Communication on Progress

Communication on Progress

Participant
Published
  • 12-May-2013
Time period
  • May 2012  –  May 2013
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.

  • To our stakeholders:

    I am pleased to confirm that H & L High-Tech Sdn. Bhd. 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,
    Tan Lye Huat
    Managing Director

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.

  • > Internal written employment policy ensuring everyone in the company is treated fairly.
    > Target : Zero tolerance for any form of human rights violations

  • Implementation

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

  • > Implemented whistle blowing policy: ALL employee in the company have direct access to the managing director and business development director at all times. ALL company phones have been pre-programmed with speed dials to reach the directors.

    > Head of Department and Managers are sent for training to raise awareness on Human Rights

    > Establishment of tribunal team to review any Human Resource issues

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • > Internal employment policy is regularly reviewed by 3rd party auditors
    > Zero case of Human Rights violation

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.

  • > Employment handbook details all labour rights of each employee in the company.

    > Each employee will be briefed on the Employment handbook during their orientation. Should there be any questions, it can be immediately raised with the Human Resource Manager for explanation / clarification.

  • Implementation

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

  • > Implemented whistle blowing policy: ALL employee in the company have direct access to the managing director and business development director anytime anyday. ALL company phone have pre-programmed speed dial to reach the directors number.

    > Adhered to OHSAS (Occupational Health and Safety) requirements

    > Before considering any new technology/methodology/expansion, the risk management team will evaluate any risks which might affect the health and safety of any employee. The team is headed by an executive director to ensure any decisions made will be implemented effectively

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • > Adhered to OHSAS (Occupational Health and Safety) standards. Yearly renewal certificate with the respective government body and audited by an external party

    > Company is culturally diverse with employees from all major ethnicities in Malaysia (Malay, Indian, Chinese)

    > Good mix of gender in employment profile - for example, 2 out of 5 directors are female.

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.

  • > GEM (Green EnvironMent) policy regularly reviewed internally and externally (by customers)

    > RoHs (Restriction of Use of Hazardous Substances) compliance

    > UL compliance - randomly audited by an UL auditor from time to time

  • Implementation

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

  • > Implemented Responsible Waste Disposal policy - all waste must be disposed of responsibly by certified waste disposal parties.

    > Supplier must include RoHS certificate to us for any material supplied. If the product is not ROHS compliant, we will not accept.

    > Minimise paper usage
    - ISO 9001 documents are fully electronic/digital.
    - Employee Printing quota (via individual password and login).

  • Measurement of outcomes

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

  • > Zero case of environmental violations.

    > Achieved a savings of more than 10% paper usage by implementing printing quota.

    > Audited by external auditors, UL auditors and major customers yearly on environmental performance.

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.

  • > Employee's Handbook states that corruption / bribery is viewed as a grievous misconduct with severe disciplinary actions.

  • Implementation

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

  • > Implemented whistle blowing policy: ALL employee in the company have direct access to the managing director and business development director anytime anyday. ALL company phone have pre-programmed speed dial to reach the directors number.

  • Measurement of outcomes

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

  • > Yearly stringent internal audits by external auditors, whereby results are presented to the independent directors. Zero tolerance for corruption / bribery.

    > Audited results are uploaded timely to our company website.

    > Zero case of corruption / bribery.