Company Policies

Policy on Human Rights

Non-Discrimination and Equal Opportunity Policy

Peregrine is unwavering in its commitment to fostering an inclusive
and diverse workplace. We believe in the inherent dignity of every individual and are dedicated to
providing equal employment opportunities to all, irrespective of race, ethnicity, nationality, religion,
gender, age, sexual orientation, disability, marital status, or any other characteristic protected by law.

Our Non-Discrimination and Equal Opportunity Policy includes the following principles:
1. Equal Employment Opportunities: We ensure that all aspects of employment, including
recruitment, hiring, training, promotion, compensation, benefits, and termination, are
conducted without regard to any protected characteristic. Every individual is afforded equal
opportunity based on their skills, qualifications, and job performance.
2. Diversity and Inclusion: We recognize the value of diversity and inclusion in fostering
innovation, creativity, and a positive work environment. We actively promote a workplace
culture that celebrates differences and encourages the contributions of individuals from diverse
backgrounds.
3. Training and Awareness: We provide training and awareness programs to educate employees
about the importance of non-discrimination and equal opportunity. These programs aim to
foster a culture of inclusion, sensitivity, and understanding, promoting respectful interactions
among colleagues.
4. Reporting Mechanisms: We maintain clear and accessible reporting mechanisms for employees
to raise concerns about discrimination or harassment. All reports will be treated confidentially,
and the organization is committed to conducting prompt and thorough investigations into any
reported incidents.
5. Accountability: Violations of this policy will result in appropriate disciplinary action, up to and
including termination of employment. We are committed to holding all employees, including
management, accountable for upholding the principles of non-discrimination and equal
opportunity.
6. Periodic Reviews: We conduct periodic reviews of our policies, practices, and employee
demographics to assess the effectiveness of our non-discrimination and equal opportunity
efforts. Feedback from employees is actively sought and used to identify areas for improvement.
Fair Recruitment and Employment Practices Policy.

Peregrine is committed to conducting fair and ethical recruitment practices that uphold the rights and dignity of candidates. We recognize the importance of transparency, integrity, and equal treatment throughout the recruitment process, from job advertising to selection, hiring, and terms of employment. Our Fair Recruitment and Employment Practices Policy encompasses the following principles:

1. Equal Opportunity: We provide equal employment opportunities to all job candidates,
regardless of race, ethnicity, nationality, religion, gender, age, sexual orientation, disability,
marital status, or any other characteristic protected by law. Our recruitment decisions are based
solely on merit, qualifications, and job-related criteria.
2. Transparency: We ensure transparency in our recruitment processes by clearly communicating
job requirements, qualifications, and selection criteria to all candidates. Job advertisements
accurately reflect the responsibilities, qualifications, and expectations associated with the
position.
3. Non-Discrimination: We do not tolerate discrimination of any kind during the recruitment
process. All candidates are treated with respect and dignity, and selection decisions are made
without regard to any protected characteristic.
4. Merit-Based Selection: Our selection process is merit-based, focusing on candidates' skills,
qualifications, and suitability for the position. We use fair and consistent assessment methods to
evaluate candidates' competencies and potential for success in the role.
5. Confidentiality: We respect the confidentiality of candidate information and handle personal
data in accordance with applicable privacy laws and regulations. Candidate information is used
solely for the purpose of recruitment and hiring and is not disclosed to third parties without
consent.
6. Feedback and Communication: We provide timely and constructive feedback to candidates
throughout the recruitment process, keeping them informed of their application status and
providing guidance when necessary. Open communication channels are maintained to address
candidate inquiries and concerns.
7. Inclusivity: We strive to promote inclusivity and diversity in our recruitment efforts, actively
seeking candidates from diverse backgrounds and perspectives. We value the contributions of
individuals from different cultures, experiences, and identities.
8. Compliance: We comply with all applicable laws, regulations, and industry standards related to
recruitment and employment practices. Our recruitment processes are conducted in accordance
with the principles of fairness, integrity, and legality.

Respect for Labor Rights Policy

At Peregrine, we are unwavering in our commitment to upholding the rights of workers and ensuring their dignity and wellbeing in the workplace. Our Respect for Labor Rights Policy underscores our dedication to respecting fundamental labor rights, including the freedom of association, collective bargaining, and the right to fair wages, benefits, and working conditions. Key elements of our policy include:

