Communication on Progress

Communication on Progress

Participant
Published
  • 20-May-2013
Time period
  • May 2012  –  August 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.

  • 20th May 2013

    To our stakeholders :

    I am pleased to confirm that PRACTIMAX 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 committ to share this information with our stakeholders using our primary channels of communication .

    Sincerely yours

    Mr. Roger Yeap Jing Fong
    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.

  • Article 23.
    •(1) Everyone has the right to work, to free choice of employment, to just and favourable conditions of work and to protection against unemployment.
    •(2) Everyone, without any discrimination, has the right to equal pay for equal work.
    •(3) Everyone who works has the right to just and favourable remuneration ensuring for himself and his family an existence worthy of human dignity, and supplemented, if necessary, by other means of social protection.
    •(4) Everyone has the right to form and to join trade unions for the protection of his interests.

  • Implementation

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

  • Allocation of responsibilities for the protection of Human Rights within the company

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Periodic review of results by senior 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.

  • Written policies that clearly state employee rights and responsibilities and their compensation and benefits

  • Implementation

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

  • Human resource policies and procedures supporting the Labor principles

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • 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.

  • Written company policy on environmental issues, including prevention and management of environmental risks

  • 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

  • Measurement of outcomes

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

  • External audits of 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.

  • Written company policy of zero-tolerance for corruption, bribery and extortion

  • Implementation

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

  • Allocation of responsibilities for anti-corruption within the company

  • Measurement of outcomes

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

  • Information about how the company deals with incidents of corruption