Mid-Carolina Supply, Inc. and the United States Government prohibit trafficking in persons. The U.S. Government’s policy prohibiting trafficking in persons is available at 48 CFR § 52.222-50 and is summarized below under the heading: “Summary of U.S. Government Policy of Prohibiting Trafficking in Persons.”

Mid-Carolina Supply, Inc. is committed to a work environment that is free from human trafficking and slavery, which for purposes of this policy includes forced labor and unlawful child labor. [Company name] will not tolerate or condone human trafficking or slavery in any part of our global organization.

Mid-Carolina Supply, Inc. employees, subsidiaries, contractors, subcontractors, vendors, suppliers, partners and others through whom [Company name] conducts business must avoid complicity in any practice that constitutes trafficking in persons or slavery.

Summary of U.S. Government Policy of Prohibiting Trafficking in Persons

U.S. Government policy prohibits trafficking in persons and slavery. Government contractors and their employees, subcontractors, subcontractor employees, and agents must not engage in any practice that constitutes trafficking in persons or slavery. This includes, but is not limited to, the following activities:

• Engaging in any form of trafficking in persons.

• Procuring commercial sex acts.

• Using forced labor in the performance of any work.

• Destroying, concealing, confiscating, or otherwise denying access by an employee to the employee’s identity or immigration documents, such as passports or drivers’ licenses, regardless of issuing authority.

• Using misleading or fraudulent practices during the recruitment of employees or offering of employment/contract positions, such as failing to disclose, in a format and language understood by the employee or applicant, basic information; or making material misrepresentations during the recruitment of employees regarding the key terms and conditions of employment, including wages and fringe benefits, the location of work, the living conditions, housing, and associated costs (if provided by the employer or agent), any significant cost to be charged to the employee or applicant, and, if applicable, the hazardous nature of the work.

• Using recruiters that do not comply with local labor laws of the country in which the recruiting takes place.

• Charging applicants recruitment fees.

• If required by law or contract, failing to provide return transportation or failing to pay for the cost of return transportation upon the end of employment.

• If required by law or contract, failing to provide or arrange housing that meets the host country housing and safety standards.

• If required by law or contract, failing to provide an employment contract, recruitment agreement, or other required work document in writing with legally required information and in a language the employee understands.