Communication on Progress

UPHOLD HUMAN RIGHTS IN ALL RESPECTS AND IN ALL ORGANIZATIONS

Participant
Published
  • 22-Oct-2013
Time period
  • October 2012  –  October 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.

  • Dated 21st October 2013,

    To our Associates

    I confirm with pleasure that our firm Dr.Salim Ahmed & Co fully supports and follows the Ten Principles of the United Nations
    Global Compact regarding Human Rights,Labour,Environment and Anti Corruption.
    We also strive to constantly improve these principles and integrate these into our daily business dealings and share these
    with our associates through normal business communication.

    Yours Sincerely
    Dr.Salim Ahmed
    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.

  • HUMAN RIGHTS:
    Human Rights is the birthright of every individual and employers should see that these rights
    are not abused.The employees should be treated with respect,dignity,adequate pay and annual leave.
    The workplace should be favourably climatised and safe.There should be no discrimination,health and education benefits should be offered.When the employers offer these benefits the employees in return are more loyal and give a better output.With this CSR the company actually gains.

  • Implementation

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

  • THERE SHOULD BE A HR DEPARTMENT TO MONITOR OR LISTEN TO GRIEVANCES OR
    ANY MISUNDERSTANDINGS AND A TRAINED STAFF TO REMOVE THESE GRIEVANCES.
    REGULAR TRAININGS AND INCENTIVE SHOULD BE OFFERED AND ALL ASSOCIATES
    SHOULD FOLLOW THESE STEPS.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • QUARTERLY ASESSMENT SHOULD BE DONE WITH THE TEAM MANAGERS TO EVALUATE THE PROGRESS
    OF EMPLOYEES,AND DISCUSS ANY HR VIOLATIONS IF ANY.IF ANY VIOLATIONS DO OCCUR THESE SHOULD
    BE SETTLED AMICABLY AND AVOIDED IN THE FUTURE. AN AMICABLE WORK CONDITION SHOULD BE MAINTAINED
    AND AUDITED.

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.

  • THE EMPLOYERS SHOULD CLEARLY DESCRIBE THE RIGHTS AND OBLIGATIONS OF THE EMPLOYEES.
    CHILD LABOUR,DISCRIMINATION SHOULD BE AVOIDED. SAFETY MEASURES IN THE PREMISES SPECIALLY EQUIPMENT RELATED,
    RISKS,PENSION AND INSURANCE SHOULD BE CLEARLY STATED.
    FOR THE COMING YEARS WE WOULD STRIVE TO HAVE OUR SENIOR EMPLOYEES TO TRANSFER THEM TO LESS
    STRENOUS WORK AND GIVE THEM OPPORTUNITY TO PASS ON THEIR EXPERTISE TO LESS SENIOR WORKERS.

  • Implementation

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

  • SUGGESTION BOX AND A GRIEVEANCE DEPARTMENT SHOULD BE THERE TO PERIODICALLY LISTEN
    TO THESE PROBLEMS.REGULAR LABOUR RIGHTS TRAININGS AND SAFETY MEASURES SHOULD BE SIMULATED
    FOR ALL TO LEARN TO ENSURE SAFETY MEASURES.
    THE HR DEPARTMENT SHOULD ENSURE THE LABOUR GUIDELINES ARE FOLLOWED AND UNDERSTOOD AND
    PARTICIPATE IN INTERNATIONAL SEMINARS AND AGREEMENTS.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • EMPLOYEES SHOULD BE SELECTED ON THE BASIS OF WORK WHICH SHOULD SELECT GENDER,AGE ETC.
    BY COUNCELLING WE OVERCOME VIOLATIONS,AND AVOID CASES TO SEEK LEGAL MEASURES AND TRY TO SETTLE IN HOUSE.
    PERIODICALLY PERFORMANCE IS REVIEWED BY THE 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.

  • PREMISES SHOULD BE PLEASENT,CLEAN, ACCESSIBLE AND RISK FREE.
    SUCH PREMISES IS APPRECIATED AND WELCOMED BY THE CUSTOMERS
    AND VISITORS.POLICY ON ENVIRONMENT ISSUES AND RISKS SHOULD BE VISIBLE.
    ALL BUSINESS PARTNERS SHOULD BE MADE AWARE OF THE PRINCIPLES OF
    GLOBAL COMPACT REGARDING ENVIRONMENT WHICH SHOULD BE OUR GOAL AS WELL.

  • Implementation

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

  • EMPLOYEES BE MADE AWARE TO AVOID POLLUTION,WASTE MATERIALS AND AVOID UNNECESSARY USAGE OF ELECTRICITY. ENCOURAGE USE OF RECYCLED PRODUCTS.
    HAVE A MANAGER TO OVERLOOK THESE RESPONSIBILITIES.

  • Measurement of outcomes

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

  • OUR OWN DEPARTMENT MONITORS THE ENVIRONMENTAL ACTIVITIES WHICH ARE SATISFACTORY
    AND ACCEPTABLE.

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.

  • OUR POLICY IS ZERO TOLERANCE FOR CORRUPTION, CHEATING OR CONCEALMENT AND
    EVERYONE IS MADE AWARE.FROM TIME TO TIME OUR BUSINESS PARTNERS ARE ALSO MADE AWARE OF
    THIS.OUR GOALS ARE THE SAME FOR THE FUTURE ZERO TOLERANCE.

  • Implementation

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

  • BY AUDITING WE CAN TRACE CORRUPTION AND THOSE FOUND RESPONSIBLE CANNOT REMAIN IN THE COMPANY.

  • Measurement of outcomes

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

  • SO FAR WE HAVE NOT FOUND ANY CASE OF CORRUPTION.
    WE HAVE REGULAR AUDITS WHICH IS THE PREVENTION FOR CORRUPTION.