1. Introduction

The Fighting Against Forced Labour and Child Labour in Supply Chains Act (the “Act”) requires that businesses state the actions they have taken during the fiscal year to prevent and reduce the risk of forced labour or child labour within their operations and supply chains. This is a joint report for: Prairie Communications Ltd., WCI Whyte Communications Inc. and 596266 Saskatchewan Ltd. (collectively “PMC”), which are all active entities in the Prairie Mobile group of companies. This report refers to the fiscal year ending March 31, 2026.

PMC is committed to sourcing products and delivering services of the highest quality in a socially responsible manner. PMC recognizes applicable human rights standards in addition to complying with all relevant laws and regulations. PMC does not manufacture goods, nor does it export goods or services outside Canada. As a wholesale and retail operator across five provinces in Canada, PMC works with its vendors to promote adherence to internationally recognized standards, in addition to compliance with the laws and regulations of their home jurisdictions and the jurisdictions in which they operate.

Established measures remain in place for the majority of PMC’s vendors, many of which are internationally recognized companies with well-established reputations. These measures include documented controls and grievance mechanisms. During FY26, PMC further strengthened its program through the development and delivery of staff training.

2. Due Diligence

PMC reviewed its existing processes for managing forced labour and child labour risks within its operations and supply chain and considered any gaps in relation to the requirements of the Act and international human rights leading practices.

Policies
PMC’s policies and processes relevant to this report include responsible sourcing expectations, hiring and labour standards controls, onboarding training requirements, supplier certification requirements for new vendors, and annual vendor review discussions relating to compliance and risk. Collectively, these measures support PMC’s efforts to prevent and reduce the risk of forced labour and child labour in its operations and supply chain.

Internal Processes – Human Resources

No gaps or risks were identified in PMC’s hiring practices or human resources processes. Employees across PMC’s branches in Canada continue to be subject to consistent recruitment processes, including voluntary and equitable application procedures, reference checks, and third-party background screening where applicable. PMC maintains internal controls to help ensure that workers are legally entitled to work in Canada, are fairly compensated, comply with applicable labour standards, and meet health and safety requirements. In FY26, PMC developed and delivered modern slavery training, which was completed by all procurement, finance, and senior leadership personnel. Modern slavery training is also included in the onboarding package for all new hires.

Internal Processes – Procurement

PMC maintains long-standing supplier relationships, some of which date back decades. Before entering into business with a potential vendor, PMC reviews whether the vendor has a public statement relating to the Act and requires an authorized signing officer to complete a Supplier Certification acknowledging that no forced labour or child labour is used by the vendor or within its supply chain. In FY26, all new vendors executed the supplier certification.

3. Supply Chain Risk

PMC engaged with its business partners in the supply chain to better understand their processes for managing forced labour and child labour risks and to identify any gaps relative to the requirements of the Act and international human rights leading practices. As in FY25, the risk analysis covered suppliers representing more than eighty percent of annual purchases.

All identified vendors operate in markets with existing legislative requirements and have plans and processes in place to support compliance with Bill S-211 and other applicable modern slavery legislation. Supply chain mapping undertaken by these vendors is reflected in their modern slavery statements. The PMC leadership team remains satisfied with the diligence demonstrated by these suppliers with respect to the potential use of forced labour or child labour at any stage in the production of goods imported into Canada.

Where PMC engages contractors for services, it requires either the contractor’s modern slavery statement or an acknowledgement of compliance through PMC’s Supplier Certification form. PMC’s contractors are typically local businesses with community connections and long-standing relationships. During FY26, no known or reported risks were identified through PMC’s internal processes.

4. Remediation and Reporting

To date, PMC has not identified any reported instances of forced labour or child labour, nor any reported instances of loss of income to vulnerable families resulting from measures taken to eliminate forced labour or child labour.

Should any instance of forced labour or child labour be identified within PMC’s supply chain, PMC is committed to reporting the matter transparently to relevant authorities and stakeholders and to working with suppliers to ensure appropriate corrective measures are implemented.

5. Training

During FY26, PMC developed and delivered training on the Act and on PMC’s policy and due diligence practices relating to modern slavery. This training was completed by all procurement, finance, and senior leadership personnel.

PMC has incorporated this training into its onboarding process for all new hires. The training is intended to promote awareness of the Act, PMC’s obligations under the Act, our policies on new vendors and to outline the steps employees should take if they become aware of any potential breach or concern.

6. Ensuring Compliance

During annual vendor review meetings, PMC addresses the Act, compliance expectations, and risk assessment. Supplier certification for new vendors forms part of this compliance process.

Internally, PMC continues to monitor compliance through employee training completion, onboarding requirements, procurement oversight, and internal labour practice controls.

Effectiveness / Assessing Compliance
PMC assesses the effectiveness of its compliance measures through completion of mandatory training, onboarding compliance for new hires, supplier certification completion for new vendors, annual vendor review discussions, and ongoing oversight of procurement and internal labour practices. In FY26, these measures supported continued awareness and accountability across key business functions.

Attestation

In accordance with the requirements of the Act, I attest that I have reviewed the information contained in this report. Based on my knowledge and having exercised reasonable due diligence, I attest that the information in the report is true, accurate and complete in all material respects for the purposes of the Act, for the reporting year listed above.

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Kimberley Bishop, President
May 25, 2026