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1. Freedom of Association: We recognize and respect the right of workers to freely associate,
form, and join trade unions or workers organizations of their choice. We do not interfere with
employees rights to organize or engage in collective bargaining activities.
2. Collective Bargaining: We acknowledge the importance of collective bargaining as a
fundamental right of workers to negotiate terms and conditions of employment. We engage in
good faith negotiations with recognized employee representatives to reach mutually acceptable
agreements.
3. Fair Wages and Benefits: We are committed to providing fair and competitive wages and
benefits to our employees, ensuring that they receive compensation commensurate with their
skills, qualifications, and job responsibilities. We adhere to applicable minimum wage laws and
regulations and regularly review and adjust compensation packages as needed.
4. Working Conditions: We strive to maintain safe, healthy, and conducive working conditions for
all employees. We comply with occupational health and safety laws and regulations, implement
measures to prevent workplace accidents and injuries, and provide necessary training and
equipment to promote employee wellbeing.
5. Compliance with Labor Laws: We comply with all applicable labor laws, regulations, and
industry standards governing employment practices. This includes but is not limited to laws
related to working hours, overtime pay, rest breaks, leave entitlements, and employee rights.
6. Non-Retaliation: We prohibit retaliation against employees who exercise their labor rights, such
as the right to organize, participate in union activities, or raise concerns about working
conditions. Any form of retaliation, intimidation, or harassment against employees for exercising
their rights is strictly prohibited.
7. Training and Awareness: We provide training and awareness programs to employees and
managers on labor rights, including the importance of respecting freedom of association,
collective bargaining, and fair labor practices. These programs promote understanding and
compliance with labor laws and regulations.
8. Monitoring and Compliance: We regularly monitor our compliance with labor laws and
regulations, conduct internal audits, and engage with external stakeholders to ensure alignment
with best practices and industry standards. Any identified non-compliance issues are promptly
addressed and remediated.

Child Labor and Forced Labor Policy

At Peregrine, we are committed to upholding the highest standards of ethical conduct and human rights throughout our organization and supply chain. Our Child Labor and Forced Labor Policy reaffirms our unequivocal stance against the use of child labor and forced labor in any form. Key elements of our policy include:

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1. Prohibition of Child Labor: We strictly prohibit the hiring or employment of individuals under
the legal minimum working age as defined by Philippine labor laws and international
conventions. We do not engage in or support any activities that exploit or abuse children for
labor purposes.
2. Protection of Vulnerable Individuals: We are dedicated to protecting vulnerable individuals,
including children, from exploitation and abuse. We take proactive measures to identify and
address any risks of child labor or forced labor within our organization and supply chain.
3. Verification and Due Diligence: We conduct thorough due diligence processes to verify the age
and legal eligibility of all employees, contractors, and suppliers. We require appropriate
documentation and safeguards to ensure compliance with legal requirements and ethical
standards.
4. Supplier and Business Partner Standards: We require all our suppliers and business partners to
adhere to the same stringent standards regarding child labor and forced labor. We include
clauses in our contracts and agreements mandating compliance with applicable labor laws and
regulations.
5. Monitoring and Auditing: We regularly monitor and audit our supply chain to assess compliance
with our Child Labor and Forced Labor Policy. Audits may include on-site inspections,
documentation reviews, and interviews with employees to verify compliance and identify any
areas of concern.
6. Training and Awareness: We provide training and awareness programs to our employees,
suppliers, and business partners on the importance of eliminating child labor and forced labor
from our operations and supply chain. These programs raise awareness about legal obligations,
ethical considerations, and the impact of labor exploitation.
7. Reporting and Remediation: We encourage employees, suppliers, and other stakeholders to
report any suspected instances of child labor or forced labor promptly. Reports are thoroughly
investigated, and appropriate remedial actions are taken, including termination of contracts or
relationships with non-compliant parties.
8. Continuous Improvement: We are committed to continuous improvement in our efforts to
eradicate child labor and forced labor. We regularly review and update our policies, procedures,
and practices to reflect evolving legal requirements, industry standards, and best practices.

Respect for Privacy and Data Protection Policy

At Peregrine, we are committed to upholding the highest standards of privacy and data protection for all individuals whose personal information we handle. Our Respect for Privacy and Data Protection Policy encompasses the following principles:

1. Privacy and Confidentiality: We respect the privacy and confidentiality of personal information collected
from employees, job candidates, clients, and other stakeholders. Personal data is treated with the
utmost sensitivity and is accessed only by authorized individuals for legitimate business purposes.
2. Compliance with Data Protection Laws: We handle personal data in accordance with applicable
data protection laws and regulations, including the Data Privacy Act of 2012 in the Philippines.
Our data processing activities comply with legal requirements and industry standards for the
protection of personal information.
3. Lawful and Fair Processing: We collect, process, and use personal data only for lawful and
legitimate purposes, with the consent of the individuals concerned whenever required. Personal
data is processed fairly, transparently, and in accordance with the purposes for which it was
collected.
4. Security Measures: We implement appropriate technical, organizational, and security measures
to protect personal data against unauthorized access, disclosure, alteration, or destruction. Data
security controls are regularly reviewed and updated to mitigate risks and ensure the
confidentiality and integrity of personal information.
5. Data Minimization: We limit the collection and retention of personal data to the extent
necessary for the purposes for which it was collected. Personal data is retained only for as long
as required to fulfill the purposes for which it was processed, or as required by law.
6. Data Subject Rights: We respect the rights of data subjects, including the right to access, rectify,
delete, or restrict the processing of their personal data. Data subjects may exercise their rights
by contacting our designated data protection officer or privacy team.
7. Third-Party Disclosures: We may disclose personal data to third parties, such as service
providers or business partners, only where necessary for the purposes for which it was collected
and in accordance with applicable legal requirements. Third-party recipients are contractually
bound to comply with data protection obligations.
8. Data Breach Response: In the event of a data breach or unauthorized disclosure of personal
information, we have established procedures for responding promptly and effectively to
mitigate risks and minimize harm to affected individuals. Data breach incidents are reported to
the appropriate authorities and data subjects as required by law.

