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Prime Allied Workforce
HUMAN RIGHTS & ETHICAL LABOR PRACTICES
Our commitment to human dignity, ethical recruitment, fair treatment, and responsible labor practices.
DOCUMENT CONTROL
Document No.
PAW-RC-POL-002
Revision
0
Effective Date
August 17, 2026
Department
Risk & Compliance
Document Owner
Chief Risk & Compliance Officer
Approved By
President & CEO
Risk Rating
HIGH
PUBLIC POLICY NOTICE
Public Policy
Prime Allied Workforce is committed to conducting business in a manner that respects human dignity, promotes fair and ethical treatment, and supports lawful employment and labor practices.
This policy establishes PAW's standards regarding human rights, ethical recruitment, fair treatment, workplace dignity, forced labor, human trafficking, child labor, discrimination, retaliation, workplace safety, and other labor practices affecting individuals participating in PAW operations.
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SECTION 1
1. Purpose
The purpose of this Prime Allied Workforce (PAW) Human Rights Policy is to establish PAW’s global standards for conducting business in a manner that respects human dignity, promotes fair and ethical treatment, and supports lawful employment and labor practices.
This policy outlines PAW’s commitment to protecting individuals participating in PAW operations from exploitative recruiting and workplace practices, including forced labor, human trafficking, and child labor.
Ethical Treatment & Human Dignity
PAW is dedicated to fair, ethical, and lawful recruitment. We strictly prohibit any activities that lead to forced labor, modern slavery, or the exploitation of workers at any stage of the labor supply chain.
We uphold a high standard of workplace dignity and promote an environment where all personnel and candiates are treated with respect and professional integrity, free from unlawful discrimination and retaliation.
SECTION 2
2. Scope
This policy applies to all individuals participating in Prime Allied Workforce operations, including:
- PAW employees and leadership
- Founding Advisors and organizational representatives
- Applicants and candidates
- Temporary, contracted, and assigned workers
- Recruiters and workforce-placement personnel
- Vendors and service providers
- Business and community partners
- Client relationships where PAW personnel or assigned workers may be affected
SECTION 3
3. Policy Statement
The policy explicitly prohibits PAW's operations, programs, services, or business relationships from knowingly facilitating unlawful discrimination, harassment, forced labor, trafficking, child labor, coercion, retaliation, or other abusive labor practices.
PAW acknowledges the human rights of all individuals and believes in the right to be treated with dignity and fairness. PAW is committed to ethical recruitment and placement practices, ensuring that workers are not subject to any form of exploitation. We maintain a zero-tolerance approach toward any business partner, client, or representative who violates these fundamental principles. Our commitment extends to fostering a safe workplace environment where employees and candidates are empowered to report concerns without fear of reprisal, and where professional integrity defines every relationship.
HUMAN RIGHTS & ETHICAL LABOR STANDARDS
4.1 Respect and Human Dignity
PAW is committed to maintaining a work environment that respects the dignity and worth of every individual. We operate under the core principle that professional treatment, dignity, and respect are non-negotiable standards for all personnel. Our operations ensure that every individual participating in PAW services is protected from exploitative recruiting and workplace practices, including a zero-tolerance stance on forced labor, modern slavery, and child labor. We advocate for the intrinsic human rights of all workers, ensuring they are empowered to perform their duties in a safe and honorable setting.
4.2 Equal Employment Opportunity
Prime Allied Workforce is an Equal Opportunity Employer. We promote an environment free from unlawful discrimination, where all employment decisions are based on merit, qualifications, and business needs. We prohibit discrimination based on race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law. This commitment includes providing reasonable accommodations to qualified individuals with disabilities and ensuring that workers assigned to client locations receive the same level of protection and fair treatment as those within our direct corporate operations.
4.3 Harassment and Workplace Conduct
PAW maintains a zero-tolerance policy for harassment, bullying, and abusive conduct in all forms. We are dedicated to providing a work environment where every individual feels safe and valued. This policy strictly prohibits any form of retaliation against individuals who report concerns or participate in investigations regarding workplace conduct. We emphasize professional integrity and respectful communication across all levels of the organization and expect our clients and partners to uphold these same behavioral standards for all workers assigned to their facilities.
PROHIBITED
FORCED LABOR & HUMAN TRAFFICKING
Prime Allied Workforce maintains a strict zero-tolerance policy against all forms of forced labor, modern slavery, and human trafficking. We prohibit any activity that restricts an individual's freedom or violates their fundamental human rights. Our commitment ensures that all work performed under our operations is voluntary and free from coercion.
