Communication on Progress

2011 Communication on Progress

Participant
Published
  • 01-Apr-2011
Time period
  • March 2010  –  March 2011
Format
  • Stand alone document – Basic COP Template
Differentiation Level
  • This COP qualifies for the Global Compact Active level
Self-assessment
  • Includes a CEO statement of continued support for the UN Global Compact and its ten principles
  • Description of actions or relevant policies related to Human Rights
  • Description of actions or relevant policies related to Labour
  • Description of actions or relevant policies related to Environment
  • Description of actions or relevant policies related to Anti-Corruption
  • Includes a measurement of outcomes
 
  • Statement of continued support by the Chief Executive Officer

  • Statement of the company's chief executive (CEO or equivalent) expressing continued support for the Global Compact and renewing the company's ongoing commitment to the initiative and its principles.

  • 29th March 2011

    UN Global Compact Office
    United Nations
    DC2-612
    New York City
    NY 10017
    USA

    To Whom It May Concern:

    ERINYS COMMITMENT TO SUPPORT THE UN GLOBAL COMPACT

    The Erinys International Ltd Board of Directors wishes to re-affirm its commitment to the Ten Principles of the UN Global Compact. Erinys' commitment has been woven into all aspects of the Company's operations, and enshrined in our Code of Conduct, which provides detailed guidance to both Erinys' management and personnel working under their direction.

    M C J HUTCHINGS
    Group Managing Director
    Erinys International Ltd

Human Rights
  • Assessment, policy and goals

  • Description of the relevance of human rights for the company (i.e. human rights risk-assessment). Description of policies, public commitments and company goals on Human Rights.

  • Erinys is in the process of updating its Code of Conduct to make explicit reference to the Ten Principles of the UN Global Compact.

    Erinys exercises a zero tolerance policy in any activities that go against its Code of Conduct, which by implication acknowledge the Ten Principles. All business activities are monitored by the Erinys Management Board to ensure they fully comply with the demands of the Erinys Code of Conduct. In many instances, Erinys has to comply with stringent Human Rights policy demands of its clients.

  • Implementation

  • Description of concrete actions to implement Human Rights policies, address Human Rights risks and respond to Human Rights violations.

  • Erinys policies on upholding Human Rights are set out in detail in the Company's Code of Conduct.

    Company policy requires that all employees are given Code of Conduct induction training on joining Erinys, and refresher training every six months thereafter.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Code of Conduct training covering all aspects of the Ten Principles is recorded on personnel records.

    There have been no Human Rights violations identified by the Company's management.

Labour
  • Assessment, policy and goals

  • Description of the relevance of labour rights for the company (i.e. labour rights-related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.

  • Labour rights are set out in the Erinys Code of Conduct, and in the Erinys Disciplinary Code.

    All Erinys employees have their rights and contractual obligations clearly explained to them.

    It is the Company's policy to ensure that all employment has legally compliant contractual underpinning.

  • Implementation

  • Description of concrete actions taken by the company to implement labour policies, address labour risks and respond to labour violations.

  • Management at all levels is responsible to the Erinys Board of Management to implementing the Company's labour and related policies.

    All employees are subject to regular Health and Safety training and briefings, and compliance is entered on individual training records.

    Erinys has a well established Redress of Grievance policy and mechanism.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • It is the duty of management to investigate breaches against the Company's labour policies, and if necessary refer these to the relevant external agencies.

    The Erinys Management Board is updated monthly on labour related disputes, and their resolution.

    There have been no labour disputes in this reporting period.

Environment
  • Assessment, policy and goals

  • Description of the relevance of environmental protection for the company (i.e. environmental risks and opportunities). Description of policies, public commitments and company goals on environmental protection.

  • Erinys policy and commitment to the protection of the environment is set out in the Company's Policy on the Environment. A revised policy will be included in the Code of Conduct.

  • Implementation

  • Description of concrete actions to implement environmental policies, address environmental risks and respond to environmental incidents.

  • Environmental Awareness training is included as part of regular Health & Safety at work training and are incorporated into the Company's management procedures.

    Erinys in addition adheres and is commited to usually very demanding client HSE requirements - particulary on project sites.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates environmental performance.

  • It is the duty of management to investigate breaches against the Company's HSE policies, and if necessary refer these to the relevant external agencies.

    The Erinys Management Board is updated monthly on HSE related incidents, as well as their management and resolution.

    There have been no reported HSE incidents in this reporting period.

Anti-Corruption
  • Assessment, policy and goals

  • Description of the relevance of anti-corruption for the company (i.e. anti-corruption risk-assessment). Description of policies, public commitments and company goals on anti-corruption.

  • Erinys' stance on business is very clearly laid out in the Company's Code of Conduct.

    The Company exercises a zero tolerance approach to corruption at any level.

  • Implementation

  • Description of concrete actions to implement anti-corruption policies, address anti-corruption risks and respond to incidents.

  • Erinys' anti-corruption policies are regularly briefed as part of our employee induction process, and periodic Code of Conduct training sessions as set out in Company's policy.

    It remains line management's duty to investigate and report all incidents of alleged corruption, reporting these up the management chain as required.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates anti-corruption performance.

  • Erinys has a well established procedure for investigating corruption allegations, which provides for external audit agencies to become involved as required.

    There have been no reported corruption incidents during this reporting period.