Statement of continued support

February 16, 2015

To our stakeholders:

I am pleased to confirm that [ Company Name ] reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.

In this annual Communication on Progress, we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, culture and daily operations. We also commit to share this information with our stakeholders using our primary channels of communication.

Sincerely yours,


Enrique Vicente López

Executive Manager

In TYM we complete support the Universal Declaration of Human Rights. Our management team all support and are committed with the Human Rights declaration and with the intention to make of TYM and global company with a high level of social responsibility.
Our core values involves the full respect for the individual and the cultures and so, we have references within our Human Resources policies and Operation policies.
Our policies in the area of Human Resources as well as our Operation and Sales policies adhere to a company code of conduct commitment

In our policies we completely adhere to the HR declaration using the wrights and principles of the Global compact initiative as a reference guide in our activities execution in the countries where we operate.
The goals for the next 2015 period are:
• Promote the diffusion of HR and GP Initiative among the company staff with internal communications or informative presentations.
• Likewise to promote the support in our influence environment we will include in our sales process information related to the UN Human Rights Declaration and the Global Compact Initiative as well as the option to support by any company as we do

For the period in communication (2014) we have not set any objective or goal. We didn’t develop nor deploy any tool or process to measure activities performance or outcomes.

In TYM we encourage decent and safe employment environments with equal conditions for all of our workers
Our hiring and compensation policies are defined to achieve a job positions with the same genre percentage with an equal pay and social benefits for the same job.
Is part of our Core Values to consider that the company is a group of persons that work and collaborate together with the same objective

To achieve the best work environment for the company staff we usually:
• Carry out an objective driven work, with predefined and clearly understandable goals for individual and his/her manager related to personnel and project performance
• Flexible schedules permitting life balance, adjusting the working hours depending on the objectives
• Reduced salary band for different roles, with 85% minor differences between the lowest paid and the highest position
• fellowship Program
The objectives we want to set for the next 2015 period are:
• to define a yearly training program according to each position and its responsibilities with measures to improve professional development
• Define a mentoring program for new members to facilitate company integration

For the period in communication (2014) we have not set any objective or goal. We didn’t develop nor deploy any tool or process to measure activities performance or outcomes.

TYM is a software development company that bases its operations on technologies and information systems.
Our environmental footprint is reduced because we do not have processes and production facilities, or distribution centres consuming large amounts of energy and water

The measures we use to reduce our environmental footprint are:
• Optimization of consumption in facilities
o Recycling of waste produced in the canteen of our offices
o Fixing optimum temperature for heating system in winter and air conditioning during the summer (22 ° C )
o Use of aerators on all faucets of toilets and canteen to reduce the consumption of potable water
• Optimization of Energy consumption in operations
o Using the “balanced energy " options in all workstation/desktop and laptop devices of the company staff
o Disposition in "green points" of devices and hardware at the end of their life cycle
o Recycling or hardware devices out of range for business use, with the inclusion in the internal initiative for the transfer to employees and family
o Systematic optimization of the applications produced to reduce the processing times of database servers (considering the time as the main variable in computation power consumption)

For the period in communication (2014) we have not set any objective or goal. We have not develop nor deployed any tool or process to measure activities performance or outcomes.

At 2014 TYM has no detailed policies or procedures to reject corruption activities despite our complete reject of those situations and practices.
We believe that this practices are really negative to business environments, for growth and attempt to a free markets. For this reason our core values, procedures and client management are based on solid ethical behaviour.
For the next period and to go further in the anti-corruption management, we will intent to reflect our beliefs into a new company policy to detail a zero-tolerance code of conduct

There are not anti-corruption actions implemented or designed for the current period.
A part of this, every situation with a potential risk of corruption activities is discussed in the board of directors to gather accurate information, evaluate the situation against our core values and define a plan to apply the subsequent corrective actions

For the period in communication (2014) we have not set any objective or goal. We didn’t develop nor deploy any tool or process to measure activities performance or outcomes.