- Force, fraud, or coercion
- Human trafficking
- Unlawful restriction of movement
- Improper retention of personal/immigration documents
- Threats or improper coercion
- Exploitative recruitment fees
- Fraudulent employment arrangements
- Other prohibited forced-labor or trafficking practices
ESCALATION REQUIREMENT: Any suspected violations of this policy must be immediately reported to the Risk & Compliance Department for investigation and remediation.
6. Ethical Recruitment
Prime Allied Workforce facilitates recruitment based on the principles of transparency, fairness, and lawfulness. We ensure that no candidate is subjected to illegal fees, misinformation regarding employment terms, or discriminatory practices during the hiring process. Our recruiters and third-party partners are strictly monitored to uphold these standards, ensuring a dignified path to employment for all.
7. Child Labor
PAW strictly prohibits the use of child labor in any part of its operations or supply chain. We adhere to local and national laws regarding the minimum age for employment and ensure that no individual under the legal working age is engaged in PAW-related tasks. We advocate for the protection and education of children and maintain rigorous age-verification processes to prevent any violation of this core labor standard.
SECTION 8
8. Wages, Hours & Working Conditions
PAW is committed to ensuring that all workers are compensated fairly and operate under working conditions that meet or exceed legal requirements. Our standards for wages and hours include:
- Payment of at least the applicable minimum wage
- Proper compensation for overtime hours worked
- Rigorous and accurate timekeeping practices
- Compliance with limitations on hours worked
- Transparent and timely payroll practices
- Application of only required and authorized deductions
- Provision of all legally required breaks and rest periods
- Accurate employment classifications for all personnel
TIME REPORTING REQUIREMENT: Employees and assigned workers are required to accurately report all time worked. PAW strictly prohibits any employee or representative from instructing, coercing, or permitting any personnel to perform unauthorized off-the-clock work.
SECTION 9
9. Workplace Health & Safety
REPORTABLE CONCERNS
Workplace Hazards
Injuries
Unsafe Conditions
Workplace Violence
Missing Safety Equipment
Serious Safety Violations
Other Potential Harm
Prime Allied Workforce (PAW) is dedicated to maintaining a safe work environment for all employees, temporary workers, and candidates. We work closely with our clients to ensure that all assignment locations adhere to applicable occupational health and safety regulations. We empower our workforce to proactively identify and report safety concerns to prevent harm and ensure continuous improvement in workplace safety standards.
In response to reported concerns, PAW may conduct a thorough investigation, escalate the matter to client management, suspend an assignment if conditions are deemed unsafe, coordinate directly with the client for immediate remediation, or take other appropriate actions to protect the well-being of our personnel. PAW maintains a zero-tolerance approach toward any client or partner who knowingly permits unsafe working conditions or retaliates against workers for raising safety issues.
SECTION 10
10. Client-Site Treatment of PAW Workers
PAW WORKERS ARE PROTECTED WHEREVER THEY WORK
Prime Allied Workforce ensures that the protections outlined in this Human Rights Policy extend to all worker assignments at client sites. PAW personnel and contracted workers are entitled to a work environment free from discrimination, harassment, and unsafe conditions. We strictly prohibit any client or partner from assigning workers to materially different duties than those agreed upon, or subjecting them to improper treatment, workplace violence, or exploitation. Furthermore, we protect sensitive information and maintain a zero-tolerance approach toward retaliation against any worker who reports compliance concerns occurring at a client location. PAW remains committed to monitoring client sites to ensure full adherence to these ethical labor standards and will take immediate action, up to and including suspension of services, to safeguard the well-being and rights of our workforce.
SECTION 11
Privacy & Confidentiality
PAW respects the privacy of all individuals participating in its operations. We are committed to protecting the confidentiality of sensitive personal and employment-related information. PAW implements rigorous data protection measures to ensure that personal information is collected, processed, and stored in accordance with applicable privacy laws and professional ethical standards. Confidentiality is maintained throughout all stages of recruitment, placement, and assignment, ensuring that sensitive data is accessible only to authorized personnel for legitimate business purposes.
SPEAK UP. YOUR CONCERN WILL BE HANDLED RESPONSIBLY.
SECTION 12
Freedom From Retaliation
PAW policy strictly prohibits any form of unlawful retaliation against individuals who, in good faith, report suspected violations of law or PAW policy, participate in an investigation, raise a legitimate workplace concern, exercise their applicable legal rights, or refuse to engage in conduct they reasonably believe violates the law or PAW standards. We are committed to fostering an atmosphere of transparency and accountability where workers feel safe to speak up without fear of adverse employment actions, harassment, or professional reprisal. Any individual found to have engaged in retaliatory behavior will be subject to disciplinary action, up to and including termination of employment or business relationship.