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Accountability and Transparency Policy

At Peregrine we uphold accountability and transparency as core
values in our human rights commitments and practices. Our Accountability and Transparency Policy
outlines our dedication to maintaining integrity, openness, and responsiveness in all our activities. Key
elements of our policy include:

1. Regular Assessment and Monitoring: We conduct regular assessments and monitoring of our
human rights performance to ensure compliance with our policies and commitments. We

review our practices, procedures, and outcomes to identify areas for improvement and measure
progress over time.
2. Prompt Addressing of Concerns: We are committed to addressing any human rights concerns or
grievances promptly and effectively. We provide accessible channels for employees and
stakeholders to raise concerns, and we respond to them in a timely and transparent manner.
3. Open Communication: We believe in open communication with our stakeholders about our
human rights commitments, practices, and performance. We provide regular updates, reports,
and disclosures to stakeholders, including employees, clients, investors, and the public, to keep
them informed about our efforts and progress.
4. Stakeholder Engagement: We actively engage with stakeholders to solicit feedback, input, and
perspectives on our human rights initiatives. We seek to understand their concerns, priorities,
and expectations, and we incorporate their feedback into our decision-making processes.
5. Compliance and Accountability Mechanisms: We establish mechanisms for ensuring
compliance with our human rights commitments and holding ourselves accountable for our
actions. This includes establishing clear policies, procedures, and accountability structures, as
well as implementing monitoring and reporting mechanisms.
6. Training and Capacity Building: We provide training and capacity-building opportunities to our
employees and stakeholders on human rights issues, principles, and best practices. We
empower individuals to understand their rights and responsibilities and to contribute to a
culture of respect for human rights within our organization and beyond.
7. Continuous Improvement: We are committed to continuous improvement in our human rights
commitments and practices. We regularly review and evaluate our performance, seek feedback
from stakeholders, and implement changes and enhancements to strengthen our human rights
efforts.

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Health and Safety Policy

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Statement of Intent

Peregrine is steadfastly committed to fostering a workplace environment where the health and safety of every individual comes first. With this foundational principle at our core, we pledge to uphold the highest standards of safety, ensuring the well-being of our employees, visitors, customers, and the broader community. We recognize that safeguarding against accidents, injuries, and occupational hazards is not merely a legal obligation but a moral imperative. It is our intent to proactively identify, assess, and mitigate risks, integrating robust safety protocols into
every facet of our operations. Through ongoing education, training, and communication, we empower our workforce to prioritize safety in all their endeavors. We embrace a culture of transparency and accountability, where concerns are addressed promptly and lessons learned are applied to drive continuous improvement. By fostering
collaboration with stakeholders and adhering to best practices, we strive to create a workplace where
everyone feels secure, valued, and empowered to contribute to a positive safety culture. Our
commitment to health and safety extends beyond compliance—it is a fundamental value that guides our
actions and defines who we are as an organization.

Responsibilities for Implementing and Maintaining Health and Safety Standards

At Peregrine, we firmly believe that the health and safety of our employees is of utmost importance. Therefore, we have established clear responsibilities to ensure the effective implementation and maintenance of health and safety standards throughout our organization.  These responsibilities include:

1. Managers and Executives: Top management holds the primary responsibility for creating and
promoting a culture of safety within the organization. They are accountable for allocating
resources, establishing policies, setting objectives, and ensuring compliance with health and
safety regulations.
2. Supervisors: Supervisors are responsible for overseeing day-to-day operations and ensuring that
health and safety protocols are followed. They provide guidance, instruction, and supervision to
employees to ensure tasks are performed safely.
3. Employees: All employees have a duty to adhere to health and safety procedures and
regulations. They are responsible for actively participating in safety training, reporting hazards
and incidents, and following safe work practices to prevent accidents and injuries.
4. Health and Safety Officers/Committee: Dedicated health and safety officers or committees
assist management in implementing and monitoring health and safety standards. They conduct
risk assessments, inspections, and investigations, and provide recommendations for
improvement to ensure a safe work environment.
5. Human Resources: The Human Resources department plays a role in coordinating health and
safety training, maintaining records, and facilitating communication between management and
employees regarding safety policies and procedures.

