August 24, 2021

To our stakeholders:

I am pleased to confirm that Tenderd Track DMCC 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

Ronalyn Nidea Bonilla
Business Office Manager

TENDERD TRACK DMCC commits to encouraging a safe, supportive and productive work environment. This can only happen when everyone cooperates and agrees to suitable standards of conduct.

Tenderd Track DMCC includes the Code of Conduct to every employees contract.
The following are acts which the company considers unacceptable. Any employee found engaging in these acts will be subject to disciplinary action which may include reprimand, warning, suspension or dismissal:
 being absent from work without a valid reason
 being late or taking unexcused absences from work
 soliciting or accepting any commission, payment, gift, service, favour or any other
advantage in connection with his/her work, unless approved by the company
 revealing confidential company information to third parties
 engaging in business dealings with a competitor or otherwise which would involve a
conflict of interest with the employees duties (also includes immediate family members),
unless expressly permitted by the company
 wilfully damaging, destroying or stealing property belonging to fellow employees or the
company
 fighting or engaging in disorderly conduct
 refusing to follow or failing to carry out the reasonable instructions of a supervisor
 ignoring work duties or wasting time during working hours
 coming to work under the influence of alcohol or any drug, or bringing alcoholic
beverages or drugs on to company property
 intentionally giving any false or misleading information to obtain a leave of absence
 using threatening or abusive language or actions towards a fellow employee
 smoking contrary to established policy or violating any fire protection regulation
 wilfully or habitually violating health and safety regulations
 failing to wear clothing conforming to standards set by the company
 not taking proper care of, neglecting or abusing company equipment or tools
 using company equipment in an unauthorised manner
 possessing weapons of any kind on company property

Tenderd Track DMCC has provide a safer working place and ensure a favorable environment for its employees.

Benefits
A. The Employee shall be entitled to participate in the Employer’s private medical insurance scheme subject to:
a. the terms of the scheme, as amended from time to time;
b. the rules of the insurance policy of the relevant insurance provider, as amended from time to time; and
c. the Employee satisfying the requirements of the relevant insurance provider.

Hours and Leave
A. The Employee’s working hours are outlined as follows:
a. The Employee shall work 6 days per week, the Employee’s normal working week shall be from Saturday to Thursday and the Employee's normal working hours shall be 8 per day (not to exceed 8 per day).
b. During the Holy month of Ramadan the Employee’s working hours shall be reduced from eight (8) hours per day to six (6) hours per day. The Employer reserves the right to vary the Employee’s start and/or finish time during Ramadan provided that the Employer gives the Employee at least one (1) week’s advance written notice.
c. If the Employee’s daily working hours exceed five (5) consecutive hours per day, the Employee is entitled to rest and prayer breaks of not less than one (1) hour in aggregate.
B. The Employee shall be entitled to public holidays that are announced in the United Arab Emirates ("UAE") for the private sector. The Employee shall be entitled to be paid for such public holidays, unless they fall on a non-working day.
C. In addition to the public holidays referred to at clause ‎3.B above, the Employee’s annual leave entitlement is as follows:
a. The Employee shall be entitled to one (1) working days' paid leave per month where he/she has more than six (6) months and less than one (1) year of continuous service with the Employer.
b. After one (1) year of continuous service, the Employee shall be entitled to 15 calendar days' (fifteen (15) working days minimum) paid leave per annum to be accrued pro rata after he/she has completed his/her first year of service.
c. The Employee may not lose his/her statutory annual leave entitlement and, at the Employer's discretion, must either be permitted to take such leave, carry it forward into the following leave year or be paid in lieu of such leave.
d. The Employer may however require the Employee to take annual leave on specified days and may, at its discretion, divide the Employee's annual leave entitlement into no more than two periods.
e. The Employer shall upon termination of the Employee’s service pay the Employee an amount in lieu of the annual leave accrued but not taken calculated on the basis of the Employee's total salary.
f. A special period of unpaid leave not exceeding working (15) working days shall be granted, not more than once during the Employee's period of employment, for the performance of the Hajj pilgrimage.
D. The Employee’s sick leave, maternity leave and other leave entitlements (if applicable) are as follows:
a. The Employee, following a period of continuous service of three (3) months from completion of his/her Probation shall (unless such absence results from the Employee's misbehaviour) be entitled to absence due to incapacity/illness up to an aggregate of ninety (90) calendar days in any twelve (12) month period as follows:
● the first fifteen (15) calendar days with full pay;
● the next thirty (30) calendar days with half pay; and
● the subsequent period without pay.
b. A medical condition shall be certified by a duly licensed physician or other appropriately qualified health care specialist after 2 days of consecutive absence and a copy of the medical certificate shall be provided to the Employer.
c. The Employee agrees to consent to medical examinations (at the Employer's expense) by a UAE-licensed medical practitioner nominated by the Employer should the Employer so require. The Employee agrees that any report produced in connection with any such examination may be disclosed to the Employer and the Employer may discuss the contents of the report with the relevant medical practitioner.
d. A female employee is entitled to maternity leave with full pay for a period of calendar days (minimum of 45 calendar days) including the time before or after delivery, provided that her continuous period of employment is not less than one (1) year. If she has not completed one (1) year’s continuous employment the maternity leave shall be for the same period but on half pay.