REPORTING HUMAN RIGHTS OR LABOR CONCERNS
HAVE A HUMAN RIGHTS OR LABOR CONCERN?
Individuals are encouraged to promptly report suspected violations.
Reports may concern: PAW operations • PAW personnel • Workforce assignments • Client sites • Recruiting practices • Vendors • Other PAW-connected activities
Appropriate Reporting Channels
- Supervisor
- Human Resources
- Risk & Compliance Department
- Other appropriate PAW reporting channel
IMMEDIATE THREATS: If you believe there is an immediate threat to your health or safety, or the safety of others, please contact local emergency services (e.g., dial 911 in the U.S.) first before reporting the concern through PAW channels.
INVESTIGATION & CORRECTIVE ACTION
REPORT
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REVIEW
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INVESTIGATION
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CORRECTIVE ACTION
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MONITORING / FOLLOW-UP
14. INVESTIGATION & CORRECTIVE ACTION
PAW takes all reports of human rights violations or unethical labor practices seriously. The Risk & Compliance Department, in coordination with HR and Legal where appropriate, will conduct a prompt, thorough, and impartial investigation into any such allegations. All investigations will be handled with professional integrity and appropriate confidentiality.
If an investigation confirms that a violation of law or this policy has occurred, PAW will take immediate and appropriate corrective measures. Corrective measures may include, but are not limited to: coaching, retraining, implementation of new policy controls, corrective action, assignment removal, disciplinary action, client/vendor escalation, suspension or termination of business relationships, referral to appropriate government and law enforcement authorities where appropriate, and other remedial measures designed to prevent recurrence and ensure compliance with ethical labor standards.
THIRD-PARTY EXPECTATIONS
VENDORS
All suppliers must adhere to our strict human rights and ethical recruitment standards without exception.
SERVICE PROVIDERS
Contracted agencies and individual providers must uphold fair labor practices throughout their engagement.
PARTNERS
Business and community partners agree to promote human dignity and professional integrity alongside PAW.
15. THIRD-PARTY EXPECTATIONS
PAW expects vendors, service providers, subcontractors, partners, and other third parties acting on its behalf to comply with applicable labor and employment laws and to conduct their activities consistently with PAW's applicable contractual and ethical requirements.
PAW may conduct additional due diligence or impose contractual requirements when the nature of a relationship presents elevated labor, human-rights, safety, or compliance risk.
Material violations may result in corrective action or reevaluation of the business relationship.
ROLES & RESPONSIBILITIES
President & CEO
Executive support and organizational commitment.
Chief Risk & Compliance Officer
Policy oversight, significant concerns, investigations, risk monitoring and corrective measures.
Human Resources
Lawful employment practices, employee relations, training and corrective action.
Managers & Leaders
Promote compliance and escalate concerns.
Employees & Workforce Members
Follow the policy, complete required training, cooperate with reviews and report serious violations.
17. TRAINING & AWARENESS
PAW provides training and resources to ensure that employees and relevant stakeholders understand their rights and responsibilities under this policy. This includes specialized training for personnel involved in recruitment, placement, and compliance monitoring to ensure ethical standards are upheld throughout our operations.
18. MONITORING & REVIEW
PAW regularly monitors recruitment practices, client site conditions, and workforce feedback to evaluate adherence to this policy. We conduct periodic reviews of our compliance systems and third-party partnerships to identify risks and implement continuous improvements in our human rights and labor standards.
19. VIOLATIONS
Violations of this policy by employees, representatives, or business partners will result in corrective action, up to and including termination of employment or business relationship. PAW reserves the right to report unlawful activities to appropriate government and law enforcement authorities.
RELATED PAW DOCUMENTS
☑ Code of Conduct
☑ Equal Employment Opportunity
☑ Anti-Harassment
☑ Workplace Civility
☑ Ethics
☑ Conflict of Interest
☑ Confidentiality
☑ Workplace Safety
☑ Privacy & Information Protection
☑ Incident Reporting
☑ Complaint/Investigation Procedures
☑ Corrective Action
☑ Recruiting & Hiring
☑ Timekeeping & Payroll
☑ Client-Site Assignment Requirements
☑ Record Retention
Policy Administration
Questions concerning interpretation or administration should be directed to the Prime Allied Workforce Risk & Compliance Department.
FINAL DOCUMENT CONTROL RECORD
Document No.
PAW-RC-POL-002
Policy Name
Human Rights & Ethical Labor Practices Policy
Revision
0
Effective Date
August 17, 2026
Department
Risk & Compliance
Document Owner
Chief Risk & Compliance Officer
Approved By
President & CEO
Classification
Internal – Controlled Document
Risk Rating
HIGH
Review Cycle
At least annually and upon material legal, regulatory, or operational change.