6. Candidates and Visitors: Candidates and visitors must comply with health and safety regulations
while on-site. They are responsible for following safety instructions and adhering to site-specific
safety protocols.
7. Continuous Improvement Teams: Teams dedicated to continuous improvement regularly assess
health and safety performance, identify areas for improvement, and implement corrective
actions to prevent accidents and promote a safer work environment.

Risk Assessment and Management

Risk assessment and management are integral components of our Health and Safety Policy, designed to
identify, evaluate, and mitigate potential hazards and risks within the workplace to ensure the safety
and well-being of all individuals involved. Our approach encompasses a systematic process
1. Hazard Identification: The first step in risk assessment involves identifying potential hazards
within the workplace. This includes conducting thorough inspections of work areas, equipment,
materials, and processes to identify any factors that could pose a risk to health and safety.
2. Risk Assessment: Once hazards are identified, they are evaluated to determine the level of risk
they pose. This assessment considers factors such as the likelihood of an incident occurring and
the severity of potential consequences. Risk assessment methods may include qualitative
assessments, such as using risk matrices, or quantitative assessments, such as calculating risk
scores.
3. Risk Control Measures: Based on the results of the risk assessment, control measures are
implemented to mitigate or eliminate identified risks.
4. Regular Inspections: Regular inspections are conducted to monitor the effectiveness of control
measures and identify any new hazards that may arise. Inspections may be scheduled at
predetermined intervals or conducted in response to specific events or concerns.
5. Incident Reporting and Investigation: Procedures are established for reporting and investigating
incidents, accidents and other safety-related events. This includes documenting details of the
incident, identifying root causes, and implementing corrective actions to prevent recurrence.
6. Training and Education: Employees are provided with training and education on hazard
identification, risk assessment, and control measures relevant to their roles. This ensures that all
employees are equipped with the knowledge and skills necessary to contribute to a safe work
environment.
7. Review and Improvement: The risk assessment and management process is regularly reviewed
and updated to ensure its effectiveness and relevance. Feedback from employees, incident
investigations, and changes in work processes or conditions are considered in identifying
opportunities for improvement.

8. Compliance with Regulations: All risk assessment and management activities are conducted in
compliance with relevant health and safety regulations, standards, and industry best practices.
This includes ensuring that all required documentation is maintained and that appropriate
regulatory reporting requirements are met.

Training and Education

At Peregrine, we prioritize the safety and well-being of our employees by providing comprehensive health and safety training programs at all levels of the organization. Our approach is designed to equip employees with the knowledge, skills, and competencies necessary to perform their jobs safely and effectively.

1. Training Needs Assessment: We begin by conducting a thorough assessment of the training
needs within our organization. This involves identifying specific job roles, tasks, and work
environments that present potential health and safety risks. Based on this assessment, tailored
training programs are developed to address the unique needs of different employee groups.

2. New Employee Orientation: All new employees undergo a comprehensive orientation program
that includes an introduction to our health and safety policies, procedures, and practices. This
orientation ensures that employees understand their responsibilities for workplace safety from
the outset of their employment.

3. Ongoing Training and Refresher Courses: We recognize that maintaining a safe work
environment requires continuous learning and reinforcement. Therefore, we provide ongoing
training and refresher courses to ensure that employees stay up-to-date on relevant health and
safety regulations, best practices, and emerging hazards. This includes regular updates to
training materials and periodic evaluations to assess the effectiveness of training programs.

4. Supervisor and Manager Training: Supervisors and managers play a crucial role in promoting a
culture of safety within their teams. To support them in this role, we provide specialized training
on leadership skills, hazard recognition, incident investigation, and effective communication of
health and safety expectations. This training enables supervisors and managers to effectively
coach and mentor their teams to prioritize safety in all aspects of their work.

5. Employee Engagement and Participation: We actively encourage employee engagement and
participation in health and safety training initiatives. Employees are encouraged to ask
questions, share their experiences, and contribute suggestions for improving workplace safety.
By involving employees in the training process, we foster a sense of ownership and commitment
to maintaining a safe work environment.

6. Evaluation and Continuous Improvement: We regularly evaluate the effectiveness of our
training programs through feedback mechanisms, assessments, and performance indicators.
This feedback is used to identify areas for improvement and enhance the relevance and impact
of our training initiatives. Additionally, we conduct periodic reviews of training materials and
content to ensure they remain current and aligned with evolving best practices and regulatory
requirements.

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Emergency Procedures

At Peregrine, the safety and well-being of our employees, visitors, and stakeholders are of paramount importance. To ensure a prompt and coordinated response in the event of an emergency, we have established comprehensive emergency procedures that outline the steps to be taken in various emergency scenarios, including fires, medical incidents, natural disasters, and other critical incidents.

