Communication on Progress

Communication on Progress

Participant
Published
  • 26-Feb-2016
Time period
  • February 2015  –  February 2016
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.

  • STATEMENT OF CONTINUED SUPPORT

    26/02/2016

    To our stakeholders:

    I am pleased to confirm that EMC 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 sharing this information with our stakeholders using our primary channels of communication.

    Sincerely yours,

    Eng. Elie Maalouf
    Chairman & CEO

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.

  • Written company policies to uphold the freedom of association and collective bargaining and the elimination of forced labour, child labour and employment discrimination
    Policy requiring business partners and suppliers to adhere to the Global Compact Labour principles.
    Our Quality and Safety Policy and safety plan will be aware of all the human rights rules.

  • Implementation

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

  • Describe how the health and safety of all employees is ensured.
    Describe how the company prevents discrimination of all kinds and ensures comparable pay for comparable work
    Consultation with employees and other stakeholders.
    Conduct induction quality, safety and ethic training for every new employee.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Specific progress made in the area of Human Rights in the past reporting period
    Information about how the company deals with incidents of Human Rights violations
    Investigations, legal cases, rulings, fines and other relevant events related to Human Rights
    Periodic review of results by senior management
    External audits of Human Rights performance

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.

  • Written company policies to uphold the freedom of association and collective bargaining and the elimination of forced labour, child labour and employment discrimination
    Policy requiring business partners and suppliers to adhere to the Global Compact Labour principles

  • Implementation

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

  • Describe how the health and safety of all employees is ensured
    Describe how the company prevents discrimination of all kinds and ensures comparable pay for comparable work
    Consultation with employees and other stakeholders
    Allocation of responsibilities for the protection of labour rights within your organization
    Conduct induction quality, safety and ethic training for every new employee.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Demographics of management and employees by diversity factors (e.g. gender, ethnicity, age, etc.)
    Describe how the company deals with incidents of violations of the Global Compact Labour principles
    Investigations, legal cases, rulings, fines and other relevant events related to the Global Compact Labour principles
    Periodic review of results by senior management

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.

  • Assessment of the environmental footprint and impact of the company
    Written company policy on environmental issues, including prevention and management of environmental risks
    Policy requiring business partners and suppliers to adhere to the Global Compact environmental principles
    Describe specific goals in the area of environmental protection for the upcoming year

  • Implementation

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

  • Activities aimed at improving the energy efficiency of products, services and processes
    Development and diffusion of environmentally friendly technologies
    Raise awareness among suppliers by asking for the environmental footprint of products or services

  • Measurement of outcomes

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

  • Information about how the company deals with incidents.
    Investigations, legal cases, rulings, fines and other relevant events related to the Global Compact environmental principles.
    Specific progress made in the area of the environmental protection during the last reporting period.
    Periodic review of results by senior management.
    External audits of environmental performance.
    Work on a new process for recycling of paper and motivate all employees to participate in this process.

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.

  • Written company policy of zero-tolerance for corruption, bribery and extortion
    Protocol to guide staff in situations where they are confronted with extortion or bribery

  • Implementation

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

  • Suggestion box, call center or grievance mechanisms
    Awareness raising or training of employees about the company's policies regarding anti-corruption and extortion

  • Measurement of outcomes

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

  • Information about how the company deals with incidents of corruption
    Investigations, legal cases, rulings, fines and other relevant events related to corruption and bribery
    External audits of anti-corruption programmes