Supplier, Labour, and Employment Code of Conduct

Knak Inc. (“Knak”) is an email and landing page creation platform built for enterprise marketing teams.

Knak is committed to conducting its business in accordance with the applicable laws and regulations of the countries in which Knak operates and in accordance with internationally recognized industry standards of business ethics and social and environmental responsibility.

This commitment to corporate responsibility extends to our supply chain and any other supplier of a good or service. We expect our suppliers of goods and services (“Suppliers”) to comply with the applicable laws and regulations of the countries in which they operate and to conduct their operations in an ethically, socially, and environmentally responsible manner, and in accordance with this Knak Supplier Code of Conduct (the “Code”) and the standards that it references.

The Code also encourages Suppliers to go beyond legal compliance, drawing upon internationally recognized standards, in order to advance social and environmental responsibility and business ethics.

In selecting and retaining Suppliers, Knak will take into consideration whether a Supplier can in an open and objective manner demonstrate its active pursuit of compliance with the Code.

Suppliers and other third parties are encouraged to report any potential infractions of this Code by Knak Suppliers using Knak's confidential reporting system, emailing culture@knak.com.

Should a Supplier fail to demonstrate commitment to the Code or fail to implement appropriate corrective actions to improve performance, Knak may choose to suspend making purchases from the Supplier or terminate its relationship with that Supplier on the basis of contractual breach.

The Code is a statement of certain fundamental principles and standards that Knak intends its Suppliers to follow in their conduct of business with Knak. It is not intended to, nor does it, create or transfer any rights (including, without limitation, any intellectual property rights) to any employee, customer, supplier, competitor, shareholder, or any other person or entity.

Suppliers should commit to supporting the human rights of workers, and to treating them with dignity and respect as understood by the international community. This applies to all workers including temporary, migrant, student, contract, direct employees, and any other type of worker. Applicable labor standards are:

1. Freely Chosen Employment - Forced, bonded (including debt bondage) or indentured labor, involuntary or exploitive prison labor, slavery or trafficking of persons shall not be used. This includes transporting, harboring, recruiting, transferring or receiving persons by means of threat, force, coercion, abduction, misleading practices or fraud for labor or services. There shall be neither unreasonable restrictions on workers' freedom of movement in the facility nor any unreasonable restrictions on entering or exiting company-provided facilities. As part of the hiring process, workers must be provided with a written employment agreement in the language of the worker or in a language the worker can understand that contains a description of terms of employment prior to the worker departing from his or her country of origin and there shall be no substitution or change(s) allowed in the employment agreement upon arrival in the receiving country unless these changes are made to satisfy local law and provide equal or better terms for the worker. All work must be voluntary, and workers shall be free to leave work at any time or terminate their employment. Employers and agents shall comply with all local labor laws including those in countries in which the recruiting takes place and may not hold or otherwise destroy, conceal, confiscate or deny access by employees to their identity or immigration documents, such as government-issued identification, passports or work permits, unless the holding of work permits is required by law. Workers shall not be required to pay employers' or agents' recruitment fees. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker.
   
   Employers or agents must provide or pay for return transportation for foreign workers back to their country of origin.
   
   
2. Young Workers - Child labor is prohibited. The term “child” refers to any person under the age of 15, under the age for completing compulsory education, or under the minimum age for employment in the country, whichever is greatest. The use of legitimate workplace learning programs, which comply with all laws and regulations, is supported. Workers under the age of 18 (“Young Workers”) shall not perform work that is likely to jeopardize their health or safety, including night shifts and overtime. Suppliers shall ensure proper management of student workers through proper maintenance of student records, rigorous due diligence of educational partners, and protection of students' rights in accordance with applicable law and regulations. Suppliers shall provide appropriate support and training to all student workers. In the absence of local law, the wage rate for student workers, interns and apprentices shall be at least the same wage rate as other entry-level workers performing equal or similar tasks.
3. Working Hours - Studies of business practices clearly link worker strain to reduced productivity, increased turnover and increased injury and illness. Working hours are not to exceed the maximum set by applicable local law. Further, a workweek should not be more than 60 hours per week, including overtime, except in emergency or unusual situations. Workers shall be allowed at least one day off every seven days. Supplier shall follow all applicable laws and regulations with respect to working hours and days of rest and all overtime must be voluntary.
4. Wages and Benefits - Compensation paid to workers shall comply with all applicable wage laws, including those relating to minimum wages, overtime hours and legally mandated benefits. Overtime compensation shall be at rates greater than regular hourly rates. Deductions from wages as a disciplinary measure shall not be permitted. For each pay period, workers shall be provided with a timely and understandable wage statement that includes sufficient information to verify accurate compensation for work performed. All use of temporary, dispatch and outsourced labor will be within the limits of the local law.
5. Treatment - There is to be no harsh or inhumane treatment, including any sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse of workers. Similarly, there is to be no threat of any such treatment. Disciplinary policies and procedures in support of these requirements shall be clearly defined and communicated to workers.
6. Non-Discrimination - Suppliers should be committed to a workforce free of harassment and unlawful discrimination. Suppliers shall not engage in discrimination based on race, color, age, gender, sexual orientation, gender identity and expression, ethnicity or national origin, disability, pregnancy, religion, political affiliation, union membership, covered veteran status, protected genetic information or marital status in hiring and employment practices such as wages, promotions, rewards, and access to training. Workers shall be provided with reasonable accommodation for religious practices and disabilities. In addition, workers or potential workers should not be subjected to medical tests or physical exams that could be used in a discriminatory way.
7. Freedom of Association - In conformance with local law, Suppliers shall respect the right of all workers to form and join trade unions of their own choosing, to bargain collectively and to engage in peaceful assembly as well as respect the right of workers to refrain from such activities. Workers and/or their representatives shall be able to openly communicate and share ideas and concerns with management regarding working conditions and management practices without fear of discrimination, reprisal, intimidation or harassment.