1. Emergency Response Team: We have designated and trained an emergency response team
responsible for coordinating and managing emergency situations. This team includes individuals
with specific roles and responsibilities, such as emergency coordinators, first aid responders,
and evacuation marshals.
2. Emergency Communication: In the event of an emergency, clear communication is essential to
ensure a swift response and the safety of all individuals involved. We have established
communication protocols, including emergency notification systems, alarm signals, and
designated emergency contacts, to quickly disseminate information and alert relevant
personnel.
3. Evacuation Procedures: Our emergency procedures include detailed evacuation plans for safely
evacuating occupants from buildings in the event of a fire or other life-threatening emergencies.
Evacuation routes, assembly points, and procedures for assisting individuals with disabilities are
clearly marked and communicated to all occupants.
4. Emergency Equipment and Facilities: We provide essential emergency equipment and facilities,
such as fire extinguishers, first aid kits, emergency lighting, and evacuation signage, to support
effective emergency response and ensure the safety of occupants during evacuations.
5. Emergency Response Procedures: Our emergency procedures outline specific response
protocols for various emergency scenarios, including fire emergencies, medical incidents and
severe weather events. These procedures include step-by-step instructions for assessing the
situation, initiating emergency notifications, evacuating occupants, and implementing
appropriate safety measures to mitigate risks.
6. Training and Drills: We conduct regular training sessions and emergency drills to familiarize
employees with emergency procedures, roles, and responsibilities. These training sessions
provide employees with the knowledge and skills they need to respond effectively to
emergencies and ensure a coordinated and organized response.
7. Post-Emergency Response: Following an emergency, we conduct debriefings and reviews to
evaluate the effectiveness of our response, identify areas for improvement, and implement
corrective actions to enhance our emergency preparedness and response capabilities.

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Health and Wellbeing Policy

At Peregrine we prioritize the health and wellbeing of our employees
as fundamental aspects of our organizational culture. Our Health and Safety Policy extends beyond
physical safety to encompass various dimensions of employee health and wellbeing. Key components of
our Health and Wellbeing Policy include:

1. Access to Healthcare Services: We are committed to providing access to healthcare services to
support the physical health of our employees. This includes offering comprehensive health
insurance coverage, facilitating access to medical professionals, and promoting preventive
healthcare measures such as regular check-ups and screenings.
2. Mental Health Support: We acknowledge the significance of mental health in overall wellbeing
and productivity. Our firm offers mental health support services, including access to counseling,
employee assistance programs , and resources for stress management and resilience building.
We promote open communication and destigmatize discussions about mental health to create a
supportive work environment.
3. Work-Life Balance: We understand the importance of work-life balance in maintaining
employee wellbeing. Our firm encourages flexible work arrangements, such as telecommuting,
flexible scheduling, and paid time off, to help employees manage their professional and
personal responsibilities effectively. We promote a culture of respect for personal boundaries
and encourage employees to prioritize self-care.
4. Health Promotion Initiatives: We actively promote health and wellness initiatives to empower
employees to make positive lifestyle choices. This includes organizing wellness challenges,
providing access to fitness facilities or classes, offering nutrition education, and promoting
participation in community health events. We believe that fostering a culture of health and
wellbeing contributes to employee engagement and overall satisfaction.
5. Training and Education: We provide training and educational resources to raise awareness
about health and wellbeing topics among our employees. This includes workshops, seminars,
and informational materials covering areas such as nutrition, exercise, stress management, and
mental health awareness. By equipping employees with knowledge and skills, we empower
them to take proactive steps toward improving their health and wellbeing.
6. Continuous Improvement: We regularly review and evaluate our Health and Wellbeing Policy to
identify opportunities for improvement and ensure alignment with best practices and emerging
trends. Feedback from employees is solicited and incorporated into policy revisions to ensure
that our initiatives remain relevant and effective.

Compliance and Legislation Policy

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At Peregrine, we are dedicated to upholding the highest standards of
health and safety in accordance with relevant laws, regulations, and industry standards applicable in the
Hong Kong, Canada and the Philippines. Our Compliance and Legislation Policy ensures that our organization complies with all applicable health and safety requirements to safeguard the wellbeing of our employees, contractors, and visitors. Key components of our policy include:

1. Regulatory Compliance:  We are committed to adhering to all relevant health and safety laws
and regulations established by the Philippines government. This includes compliance with:
Republic Act No. 11058, also known as the "Occupational Safety and Health Standards Law"
and any other pertinent legislation or regulations related to health and safety in the workplace
2. Monitoring and Evaluation: We have established procedures for monitoring and evaluating our
compliance with health and safety regulations on an ongoing basis. This includes regular
inspections, audits, and reviews of our policies, procedures, and work practices to identify any
areas of non-compliance or opportunities for improvement.
3. Documentation and Record keeping: We maintain accurate and up-to-date records of our
compliance efforts, including documentation of inspections, training records, incident reports,
and corrective actions taken. This documentation helps demonstrate our commitment to
compliance and serves as evidence of our efforts to maintain a safe work environment.
4. Training and Awareness: We provide comprehensive training and awareness programs to
ensure that all employees are informed about relevant health and safety laws, regulations, and
standards in the Philippines. This includes educating employees about their rights and
responsibilities under the OSHS and other relevant legislation, as well as providing specialized
training for supervisors and managers on compliance-related topics.
5. Communication and Reporting: We promote open communication channels for employees to
report any health and safety concerns or potential violations of regulations. We have
established procedures for reporting incidents, near misses, and hazards, as well as mechanisms
for addressing and resolving these issues promptly.
6. Continuous Improvement: We are committed to continuous improvement in our health and
safety performance. We regularly review and update our policies, procedures, and practices to
reflect changes in regulations, industry standards, and best practices. Feedback from employees
and stakeholders is solicited and incorporated into our improvement efforts.

