intimidation.
We also expect our partners to respect the United Nations Universal Declaration of Human Rights and the core conventions of the International Labor Organization (ILO), taking into account their size and situation, and to ensure their own partners, suppliers, vendors, and contractors do the same, particularly regarding:

Suggestion box
Allocation of responsibilities for the protection of Human Rights within the company.

Specific progress made in the area of Human Rights in the past reporting period.
Periodic review of results by senior management.

Vivify is an Equal Opportunity Employer that does not discriminate on the basis of
actual or perceived race, color, creed, religion, national origin, ancestry, citizenship
status, age, sex or gender (including pregnancy, childbirth and pregnancy-related
conditions), gender identity or expression (including transgender status), sexual
orientation, marital status, military service and veteran status, physical or mental
disability, genetic information, or any other characteristic protected by applicable
federal, state or local laws and ordinances. Vivify’s management team is dedicated to
this policy with respect to recruitment, hiring, placement, promotion, transfer, training,
compensation, benefits, employee activities, access to facilities and programs and
general treatment during employment.
Vivify will endeavor to make a reasonable accommodation of an otherwise qualified
applicant or employee related to an individual’s: physical or mental disability;
sincerely held religious beliefs and practices; and/or any other reason required by
applicable law, unless doing so would impose an undue hardship upon Vivify's
business operations.
Any applicant or employee who needs an accommodation in order to perform the
essential functions of the job should contact the Head of Human Resources to
request such an accommodation. The individual should specify what accommodation
is needed to perform the job and submit supporting documentation explaining the
basis for the requested accommodation, to the extent permitted and in accordance
with applicable law. Vivify then will review and analyze the request, including
engaging in an interactive process with the employee or applicant, to identify if such
an accommodation can be made. Vivify will evaluate requested accommodations,
and as appropriate, identify other possible accommodations, if any. The individual will
be notified of Vivify's decision regarding the request within a reasonable period. Vivify
treats all medical information submitted as part of the accommodation process in a
confidential manner.
Any employees with questions or concerns about equal employment opportunities in
the workplace are encouraged to bring these issues to the attention of the Head of
Human Resources. Vivify will not allow any form of retaliation against individuals who
raise issues of equal employment opportunity. If employees feel they have been
subjected to any such retaliation, they should contact the Head of Human Resources.
To ensure our workplace is free of artificial barriers, violation of this policy including
any improper retaliatory conduct will lead to discipline, up to and including discharge.
All employees must cooperate with all investigations conducted pursuant to this
policy.

Suggestion box
Awareness raising or training for employees on labour rights and policies

Depending on the employee's position and classification, Vivify endeavors to review
performance annually. However, a positive performance evaluation does not
guarantee an increase in salary, a promotion or continued employment.
Compensation increases and the terms and conditions of employment, including job
assignments, transfers, promotions, and demotions, are determined by and at the
discretion of management.

3. Environment:
3.1: Businesses should advocate for a cautious response to environmental concerns. 3.2: take steps to encourage greater environmental responsibility
3.3: promote the development and dissemination of environmentally friendly technology.

Sandream Specialties strives to assure compliance with all existing environmental rules and regulations, we require our partners to commit to not harming the environment, particularly in the following areas:
Prevention of Environmental Risks
Our partners must conduct their company in an environmentally responsible manner, according to applicable regulatory requirements as well as environmental standards unique to their industry. Partners should also use precaution principals while dealing with environmental challenges, attempting to control possible hazards by using best practices. Furthermore, we urge partners to establish continuous improvement strategies in order to lower their environmental footprints.

Sandream Specialties strives to assure compliance with all existing environmental rules and regulations, we require our partners to
commit to not harming the environment, particularly in the following areas:
1. Take steps to encourage greater environmental responsibility.
2. Businesses should advocate for a cautiousonse to environmental concerns.
3. Promote the development and dissemination of envirtally friendly technology.
Prevention of Environmental Risks
Our partners must conduct their company in an environmentally responsible manner, according to applicable regulatory requirements as well
as environmental standards unique to their industry. Partners should also use precaution principals while dealing with environmental
challenges, attempting to control possible hazards by using best practices. Furthermore, we urge partners to establish continuous
improvement strategies in order to lower their environmental footprints.
Chemical and Dangerous Substances
Our partners must agree to follow any limits and bans on chemicals and materials imposed by different rules and Sandream Specialties,
guaranteeing that their goods do not include any restricted or banned components. They agree to notify Sandream Specialties immediately if
they make any modifications to the composition or production procedures of the items provided, whether mandated or voluntary.
Chemical material and other chemicals that, if discharged, might be hazardous to the environment must be recognized, labeled, and managed
to ensure that they are handled, utilized, transported, stored, recycled or reused, and destroyed safely and in accordance with all legislation.
Workers who handle these items and other materials must be appropriately educated and equipped, and emergency protocols must be in
place in the case of an accident that might endanger employees or the environment.
Impact on the Environment and Biodiversity
We urge our partners to collect data and implement programs to reduce nonrenewable resource usage, energy and water consumption,
greenhouse gas emissions, and pollution at the local level. Furthermore, we urge our partners to safeguard endangered species, care for
animals, and increase the sustainable use of local resources.
All partners subject to local and/or international regulations, such as CITES (the Convention on International Trade in Endangered Species)
or any regulation implementing the principles of the Convention on Biological Diversity and the Nagoya Protocol, must strictly comply with
these regulations, and must agree to send all related information and proof of origin for these materials, as well as any certificate.
We seek a guarantee that any materials, emissions, or chemicals discharged into the air, water, or land that may pose an environmental threat
will be identified, monitored, controlled, and treated in accordance with standards before being released.
Waste Reduction and Optimizing Recycling
We also urge our partners to monitor all sorts of waste in order to decrease or eliminate waste through methods such as changing
manufacturing, improving maintenance and equipment procedures, replacing materials with cleaner materials, and reducing, reusing, and
recycling items..

7.0 Non-Discrimination:
7.1: Discrimination on the basis of social or ethnic origin, gender, age, family status, nationality, political opinions,
labor union activities, religious beliefs, physical appearance, health, disabilities, pregnancy, or any other illegal
reason will not be tolerated, particularly during recruitment, position changes, or transfers.
10.0 The Right to Collective Bargaining and the Freedom to Form Unions
Our partners must commit to respecting the freedom of association as well as the right to organize and bargain
collectively in accordance with current legislation and existing collective bargaining agreements, as stipulated in the
fundamental ILO Conventions.

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