23rd February 2022

To our stakeholders:

I am pleased to confirm that Yellow Moon Company Ltd 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,


Timothy Githinji

COO

Policy:

At Yellowmoon Marketing we ensure that all staff adhere to the Employee Code of Conduct. The same ensures that we
• Promote an inclusive working environment
• Ensure one’s own behavior does not discriminate against or harass others
• Take action to stop any discrimination or harassment they witness or experience themselves
• Support the company in investigations

Implementation:

As an organization we have put into place a reporting procedure for handling reports which we have classified under two categories – informal and formal procedures.

Informal Procedure

As most recipients of harassment simply want the harassment to stop, informal methods of dealing with the situation are often the quickest, lowest profile and most effective means of achieving this. In circumstances where it is too difficult or embarrassing for an individual to do this on their own behalf, other approaches may be more suitable

The options we have made available for informal handling of complaints are:
1. Speaking directly to the alleged offending party – on his/her own or accompanied by supportive colleague.
2. Speaking to his/her immediate manager or supervisor who then speaks to the alleged offending party on the employee’s behalf.
3. The employee can ask a colleague or trade union representative to speak to the alleged offending party on his/her behalf.
4. The employee can take no action but keep written record for future use.

Formal Procedure

Formal action is taken if
1. Informal attempts to resolve the problem have failed
2. A single serious incident of harassment or discrimination has occurred
3. At the request of the complainant

Throughout the process, Management or HR staff are available to provide confidential support, guidance and advice.

As a general guidance, the following steps will take place in handling a formal complaint. The local complaint/grievance process generally would incorporate these elements so it is not necessary to use a separate process.
1. Get the complaint in writing
2. Get the facts – from the complainant, the alleged party, witnesses, or others who can provide useful input
3. Inform the alleged offender of the complaint
4. Follow grievance procedure
5. Ensure HR and line manager are involved
6. Make a decision and inform the complainant and alleged offender of the outcome, with respect to confidentiality
7. Give employees the opportunity to appeal should they disagree with the decision

Measurement:

General Principles:
1. At Yellowmoon Marketing we ensure that those handling the grievance procedure are not connected with the allegations in any way. Initial stages of the process are normally conducted by the employee’s supervisor. However, this will be done by whatever level of management is required to ensure the investigation is independent and objective.
2. Harassment and discrimination problems are sometimes targeted at ones’ supervisor so the procedures should be clear to all employees that alternative approaches are available.
3. Any internal investigation is handled with sensitivity and due respect for the rights of both the complainant and the alleged harasser.
4. It is not automatic that an employee should be represented or accompanied by a colleague or third party when pursuing a grievance (whether general or in the context of claims of discrimination or harassment).
5. The grievance procedure will be handled as swiftly as possible and in the strictest confidence.

Under the year in the review, there were zero reported cases of human rights abuses within the organization meaning 100% compliance.

Policy:

Three core values form the basis of our Business Principles. These are:

Honesty:
We adhere to moral ethical and legal principals.

Integrity:
We opt for the alternative action that does not pose an ethical conflict.

Respect for people:
We treat our colleagues, clients and others with whom we do business with respect, dignity, fairness & courtesy.

We take pride in diversity of our workforce and view it as a competitive advantage to be nurtured and expanded.

We uphold the freedom of association and collective bargaining and the elimination of forced labour, child labour and employment discrimination.

Implementation:

Hours of Work
The standard working week for staff is 37.5 hours.

Following the Covid-19 pandemic, employees are permitted to work from home and may come to the office as and when the nature of the task or engagement demands so.

Leave Management
Employees are entitled to 21 working days paid annual leave, which can be taken at any time within the year.

Sick Leave
A medical certificate signed by an approved medical officer must be produced.

The cost of medical treatment and/or hospitalization is dealt with in accordance with the Medical Scheme rules.

Gazetted Public Holidays
As far as the maintenance of essential services allows, Gazetted Public Holdays are granted with pay. When employees are required to work on a Public Holiday, they are granted time off in lieu.

