Corporate Social Responsibility

1)  Waste and Recycling
2)  Packaging
3)  Wages and employment
4)  Discrimination

1) Waste and Recycling

XXL-Rehab ensures that:

· Waste, including recyclable waste is sorted according to rules of the
  Danish environmental authorities and will be recycled or disposed of to
  approved waste and recycling facilities.

· Hazardous waste is labelled, stored and disposed of to approved waste
  and recycling facilities, according to the rules of the authorities.

XXL-Rehab is aware of and respects the requirements for sorting, recycling and waste disposal, as reflected in Danish legislation in the Order of the Environmental Protection Act, Act No. 753 of 25 August 2001.

The Danish law complies with EU Directive 75/442/EEC of 15 July 1975 on waste, EU Directive 91/689/EEC of 12 December 1991 on hazardous waste, the EU Regulation 259/93 of the first February 1993 on the supervision and control of shipments of waste within, into and from the European Community and the Basel Convention on transboundary transport of waste.

XXL-Rehabs management of waste is controlled by local environmental authorities. If XXL-Rehab violates the Danish regulations for waste, including recyclable waste, those responsible are punished by a fine and in the aggravated cases with imprisonment up to two years.

2) Packaging

XXL-Rehab ensures that:

XXL-Rehabs use of the heavy metals cadmium, lead, mercury and chromium (VI) in packaging comply with EU limits.

XXL-Rehab is aware of and comply with the Danish environmental requirements for XXL-Rehab packaging, as expressed in the Danish legislation in the Notice of certain Requirements for packaging No 298 of 30 April 1997.

The Danish law complies with EU Directive 94/62/EC on packaging and packaging waste.

EPA oversees that the packaging sold in Denmark, lives up to the Danish environmental requirements. If XXL-Rehab violates the Danish rules for packaging, those responsible are punished by a fine.

3) Wages and employment

XXL-Rehab ensures that:

· All employees receive a minimum wage, which is consistent with
  international standards.

· All employees are given written information about wages, work, work
  content, rights with respect to paid holidays and notice periods,
  remuneration, working hours and possible. collective bargaining.

· All employees of XXL-Rehab has at least 25 days paid holiday a year.

· All employees who work in a shorter period get vacation and holidays
  aligned with the length of employment.

XXL-Rehab is aware of and respects the Danish demands on pay, benefits and employment conditions, as expressed in the Act on the employer's obligation to inform the employee about the conditions of employment, Act No. 692 of 20 August 2002, Holiday Act, Act No. 407 of 28 May 2004, Consolidated Act on equal treatment for men and women in employment and maternity leave, Act No. 711 of 20 August 2002 Law amending the Law on equal treatment for men and women in employment and maternity leave etc, Act on unemployment benefits for sickness or childbirth and Act on childcare leave, Act No. 141 of 25 March 2002.

The Danish law complies with EU Directive 91/533/EEC of 14 October 1991 on an employer's obligation to inform employees about the terms of the contract or employment relationship, the UN Convention on Economic, Social and Cultural Rights of 16 December 1966 UN Convention on the Elimination of all Forms of Discrimination against Women of 18 December 1979, ILO Convention No. 132 of 24 June 1970 on annual leave with pay.

The Danish authorities verify that XXL-Rehab complies with the Danish legislation. Employees who believe their rights are being violated, have access to justice. If XXL-Rehab violates the rules, those responsible are punished by fine or imprisonment.

4) Discrimination

XXL-Rehab ensures that:

· There in XXL-Rehab is no discrimination because of sex, race, color,
  religion, political opinion, sexual orientation, national origin, social origin,
  ethnic origin, age or disability.

· There in XXL-Rehab is no discrimination in employment, dismissal, transfer,
  promotion, assignment of wages, determination of working conditions or
  competency. All decisions on recruitment, promotion, dismissal, pay and 
  working conditions are based on relevant and objective criteria.

XXL-Rehab is aware of and respects the prohibition of discrimination, as expressed in the Consolidated Act prohibiting discrimination in employment, etc., Act No. 756 of 30 June 2004 and Consolidated Act of law on equal treatment for men and women in employment and maternity leave, etc., Act No. 711 of 20 August 2002.

The Danish law complies with EU Directive 00/43/EF of 29 June 2000 on Ethnic Equal Treatment. EU Directive 00/78/EF of 27 November 2000 establishing a general framework for equal treatment in employment and occupation, the European Convention on Human Rights of 4 November 1950 UN Convention on the Elimination of All Forms of Racial Discrimination of 21 December 1965 UN Convention on the Elimination of All Forms of Discrimination against Women of 18 December 1979, ILO Convention No. 100 of 29 June 1951 on Equal Remuneration, ILO Convention No. 111 of 25 June 1958 on Discrimination, ILO Convention No. 169 of 27 June 1989 on indigenous peoples.

The Danish authorities verify that XXL-Rehab complies with the Danish legislation. Employees who believe their rights are being violated, have access to justice. If XXL- Rehab violates the rules, those responsible are punished by fine or imprisonment.