3.1.  Suppliers must provide a safe and healthy workplace to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of suppliers’ facilities. Conditions must be safe, clean and meet or exceed requirements of all applicable laws and regulations relating to health and safety.
3.2. Suppliers must take a proactive approach to health and safety by implementing policies, systems and training designed to prevent accidents, injuries, protect worker health and help workers perform their jobs safely. (ILO Convention 155). Appropriate and effective personal protective equipment must be provided as needed.
3.3. Suppliers must assign responsibility for health and safety to a senior management representative.
3.4. Workers must receive regular and recorded health and safety training, and such training must be repeated for new or reassigned workers. 

3.5. Access must be provided to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage. 

3.6. Accommodation, where provided, must be clean, safe, and meet the basic needs of the workers.
3.7. Suppliers must provide adequate safeguards against fire, and must ensure the strength, stability and safety of buildings and equipment, including residential facilities where provided.
3.8. All sites must have an effective fire safety management system in place. This must include but not limited to:

• • Responsibility of general manager for overall fire safety 

• • Ongoing risk assessments 

• • Training for fire safety personnel
• • Appropriate and reliable equipment 

• • Clear and safe evacuation systems 

• • Regular fire drills for all shifts and all types of workers (site must keep a list of trained personnel)
• • All systems must be reviewed on a frequent basis.

3.9. Suppliers must provide access to adequate medical assistance and facilities.

4.1. No worker must be employed under the age of 15 or under the local mandatory school education age, whichever is higher.
4.2. Juvenile workers (ages 15-17) must not perform work, which by its nature or the circumstances in which it is carried out, is likely to compromise their health, safety or morals. (ILO Convention 138 and 182)
4.3. Suppliers must maintain a written hiring policy and age verification procedure in place for the recruitment of all workers, both full-time and part-time or temporary. This is to include copies of official government records and/or identification papers that verify worker’s date of birth and legal right to work. In countries where proof-of-age documents, birth certificates, or other government-issued forms of identification are not available, suppliers must seek an independent and reliable way of determining a worker’s age to verify the worker’s age (e.g. education certificates, election cards, residential document, etc.)
4.4. Regardless of the minimum age of employment, no Young Worker must be employed through a labour agent .
4.5. Suppliers must keep copies of official government records and/or identification papers that verify worker’s date of birth and legal right to work. In countries where proof-of-age documents, birth certificates, or other government-issued forms of identification are not available, suppliers must seek an independent and reliable way of determining a worker’s age to verify the worker’s age (e.g. education certificates, election cards, residential document, etc.)
4.6. If children are found to be working directly or indirectly for the supplier, suppliers must develop or participate in and contribute to AS Colour’s approved processes and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a “child.”