LABOUR POLICY

BALA TRADING COMPANY - CORE LABOUR POLICIES
At Bala Trading Company, we are committed to implementing and maintaining the FSC Core Labour
Requirements within our operations and supply chain.
We uphold the following principles:
NO DISCRIMINATION
We are dedicated to being an equal opportunity employer and uphold a proactive non-discrimination initiative. Our
policy ensures that all employees and applicants are treated with equal consideration, regardless of race, color,
religion, ancestry, national origin, age, sex, marital status, medical condition, or physical handicap. Recruitment,
hiring, replacements, transfers, and promotions are based solely on individual qualifications for the positions being
filled.
NO CHILD LABOUR
We prohibit the use of child labour as per the ILO child labour policy. Children under the age of 15 must not be
employed under any circumstances.
Where a young worker over the age of 15 and under the age of 18 is employed, such work must not interfere with
compulsory education and duties performed must not jeopardize a young worker’s health, safety or morals.
Young workers aged between 15 and 18 years of age must not work overtime or nightshift and must not work in
hazardous or heavy working environments and must be over the age of 17 to be considered for an approved
apprenticeship.
NO FORCED AND COMPULSORY LABOUR
We prohibit all forms of forced and compulsory labour. Examples of forced labour include but are not limited to
physical or sexual violence, bonded labour, withholding of wages, restriction of movement, retention of identity
documents and/or threats of denunciation to authorities.
FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING
We respect freedom of association and the effective right to collective bargaining and will not discriminate against or
punish workers for exercising these rights.

PSYCHOSOCIAL COMPLIANCE
Bala Trading is committed to protecting and promoting the psychological health and wellbeing of all employees, as required under the Occupational Health and Safety Act 2004 (Vic) and OHS (Psychological Health) regulations 2025. The company recognises that psychological hazards such as work demands, workload pressures, role uncertainty, change management, interpersonal conflict, bullying, harassment, discrimination, fatigue and inadequate support can impact mental wellbeing and may present a risk of psychological harm.