Communication on Progress

Communication on Progress

Participant
Published
  • 25-Feb-2014
Time period
  • February 2013  –  February 2014
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.

  • 25 February, 2014

    To our stakeholders:

    I am pleased to confirm that Interlux 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,

    
Head of Corporate Communications
    Loreta Majauskiene

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.

  • „Interlux“ observes the principles of transparent and honest business, performs transparent policy of wages and speaks for the culture of ethic business.
    The company „Interlux“ does not tolerate any violations of human rights and speaks against any discrimination, forcible and children’s work. These attitudes are consolidated in the Code of Conduct of the company and all the employees of the company act in accordance with the principles of the Code of Conduct.
    The members of the company „Interlux“ do not tolerate any discrimination, violence and harassment (related with race, religion, belief, national origin, gender, disability, age, marital status etc.). The company does not tolerate any discrimination of its employees related with their political, religious, sexual and personal attitudes and marital status/state or condition of health.

  • Implementation

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

  • The company „Interlux“ does not tolerate any violations of human rights and speaks against any discrimination, forcible and children’s work. These attitudes are consolidated in the Code of Conduct of the company and all the employees of the company act in accordance with the principles of the Code of Conduct.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • In case of observing any violations of the Code of Conduct, the direct head or responsible person appointed by the company should be applied. It is also possible to inform on any violations of the Code of Conduct by using the following e-mail: etics@interlux.lt
    Throughout 2012 year, no human rights violation case was recorded.

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 company encourages a social dialogue with its employees and there is the Work Council at
    the company to be service from 2010.
    In 2012 „Interlux“ implemented the activity-defining instrument – Code of Conduct. It helps to
    integrate social responsibility into the strategy of the company, determines the principles of activity
    and indicators how the employees of the company should assess their actions and settle for them. It
    also helps to regulate human rights and rights of the employees, prevention of bribery and corruption
    as well as health, safety and environmental issues. It is a set of principles observed by the entire team
    of „Interlux“.

  • Implementation

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

  • The company encourages a social dialogue with its employees and there is the Work Council at
    the company to be service from 2010.
    In 2012 „Interlux“ implemented the activity-defining instrument – Code of Conduct. It helps to
    integrate social responsibility into the strategy of the company, determines the principles of activity
    and indicators how the employees of the company should assess their actions and settle for them. It
    also helps to regulate human rights and rights of the employees, prevention of bribery and corruption
    as well as health, safety and environmental issues. It is a set of principles observed by the entire team
    of „Interlux“.
    Company labour right rules

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Throughout 2012 year, no labour rights violation case was recorded.

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.

  • Natural Resource preservation – is priority environmental objective of Interlux. Company all of its modus operandi contributes to the reduction of negative environmental impact.

  • Implementation

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

  • The company contributes to the reduction of the negative impact on the environment. In order to
    reduce the discharged amount of CO2 gas, the company „Interlux“ renews its car park every five years.
    The fuel expenditures are reduced by using more economic cars, optimizing car trips and implementing
    the GPS system. The monthly fuel costs decreased by about 25%.
    There is an internal programme „Who is driving?” which is optimizing logistics and the usage of the cars
    around Lithuania and the Baltic States. By using the internal email system of the company, intended
    trips of the employees on the current day are queried. The system is successfully used by the assistants
    of technological groups and other employees of the company.
    The disposal of packages, accumulators, batteries and waste of electric and electronic equipment
    was assigned to the public institution „Ateities ekologija“ auditing and consulting „Interlux“ on
    environmental issues, accepting the duty of importers and manufacturers to organize the disposal of
    packages and products and doing environmental documents.
    We actively take pent in reducing paper and printing consumables through participating in National
    public electronic purchasing system on-line.

  • Measurement of outcomes

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

  • The fuel expenditures are reduced by using more economic cars, optimizing car trips and implementing
    the GPS system. The monthly fuel costs decreased by about 25%.

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.

  • The company observes all the laws of our country as well as principles of regulation of activity and
    competition set out by the country. The company contributes to the development of transparent
    business relations.
    After joining the United Nations Global Compact acting in the fields of human rights, working conditions,
    environmental protection and anticorruption, „Interlux“ obligated to continue the policy of prevention
    of corruption of our country criticized for quality and substantiation.

  • Implementation

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

  • The anti-corruptive strategy was formed in „Interlux“ in 2012: a continuous corruption prevention
    programme was implemented, anti-corruptive training was organized for the employees, the rules
    of anti-corruptive behaviour and realization of skills were formed and the Code of Conduct was
    implemented.
    All the employees of the company (60 people) were familiarized with the legal regulation of prevention
    and control of corruption at the national and international level as well as corruption prevention and
    control system and subjects participating in the anti-corruptive activity.

  • Measurement of outcomes

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

  • The company performs the work payment and tax payment policy transparently. Any purchases and
    sales of the company are performed transparently. There were no cases of manifestation of corruption
    at „Interlux“ in 2012 like in previous years.