RevSend Human Rights Policy Overview
Company: RevSend LLC Effective date: January 1, 2024 Owner: Jonathan Nahin, Chief Executive Officer (CEO) Applies to: All RevSend employees, officers, contractors, temporary workers, and business partners supporting RevSend’s operations and services
This policy establishes RevSend LLC’s (RevSend) commitment to respecting internationally recognized human rights and to conducting business responsibly. We seek to avoid causing or contributing to adverse human rights impacts through our operations, products, services, and business relationships.
Our Commitment
RevSend respects internationally recognized human rights and is committed to preventing and mitigating adverse impacts through responsible business practices. We address harm by providing or cooperating in remediation and use our leverage in business relationships to prevent and minimize harm.
This policy aligns with the United Nations Guiding Principles on Business and Human Rights and applies to all individuals and entities associated with RevSend’s operations.
Where local law conflicts with internationally recognized human rights, RevSend will seek to honor human rights to the greatest extent possible while complying with applicable law.
Scope
This policy covers our workforce (employees, contractors, temporary labor, interns) and operations (corporate, logistics, storage, fulfillment, packaging, customer support).
It also applies to our supply chain and partners—including manufacturers, printers, packagers, warehouse and marketplace operators, gift card and payment partners, software and data vendors.
Our policy extends to customers and recipients, wherever RevSend’s services may impact individuals, including gift recipients and customer employees.
Standards We Align To
RevSend’s human rights approach is guided by the UN Guiding Principles on Business and Human Rights (Protect, Respect, Remedy), the OECD Due Diligence Guidance for Responsible Business Conduct, the International Bill of Human Rights, and the ILO Declaration on Fundamental Principles and Rights at Work.
Wherever local law conflicts with these international standards, RevSend will seek solutions that honor internationally recognized human rights as much as possible under the law.
Human Rights Risks We Take Seriously
We focus on workplace rights and labor standards, including prohibiting forced labor, human trafficking, child labor, and supporting fair wages, working hours, humane treatment, and freedom of association.
We prohibit discrimination and support equal opportunity for all. RevSend also prioritizes health and safety, privacy and data protection, and expects all suppliers and partners to uphold labor, safety, and transparency standards.
We are vigilant against misuse of our services for harassment, coercion, bribery, or unlawful conduct, and support customers in using corporate gifting responsibly and ethically.
Governance and Accountability
The CEO is directly accountable for the Human Rights Policy. Oversight and implementation responsibilities are assigned to Operations and Compliance leadership.
Managers are responsible for applying this policy within their teams and vendor relationships, while all workers and partners must comply and report concerns.
All RevSend personnel and partners are expected to uphold these commitments. Violations should be reported through designated channels.
Human Rights Due Diligence
Our due diligence process includes assessing impacts (with periodic and event-based risk evaluation), integrating operational controls and supplier requirements, and implementing escalation protocols.
Effectiveness is monitored through reviews, tracking, and audits. We communicate policy expectations to stakeholders and provide meaningful updates when material issues arise.
The approach covers assessment, integration, effectiveness tracking, and communication covering all relevant risk areas and operational changes.
Expectations for Employees and Business Partners
RevSend expects full compliance with labor, wage, hour, and workplace safety laws. Forced labor, child labor, and human trafficking are strictly prohibited. Partners must maintain safe, respectful, and discrimination-free workplaces, protect data and privacy, and cooperate with investigations.
Partners may be required to confirm compliance and take corrective action. Failure to address serious problems may result in suspension or termination of the relationship.
Speaking Up and Grievance Mechanisms
Concerns can be reported without fear of retaliation. Channels: Email: ethics@revsend.com Web: https://www.revsend.com/contact (mention “Human Rights Concern” in message)
RevSend strictly prohibits retaliation and handles reports confidentially, sharing information only as needed and in line with the law and fair process.
All individuals are encouraged to speak up, and reports will be managed discreetly and respectfully.
Remediation
If RevSend causes or contributes to an adverse human rights impact, we will provide or cooperate in remedy—such as corrective measures, compensation, training, vendor engagement, and policy updates as needed.
When linked through a business relationship, we will use leverage to pursue remediation with relevant parties and prevent or mitigate harm.
Training and Awareness
RevSend provides role-appropriate training in workplace conduct, anti-harassment, health and safety, onboarding standards, escalation, and privacy and security for those handling personal data.
Training and guidance are updated as our policy or operational focus evolves to ensure awareness and compliance.
Continuous Improvement and Review
RevSend reviews this policy at least annually and updates it as our business, risk profile, or regulatory landscape evolves.