Communication on Progress

Participant
Published
  • 2015/02/27
Time period
  • March 2014  –  March 2015
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.

  • [ Date ]

    To our esteemed stakeholders:

    I wish to confirm that Baker TIlly Merali's 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,

    Madhav Bhandari
    
Managing Partner
    Baker TIlly Merali's CPA

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.

  • Baker TIlly Merali's is fully conversant and compliant with International Standards on Quality Control (ISQC1) for audit firms. Thus, all Human Resource policies are looked into and information is passed on to our staff of the same. Furthermore, it is imperative that we conduct our audit in compliance with this standard.
    Our firm handbook, which is made available to all staff, has strict office rules and regulations in place for any potential abuses of Human Rights.

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

  • The staff Administrator at Baker TIlly Merali's is in charge of all human resource matters. Staff appraisals are done by their line managers and any case of abuse or the fear that such an abuse has taken place is treated with utmost urgency. If any staff has had an incident, this abuse can be reported and immediate investigation and action is undertaken.

    At Baker TIlly Merali's top management follow an 'open door' policy wherein staff are encouraged to see the partners to report any such matter.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • The staff administrator documents any instances that have occurred in the year after which the managers and partners review these instances. Remedial action to prevent and strengthen the firms HR system is then looked into and implemented.

    We also out-source HR professionals/consultant to advise us on new developments and as and when required.

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.

  • Meeting and mingling amongst staff members is encouraged within Baker TIlly Merali's. Partners and management meet on a monthly basis and discuss labour issues. Partners reiterate that Baker TIlly Merali's must uphold freedom of association and prohibits forced,compulsory behaviour. Child Labour and/or employment is strictly prohibited.

    The firm is in compliance with the Employment Act of Kenya which has specific guidelines on labour. These are also in line with the UN mandate

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

  • Pay scale and salaries are in line with seniority of the staff. This means that similar staff with similar job descriptions will earn similar salaries. Furthermore, all staff are aware that any issues arising thereof can be channeled to the staff administrator, if the line managers are not responding or reacting.

    Partners invest annually as per the budget and create new comfortable work stations and other necessary equipments such computers and lap tops. The firm has 4 cleaners to ensure hygienic and clean working conditions. Upgrade of office space is continuously looked into for improvements. The firm complies with the employment act and safeguards against potential discrimination.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • Labour issues must be reported by management to the partner who in turn approves any change that arises thereof. Salary increments are done in comparison with other similar firms.

    There is no gender bias in the recruitment process and all our advertisements specify that clearly.

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.

  • We, as a firm, firmly believe in the importance of the environment and its protection , Environmentally friendly practices are encouraged for all the stake holders of the firm. It is our endeavor to look into a paper less firm to save the environment.

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

  • Staff is constantly advised regarding paperless documentation in the form of using e-mail communication, printing only when absolutely necessary, re-cycling paper etc. Even though we have a air conditioner in the boardroom, it is only used when necessary or when asked for by the client.

    Notices are kept in strategic areas to ensure that printers are switched off every evening and lights turned off when staff leave the office.

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

  • Environmental issue are dealt with immediately. All exiting laws for NEMA are complied with . management reports are reviewed by the partners on a regular basis.
    The firms feels pride in sponsoring various environmental based events such as the KWS Marine Park Effort through funding community based beach football tournaments.

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.

  • We have a no tolerance policy for corruption, bribery and extortion. Staff are encouraged to declare any instance of conflict of interest or issues bordering on corruption. Staff are also well trained to handle possible instances of corruption. It is a Baker TIlly Merali's policy to safeguard staff at all times

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

  • Staff is advised and trained on how to handle corruption cases. the managing partner takes full responsibity of any fraud cases of corruption

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

  • We are in the process of creating an anti corruption ploicy