Communication and Consultation Policy
At Peregrine, we prioritize effective communication and consultation
regarding health and safety matters to ensure the wellbeing of our employees, contractors, and visitors.
Our Communication and Consultation Policy outlines the following principles and procedures:

1. Information Dissemination: We are committed to regularly communicating relevant health and
safety information to all employees. This includes distributing policies, procedures, and
guidelines through various channels such as employee handbooks, email notifications, and
safety notices displayed in common areas.
2. Training and Education: We provide comprehensive training and education programs to ensure
that employees are aware of potential hazards, safe work practices, and emergency procedures.
Training sessions cover topics such as hazard recognition, risk mitigation and reporting
procedures for incidents and near misses.
3. Open-door Policy: We maintain an open-door policy that encourages employees to raise safety
concerns, ask questions, and provide feedback on health and safety matters. Employees are
encouraged to approach their supervisors, managers, or designated safety representatives with
any safety-related issues or suggestions for improvement.
4. Safety Meetings and Committees: We hold regular safety meetings and establish safety
committees to facilitate two-way communication between management and employees
regarding health and safety issues. These meetings provide opportunities to discuss safety
performance, share best practices, and address concerns raised by employees.
5. Incident Reporting and Investigation: We have established procedures for reporting and
investigating incidents, accidents, near misses, and hazards. Employees are encouraged to
report any safety-related incidents or concerns promptly using designated reporting channels.
Management conducts thorough investigations to determine root causes and implement
corrective actions to prevent recurrence.
6. Employee Engagement: We actively engage employees in the development and implementation
of health and safety initiatives. Employees are encouraged to participate in safety committees,
contribute suggestions for improvement, and take ownership of safety responsibilities in their
respective roles.
7. Feedback Mechanisms: We establish feedback mechanisms, such as surveys or focus groups, to
assess employee perceptions of the effectiveness of health and safety programs and
communication efforts. Feedback is used to identify areas for improvement and enhance the
overall effectiveness of our health and safety management system.

Continuous Improvement Policy

At Peregrine, we are dedicated to achieving and maintaining the highest standards of health and safety for our employees, contractors, and visitors. Our Continuous Improvement Policy underscores our commitment to ongoing review, evaluation, and implementation of corrective actions to enhance health and safety performance.

1. Regular Review and Evaluation: We conduct regular reviews and evaluations of our health and
safety performance to identify areas for improvement. This includes assessing compliance with

policies and procedures, analyzing incident data, and soliciting feedback from employees and
stakeholders.
2. Root Cause Analysis: When incidents or near misses occur, we conduct thorough root cause
analyses to determine the underlying factors contributing to the event. By identifying root
causes, we can implement targeted corrective actions to prevent similar incidents from
occurring in the future.
3. Implementation of Corrective Actions: Based on the findings of reviews, evaluations, and root
cause analyses, we develop and implement corrective actions to address identified deficiencies
or opportunities for improvement. Corrective actions may include revisions to policies and
procedures, additional training or education initiatives.
4. Monitoring and Follow-Up: We monitor the effectiveness of implemented corrective actions to
ensure that they address the identified issues and produce the desired outcomes. Follow-up
inspections, audits, and reviews are conducted to verify compliance with corrective measures
and track progress over time.
5. Employee Involvement: We actively involve employees in the continuous improvement process
by soliciting their input, ideas, and feedback on health and safety matters. Employees are
encouraged to report hazards, suggest improvements, and participate in safety committees or
focus groups to contribute to the enhancement of health and safety performance.
6. Benchmarking and Best Practices: We benchmark our health and safety performance against
industry standards and best practices to identify opportunities for excellence. By learning from
the experiences of other organizations and adopting proven strategies, we can enhance our own
health and safety management system.
7. Management Review: Senior management conducts regular reviews of health and safety
performance to assess progress, identify trends, and make strategic decisions regarding
resource allocation and priorities. Management commitment and leadership are critical drivers
of continuous improvement efforts.
8. Communication and Transparency: We communicate openly and transparently with employees
and stakeholders about our continuous improvement initiatives and progress. Regular updates,
progress reports, and feedback mechanisms ensure that everyone is informed and engaged in
the process.