Measurement:

Prior to every assignment/project, we sign off a Standard Level of Agreement (SLA), carry out risk mitigation plans that cover staff required, risk assessment & controls and proposed improvement actions.

After every assignment a detailed report is provided covering the working conditions and performance of the team. The four main categories under review being Input, Process, Output and Quality Measure.

Out of all the projects covered in the year in review, 95% met the quality measure as per the projects signed Standard Level of Agreement (SLA).

Policy:

Issues to do with the Environment are covered under our Health, Safety, Security and Environment (HSSE) Policy.

• We have a systematic approach to HSSE management designed to ensure compliance with the law and to achieve continuous performance improvement.
• We set targets for improvement and measures, appraises and reports performance.
• We require all suppliers to manage HSSE in line with this policy.
• We include HSSE performance in the appraisal of all staff and reward accordingly.

Our HSSE Rules
There are four HSSE Golden rules that help us put our policy into practice:
• Complying with the law, standards and procedures
• Intervene in unsafe or noncompliant actions
• Respect our neighbors and communities within which we work
• Carry our environmentally friendly activities – waste management, circular economy

Implementation:

In line with the Companies commitment to the Environment, it is our policy to have a systematic approach to Environmental management designed to ensure compliance with local and international laws.

Process:
• Following approval from our clients to execute a project, we review our assets/props and see what we can recycle/refurbish/repurpose.
• All assets and props should be made from environmentally friendly materials that if and when required can be safely disposed of.
• We carry out site visits prior to each project to understand the environment and community that resides there. Thereafter, a check list is compiled to act as a check-off for all items needed for a successful execution.
• We ensure the placement of well branded waste bins where we separate waste materials into different types – paper and cardboard, plastics, metals etc for storage, transport and recycling.

Measurement:

As part of the assignment report, any incidences, issues or positive results concerning the environment are covered.
The use of recycled materials has helped the company cut down on production costs by 45% positively impacting our bottom line.

Policy:

It is the policy of Yellowmoon to uphold and be steered by the spirit of honesty & integrity. This creates the very foundation of our business as we try and instill these principles & values within the company’s employee culture in the establishment of our relationships with consumers, communities, suppliers and contractors.

Objectives of Business Ethics
• To establish framework for professional behavior and uphold such as trust, transparency, honesty and integrity in all dealings.
• To solidify the company’s drive for uncompromising quality and excellence via employee’s actions
• To increase awareness to management and employees of the company’s laws, both locally & internationally.
• To carry out our business in a socially responsible and ethical manner.

Scope and Application
The scope and application extends throughout the company and to all levels of employees and shall apply to all types of activities with the organization.

The Code of Ethics statement is applied to all levels of management and employees, including our dealings with consumers, suppliers, contractors, government and associated bodies or organizations.

Gift Policy:
As a Yellowmoon employee, you may not give or accept money, loans, expensive gifts or services, extravagant entertainment, travel, or preferential treatment for any services related to ones’ job. Employees may accept conventional business courtesies, such as lunches, where similar favour can be returned. They may also accept business entertainment that involves personnel from other companies as well as Yellowmoon if no expensive or questionable gifts, goods or travel are included.

Implementation:

It is the responsibility of the Employees to comply with the companies’ business ethics. Compliance is monitored by heads of departments in conjunction with management. All must earn their respect through exemplary behavior, performance, achievements, honesty and social competence. Violation of the company ethics will result in disciplinary action and or employment termination.

Business ethics & practices of the company are communicated to all employees through email and general orientation and training sessions.

Measurement:

Business Accounting & Disclosure Practice
There is emphasis that all Yellowmoon records must be truthful and reflect a true picture of the activities of the company. All accounting records must comply with applicable accounting standards and internal controls. Payments, transfer or money or company assets, and other business transactions shall not be carried out without supporting documentation. Employees must protect all company material or equipment under their use against waste, damage and theft and should not use them for any illegitimate practices. Any suspected incidences of violations, misrepresentation, omission, inaccuracy, regarding the companies’ business records must be reported to management.

In the year under review, there were no reported incidences of corruption or illegal activities.