Human Rights Policy

Policy Statement

XstremeMD (XMD) is committed to respecting human rights in all our operations and business relationships. We believe that businesses thrive when people are treated with dignity, respect, and fairness. We seek to avoid causing or contributing to adverse human rights impacts and to address such impacts when they occur.

Our commitment is guided by internationally recognized standards, including:

• The Universal Declaration of Human Rights
• The International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work
• The United Nations Guiding Principles on Business and Human Rights
• The UN Global Compact principles (where applicable)

We recognize that governments bear the primary duty to protect human rights, while companies have a responsibility to respect them.

Scope

This policy applies to all XMD employees, officers, directors, and temporary/contract workers worldwide. It also extends — to the extent reasonably practicable — to our suppliers, business partners, joint ventures, and other parties in our value chain where we have influence.

Key Commitments

We will:

• Treat people with dignity and respect — We prohibit discrimination, harassment, or abuse based on race, color, religion, gender, gender identity, sexual orientation, age, disability, national origin, ethnicity, political opinion, union membership, or any other protected characteristic.
• Prohibit forced labor, modern slavery, and human trafficking — We do not tolerate any form of compulsory, bonded, indentured, or prison labor.
• Abolish child labor — We comply with applicable minimum age laws and prohibit the employment of anyone under the legal working age (or 15, whichever is higher), with special protections for young workers.
• Ensure safe and healthy working conditions — We provide a workplace free from recognized hazards and promote physical and psychological well-being.
• Support fair wages and working hours — We pay at least minimum wage (or industry benchmarks where higher) and comply with laws on overtime, rest periods, and benefits.
• Respect freedom of association and collective bargaining — We recognize employees' rights to form or join trade unions and bargain collectively without interference (or support alternative representation where legally restricted).
• Prevent adverse impacts on communities — We respect land rights, indigenous peoples' rights (including Free, Prior and Informed Consent where relevant), access to water, and cultural heritage. We aim to avoid displacement or environmental harm that disproportionately affects vulnerable groups.
• Conduct human rights due diligence — We identify, assess, prevent, mitigate, and account for potential adverse human rights impacts in our operations and value chain through risk assessments, supplier audits, impact evaluations, and ongoing monitoring.
• Provide access to remedy — We maintain accessible grievance mechanisms (including anonymous reporting channels) for workers, communities, and other stakeholders to raise concerns. We investigate reports promptly and fairly and provide appropriate remediation when we have caused or contributed to harm.

Implementation and Governance

• Senior leadership (including the Board or Executive Committee) approves and oversees this policy.
• Responsibility is embedded across functions (HR, procurement, legal, operations).
• We integrate human rights considerations into contracts, training programs, performance reviews, and supplier codes of conduct.
• We communicate this policy internally and externally and expect business partners to uphold equivalent standards.

Continuous Improvement

We regularly review this policy and our practices in light of changing risks, stakeholder expectations, and lessons learned. We collaborate with stakeholders, NGOs, and industry peers to strengthen our approach.