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Anti-Harassment and Disrespectful Act Policy

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Peregrine is dedicated to maintaining a workplace environment free from all forms of harassment. We are committed to fostering a culture of respect, dignity, and professionalism, where every individual is treated with fairness and equality. Our Anti-Harassment Policy outlines our zero-tolerance approach to harassment and our commitment to preventing and addressing such behavior within our organization.

1. Definition of Harassment
Harassment encompasses any unwelcome conduct, whether verbal, physical, or visual, that creates
an intimidating, hostile, or offensive work environment. This can include a wide range of behaviors,
such as derogatory comments, jokes, gestures, insults, threats, or unwanted physical contact.
Harassment may be based on various factors, including but not limited to, race, gender, age,
religion, sexual orientation, disability, or any other protected characteristic.  At Peregrine we maintain a zero-tolerance policy towards harassment of any kind. We are committed to fostering a workplace environment where all
individuals are treated with dignity, respect, and professionalism. Instances of harassment will not
be tolerated, and appropriate disciplinary action will be taken swiftly against perpetrators,
regardless of their position within the organization. Our Anti-Harassment Policy aims to create a safe and inclusive workplace where everyone feels valued and supported. We encourage open communication and prompt reporting of any harassment concerns. By upholding this policy, we strive to promote a culture of mutual respect and
wellbeing for all members of our organization.
2. Prohibition of Harassment
Harassment in any form is strictly prohibited in our workplace, spanning all company premises,
events, meetings, and interactions related to work. This prohibition is universally applied to all
individuals associated with our organization, including employees, contractors, clients, candidates,
and visitors.
Our Anti-Harassment Policy is founded on the principles of equality, fairness, and mutual respect.
We strive to create a culture where everyone feels safe, valued, and empowered to speak up against
harassment. By upholding this policy, we aim to foster a work environment characterized by trust,
inclusivity, and productivity for the benefit of all.
3. Reporting Procedures
At Peregrine we offer various avenues for reporting incidents of  harassment. Employees can choose to report directly to their supervisors, reach out to the Human Resources department, or contact designated harassment officers. We encourage individuals who experience or witness harassment to come forward promptly with their concerns. Assurances are provided that all reports will be treated with seriousness and confidentiality, and appropriate actions will be taken to address the issue effectively.
4. Investigation and Resolution
Every report of harassment is promptly and comprehensively investigated in a manner that is fair,
impartial, and confidential. These investigations are conducted with utmost sensitivity to the privacy
and wellbeing of all individuals involved. We ensure that all parties are treated with respect and that
their rights are protected throughout the process. If harassment is substantiated, appropriate
disciplinary measures will be taken, which may include termination of employment. We are
committed to resolving instances of harassment swiftly and effectively to uphold a safe and
respectful work environment for all.
5. Protection against Retaliation
Peregrine strictly prohibits retaliation against individuals who
report incidents of harassment or participate in investigations. Any form of retaliation against a
complainant, witness, or participant in the investigation process will be treated as a separate
violation of company policy. Those found to have engaged in retaliation will be subject to
disciplinary action, up to and including termination of employment. We are committed to
safeguarding the rights and wellbeing of all individuals who come forward with harassment concerns
or assist in the resolution process.
6. Awareness and Training
At Peregrine, we conduct regular training and awareness programs
to educate employees on preventing and addressing harassment in the workplace. Our training
sessions cover various topics, including identifying different forms of harassment, understanding
reporting procedures, and promoting respectful workplace interactions. Through these programs,
we aim to empower employees with the knowledge and skills needed to recognize, prevent, and
effectively respond to harassment incidents. We are committed to fostering a safe and inclusive
work environment where all individuals are treated with dignity and respect.
7. External Resources
Peregrine offers information and support to employees regarding accessing external resources for assistance with harassment. This includes guidance on reaching outto local authorities, counseling services, and legal assistance providers. We are committed toensuring that individuals have access to the necessary resources and support systems to addressharassment effectively. Our goal is to empower employees to seek help and take appropriate action when faced with harassment, promoting a workplace culture of safety, respect, and wellbeing.

Anti-Bullying and Violence Policy

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Peregrine is dedicated to fostering a workplace environment free from
bullying and violence. We uphold a zero-tolerance stance against any form of bullying, intimidation, or
physical aggression. Our Anti-Bullying and Violence Policy outlines our commitment to maintaining a
safe and respectful workplace for all employees.

