Human Rights Global Policy - Version 1 9 / 9 If an employee of Schneider Electric believes that there is a conflict between this Policy and the local law, he or s he must escalate the case to the Zone Compliance Officer to assess the potential conflict and provide legal support t o local management to find alternative solutions. 3.3. Grievance and remediation Schneider Electric considers that this Policy ’s implementation and adherence must be supported by grievance and remediation mechanisms. To that purpose:  T he company alert escalation process must be followed by any employee who has identified or has been made aware of a potential violation of this Policy ;  A dedicated alert escalation process will be at our external stakeholders' (1) disposal to report any breach to this Policy – currently under development , to be deployed in Q3/2017 . The violation may involve Schneider Electric employees or one of its business partners. Each case should be reported by e mail or by phone and will be managed with the highest level of serious ness by the company’s Fraud Committee. The Fraud Committee commits to protect the identity of any alerter using this grievance mechanism in good faith. (1) By external stakeholder, we mean contract workers, suppliers' workers, customers' workers, local communities, end - users of our products & services  In situations where Schneider Electric has caused or contributed to a negative impact, the company commits to provide or help provide remedy to those harmed. The company’s Fraud Committee ensures that peop le who were impacted receive an effective remedy.  No employee, whatever his or her position, has the authority to order, request or even influence another employee or stakeholder to violate this Policy . Moreover, each employee is invited to promote and enhance this Policy to other employees and stakeholders.