Communication on Progress

Participant
Published
  • 23-Sep-2014
Time period
  • September 2013  –  September 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.

  • 23-Sept-2014

    To our stakeholders:

    I am pleased to confirm that Jewel Collection Manufacturing Co.,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,

    
Dr Thet Thet Khine

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.

  • The Global Compact Self Assessment Tool is used to assess situation of the Jewel Collection Manufacturing Company Limited (JCM) in relation with the ten principles of the United Nations Global Compact in the areas of human rights, labor standards, the environment, and anti-corruption. Findings below are supported by both written and unwritten policies that need further improvement. JCM set a Goal – A local company with happy, healthy and safety working environment in compliance with the ten principles of the United Nations Global Compact.

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

  • We provided safe and healthy working conditions through some health and safety procedures in place; routinely monitoring of its production processes, machinery and equipment to ensure that they are safe and in good working order; Some workers trained to respond to workplace emergencies; first aid kits and fire extinguishers readily available; Escape exits clearly marked and free from obstruction; Workplace maintained to ensure clean and comfortable conditions including a suitable temperature, ventilation and lighting, suitable washing and sanitation areas appropriate for both genders; Safe drinking water provided and facilities for clean and sanitary food stall;

    The company provided free of charge with the protective equipment necessary to safely perform their job functions; explained workers about the use of protective equipment provided and why it is necessary to use the equipment; provided necessary trainings to safely perform their job functions and keeps workers fully informed of the health and safety procedures; an accurate record kept of who has been trained and for what tasks;

    Workers are allowed 24 consecutive hours of rest in every seven day period. The company ensures that workers have no less than a 30-minute break for every 4 hours of work and that workers are allowed to use toilet facilities whenever necessary and not just during designated breaks.
    A living wage that enables workers to meet the basic needs of themselves and their dependents
    The company has a policy to provide workers with a living wage sufficient to meet basic food, clothing and housing needs and provide some discretionary income for themselves and their dependents. Because no national minimum wage is established, the company calculates a living wage based on the cost of living in its area of operation. Part-time workers receive wages and benefits that are proportionate to those of full-time workers, and receive overtime compensation. The company pays wages at regular intervals. Bonus and piece-rate payment systems are provided.
    Paid annual leave, sick leave, casual leave and parental leave
    Workers are granted paid leave per year. Workers are entitled to be paid sick leave. Female workers are entitled to no less than fourteen weeks of paid maternity leave per child. The company grants compassionate or parental leave to workers. Workers are entitled casual leave for their direct or indirect relatives for their affairs.
    The company protected workers from workplace harassment including physical, verbal, sexual or psychological harassment, abuse, or threats. Workers are made aware of all workplace monitoring, with cameras. The company respected the privacy of its employees whenever it gathers private information.

    The company was built on the family owned land and property. The company financially contributed to some of residential social and religious events, maintained the local public drainage system, and constructed concrete lane for community.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • Quarterly assessments are planned to monitor the progress of the company towards UNGC principles.

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.

  • We assess the labour right as per UNGC assessment tools. We ensure that elimination of all forms of forced , child labour and compulsory labour and no discrimination . Payroll policies and incentive to pay in time or advance. Our godal is to become International standard to follow UNGC 10 principles.

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

  • The company ensured that it does not participate in any form of forced or bonded labour. Workers can give notice and leave employment within one month. This is clearly communicated to workers prior to starting employment. The company does not withhold wages or bonuses and pays them in a timely and regular manner. Workers are able to earn a living wage sufficient to meet the basic needs of themselves and their closest dependents. Overtime work is paid, voluntary and not compelled through threat of pay deductions, termination or other sanctions. The company does not retain identity cards or other personal items without which workers cannot leave employment. All workers are allowed to leave company premises at the end of their shifts. Loans or salary advancements to workers are based on fair terms that are clearly explained to the worker.

    The company does not employ workers under 15 years of age for full-time work. The company is aware of local age-levels for completion of compulsory education and does not employ workers under that age for work that may interfere with such education. Company apprenticeship programmes do not constitute the main portion of the workforce, are performed in conjunction with a school programme e.g. distant education and do not interfere with the child's compulsory education.

    It is company policy to ensure that decisions concerning hiring, wages, promotion, training, discipline, retirement and termination are based only on unbiased criteria, and are not linked to any of the discriminatory characteristics listed in the description for this question. The company has written job description. The company ensures that employment advertisements do not reference discriminatory criteria, such as race, gender or age.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • Very low turnover rate in company.

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.

  • The company tries to avoid environmental damage by regular maintenance of production processes and environmental protection systems (air pollution control, waste water treatment systems and sewage drainage). The company consulted with neighbors on relevant environmental issues.

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

  • The company has the necessary permits to extract water from the company owned tube well. The company treats waste water before recycle for watering plants and lawn. The company's use of water and its waste water discharges do not negatively affect the sustainability of water resources, the natural environment or the availability of water for drinking and sanitation purposes.

    The company complied with regulations issued by Yangon City Municipal Committee for the waste disposal. The company ensures that waste relevant for recycling is sorted and reused for production. The company provides information and trains workers on the safe handling, storage, transport and disposal of hazardous and special waste types. The company marks areas used for storage of waste, and properly labels all containers for storing waste.

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

  • We review quartely assessement so we engaged wtih neighbours, social organisation and public authorities.

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's Managing Director has declared that the company will not engage in corruption at any time or in any form.

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

  • The company informs all workers about its anti-corruption commitment.

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

  • Review semi annually so we never face corruption case until now.