Subject to the Employer’s paternity policy (as may be amended from time to time) and to the Employee receiving advance written approval of such leave from the Employer (which shall at all times be at the discretion of the Employer and subject to business needs), a male employee may be entitled to paternity leave with full pay for a period of 3 consecutive working days within two (2) months of his child’s birth.

Termination
A. Notwithstanding clause ‎4.C, this Contract may be terminated during or at the end of Probation by Either of the parties, On Seven (7) Days' Notice and without any reason. In such event, the Employee shall not be entitled to any end of service gratuity payment.
B. This Contract may be terminated by the mutual consent of the Parties in which case, both Parties must acknowledge their consent to the termination of this Contract in writing.
C. Subject to clauses 4.A and 4.F, this Contract may be terminated by either Party, for a valid reason, provided that the terminating Party provides the other Party with 30 days advance written notice (minimum of 30 calendar days).
D. Notwithstanding clause ‎4.C, the Employer may in its sole and absolute discretion terminate the Employee's employment at any time and with immediate effect by electing to pay a sum in lieu of notice equal to the Employee's total salary which the Employee would have been entitled to receive under this Contract during the notice period referred to in clause ‎4.C (or, if notice has already been given, during the remainder of the notice period).
E. In accordance with Article 119 of the UAE Labour Law, if either Party fails to serve written notice upon the other Party for termination of this Contract or reduces such notice period (or, in the Employer's case, fails to comply with clause ‎4.D above), the terminating Party shall pay the other Party compensation in lieu of notice (‘Notice Compensation’). Notice Compensation shall be equal to the Employee’s total salary for the duration of the notice period or reduction of the notice period, which shall be equal to the Employee's total salary calculated on a pro rata basis for the reduced notice period.
F. Notwithstanding clause ‎4.3, the Employer can terminate this Contract with immediate effect, without notice and without the obligation to pay any end of service gratuity, if the Employee commits any of the offences stipulated under Article 120 of the UAE Labour Law including if the Employee:
a. adopts a false identity or nationality or submits forged documents/certificates;
b. commits an error causing substantial material loss to the Employer
c. violates any laws or instructions concerning safety of his/her place of work or his/her work colleagues on the condition that such instructions are in writing and have been posted in a conspicuous place, and in the case of an illiterate employee, that he/she has been acquainted with them orally;
d. fails to perform his/her basic duties and he/she persists in violating them despite formal investigation and warning of dismissal if the same is repeated;
e. divulges any confidential information or trade secrets of the Employer;
f. is convicted by a Court for offences of fraud or dishonesty or prejudicing public morals;
g. is intoxicated through drink or drugs at work;
h. assaults his/her Employer or any other member of management or staff during the course of his/her work; or
i. absents himself/herself without lawful excuse or the Employer’s approval for more than twenty (10) intermittent days or for more than three (3) successive days during any one (1) year of his/her service.
G. Subject to clauses ‎4.1, ‎4.6 and ‎4.7.5 and assuming the Employee is entitled to such payment under the UAE Labour Law and/or other relevant legislation, at the termination of this Contract, the Employer shall pay the Employee end of service gratuity calculated in accordance with the UAE Labour Law which, in summary, is as follows:
a. Where the Employee has completed one (1) year or more of continuous service with the Employer, twenty one (21) days' Basic Salary for each year of the first five (5) years of service and thirty (30) days Basic Salary for each additional year thereafter. Days of absence from work without pay will not be included for the purposes of calculating the period of service.
b. The total end of service gratuity shall not exceed two (2) years’ Basic Salary.
c. The end of service gratuity shall be calculated on the basis of the Employee’s last Basic Salary.
d. The Employer may deduct any amounts due to it from the Employee’s end of service gratuity. Such deductions shall not include those which are deemed invalid by DMCC as set out in the DMCC’s Rules and Regulations.
e. If the Employee resigns from his/her employment his/her end of service gratuity shall be reduced in accordance with Article 137 of the UAE Labour Law as follows:
● to one third of the end of service gratuity payable for each year of continuous service where the continuous period of service is not less than one (1) year and not more than three (3) years;
● to two thirds of the end of service gratuity payable for each year of continuous service where the continuous period of service is more than three (3) years and less than five (5) years;
● if the continuous period of service exceeds five (5) years, he/she shall be entitled to the full end of service gratuity amount.
H. At the termination of this Contract and at the request of the Employee, the Employer shall provide the Employee with an employment certificate free of charge. The Employer shall also return any original certificates, diplomas or other original documents or possessions belonging to the Employee to him/her without unreasonable delay.