1. Definition of Bullying and Violence
Bullying refers to repeated, unwanted, and aggressive behavior intended to intimidate, degrade, or
harm others psychologically or emotionally. This behavior can take various forms, such as verbal
abuse, threats, exclusion, or spreading rumors, and is often targeted at individuals perceived as
vulnerable or weaker.
Violence, on the other hand, includes any physical force or action intended to cause injury or harm
to another person. This can range from physical assaults, hitting, pushing, or kicking, to more severe
acts such as use of weapons or causing serious bodily harm.
At Peregrine, we maintain a zero-tolerance policy towards both bullying and violence in the workplace. We are committed to creating a safe and respectful environment where all individuals can work free from fear of harassment or harm. Any instances of bullying or violence will be taken seriously and addressed promptly to ensure the wellbeing and safety of our employees.
2. Prohibition of Bullying and Violence
At Peregrine, we enforce a strict prohibition against all forms of
bullying and violence in our workplace. This prohibition extends to all company premises, events,
meetings, and interactions related to work. We are dedicated to fostering a safe and respectful
environment where every individual feels secure and valued. Any instances of bullying or violence
will be met with immediate action to ensure the wellbeing and safety of our employees.
3. Responsibilities of Management
Management holds the responsibility for establishing and preserving a work environment that is
devoid of bullying and violence. They are entrusted to set the standard by leading by example,
fostering a culture of respect and professionalism among their teams. It is expected that they take
immediate action to address any incidents of bullying or violence that may occur within the
workplace.
4. Reporting Procedures
At Peregrine, we offer multiple channels for reporting incidents of bullying and violence. Employees can directly report to their supervisors, the human resources department, or designated officers. We encourage individuals who experience or witness bullying or violence to report it promptly. Rest assured, all concerns will be taken seriously and handled confidentially. We are committed to ensuring a safe and supportive environment for all employees.

5. Investigation and Resolution
Every report of bullying and violence is promptly and thoroughly investigated in a fair, impartial, and
confidential manner at Peregrine these investigations are conducted with utmost sensitivity to the privacy and wellbeing of all parties involved. Should the allegations be substantiated, appropriate disciplinary action will be taken against individuals found to have engaged in such behavior. We are dedicated to ensuring a safe and respectful workplace for all employees.
6. Protection against Retaliation
Peregrine strictly prohibits retaliation against individuals who report incidents of bullying or violence or participate in investigations. Any form of retaliation against a complainant, witness, or participant in the investigation process will be treated as a separate violation of company policy. We are committed to safeguarding the rights and wellbeing of all individuals who come forward with concerns or assist in the resolution process. Retaliation
against them will not be tolerated, and appropriate disciplinary action will be taken against those
found responsible.
7. Awareness and Training

At Peregrine, we conduct regular training and awareness programs to educate employees on preventing and addressing bullying and violence in the workplace. Our training sessions cover various topics, including recognizing bullying behavior, understanding reporting procedures, and promoting respectful interactions among colleagues. Through these programs, we aim to empower our employees with the knowledge and skills needed to create a safe
and supportive work environment. We are committed to fostering a culture of respect and dignity
where all individuals are valued and treated with kindness.

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Anti-Modern Slavery and Human

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Trafficking Policy 

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Peregrine is committed to combating modern slavery and human trafficking in all its forms. We recognize the importance of upholding human rights and ethical labor practices throughout our operations and supply chains. Our Anti-Modern Slavery and Anti-Human Trafficking Policy outlines our dedication to preventing, detecting, and addressing these issues. Key components of our policy include:

1. Definition and Recognition: We define modern slavery and human trafficking as the exploitation
of individuals through coercion, deception, or force for labor or commercial purposes. We
acknowledge the various forms these crimes can take, including forced labor, debt bondage,
trafficking for sexual exploitation, and forced marriage.
2. Zero Tolerance: Peregrine maintains a zero-tolerance stance
towards modern slavery and human trafficking. We do not tolerate any form of these practices
within our organization or supply chains.
3. Risk Assessment: We conduct regular risk assessments to identify and mitigate potential risks of
modern slavery and human trafficking within our operations and supply chains. This includes
assessing the practices of our suppliers, subcontractors, and business partners.
4. Due Diligence: We implement due diligence processes to ensure that all parties within our
supply chains adhere to ethical labor standards and comply with relevant laws and regulations
concerning modern slavery and human trafficking.
5. Training and Awareness: We provide training and awareness programs to our employees to
educate them about the signs of modern slavery and human trafficking and how to report any
concerns or suspicions.
6. Reporting Mechanisms: We have established clear reporting mechanisms for employees,
suppliers, and other stakeholders to report any suspected cases of modern slavery or human
trafficking. Reports will be promptly investigated, and appropriate actions will be taken.
7. Collaboration and Advocacy: We collaborate with industry partners, government agencies, and
non-governmental organizations to share best practices, raise awareness, and advocate for
stronger measures to combat modern slavery and human trafficking.
8. Continuous Improvement: We continuously review and improve our policies, procedures, and
practices to strengthen our efforts in preventing and addressing modern slavery and human
trafficking.
 

By adhering to our Anti-Modern Slavery and Anti-Human Trafficking Policy, Peregrine demonstrates its commitment to upholding human rights, ethical labor practices, and social responsibility. We believe that by working together, we can contribute to a world free from exploitation and injustice.

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