Death of the Employee
A. This Contract will terminate upon the death of the Employee.
B. The Employer shall bear the costs of transportation of the Employee’s body and his/her personal belongings to his/her home country as soon as it is released by the relevant authorities for repatriation/burial.

Entire Agreement
A. This Contract together with any other contractual documentation relating to the Employee’s employment with the Employer, signed by both Parties, represents the full and final agreement of the Parties with respect to the terms of employment and supersedes any other oral or written representations or agreements.

Execution and Counterparts
A. This Contract must be executed by the Parties in accordance with any execution formalities required from time to time.
B. This Contract may be executed in any number of counterparts, each of which, when executed and delivered, shall be an original, and all the counterparts together shall constitute one and the same instrument.

Governing Law and Dispute Resolution
A. This Contract and any dispute or claim arising out of or in connection with it or its subject matter or formation shall be governed by and construed in accordance with the laws of the UAE as applied in the Emirate of Dubai and DMCC Free Zone Rules & Regulations as amended from time to time.
B. Any dispute or claim arising out of or in connection with this Contract, or breach thereof, shall first be attempted to be settled through good faith negotiation between the Parties. If the dispute or claim cannot be settled through negotiation, the Parties agree to attempt in good faith to settle the dispute or claim by mediation, administered and conducted by the DMCC, or any of its authorised representatives.
C. Where a dispute or claim cannot be settled by mediation, the Parties irrevocably agree that the Dubai Courts shall have exclusive jurisdiction to settle any dispute or claim that arises out of or in connection with this Contract or its subject matter or formation.

Tenderd Track DMCC's employment contract is being governed by the UAE Labour Law for fairness and equality .

Tenderd Track DMCC's employee is treated equally despite the designation, gender, age & race.
We have a lateral reporting line.
Every employee's opinion is being heard by the top management.

Tenderd makes regular sustainability audits to ensure ongoing compliance with external and internal environmental protection protocols. Doing so not only helps our business meet its sustainability goals, it also prepares our company for establishing sustainable practices to certification boards and retail partners.
In response to environmental concerns, we have made advancements in technology that have resulted in the production of more sustainable practices and methods. Taking the time to learn about alternatives to your current traditional techniques and methodologies is at the crux of the company's vision and mission. This has enabled us to revamp our current assortment and develop new products that are more sustainable. This is very clearly evident upon closely inspecting our range of products.

Initial company goals usually went beyond regulatory compliance primarily targeted waste and emissions reduction. Over the last year, the goals set by the company began to include process-oriented goals in addition to targets for desired "end-state" conditions. Goals began to include commitments to reduce waste at its source, rather than at the end of the pipe. Several of the newly added targets were clearly beyond their current technical and organizational capabilities in order to push the internal development of environmentally sound alternatives.

Marketplace: Our online rental marketplace is a digitized version of traditional procurement practices. By implementing an online rental marketplace a lot of the resources wasted in terms of paper, phone calls and driving to meetings have been avoided. All information and records are stored in a digital manner and hence making sure it has the least effect on the environment.

Track A.I: Our equipment management platform allows construction companies to have transparency in their operations and productivity levels across their fleet of equipment. This enables them to understand machines that are least productive and take necessary steps to avoid them. The product generates a score called the Green Metric Score, that advises companies on the scale of greenhouse gases emitted by equipment caused because of idling or inefficient use.

As an organization we are always learning about ways that you can control consumption that will not only save money for your business, but also it may lead to processes that prevent the waste of materials and energy. Here are some areas we have considered:

Recycling: Blue recycling bins around the office for easier trash disposal. This also provides smaller containers for recyclable materials along with individual employee wastebaskets. Procurement managers make sure that purchase of office supplies contains recycled materials.
Reducing consumption: Employees are encouraged to minimize waste by reducing unnecessary printing, turning lights off in rooms that are not being used and bringing their own mugs and reusable water bottles from home.
Travel policies: Travel uses fuel and other resources. Are there ways for your company to cut back on unnecessary travel and make use of technology, such as video conferencing, instead?
Commute options: Company offer incentives for carpooling or using public transportation to get to work. Teams are given the opportunity to telecommute and work remotely one or more days per week.

Ownership of your manufacturing standards and internal processes is just one aspect of developing sustainable business practices within Tenderd. The company’s supply chain, which includes sourcing materials, manufacturing the products, and then distributing them to retailers and consumers, also has an impact on the environment. The suppliers, logistics companies and manufacturing partners we work with are always reviewed about their sustainability practices before engaging with them

Tenderd is committed to reducing its impact on the environment. We will strive to improve our environmental performance over time and to initiate additional projects and activities that will further reduce our impacts on the environment. Our commitment to the environment extends to our customers, our staff, and the community in which we operate. We are committed to:

Continually improve our environmental performance.
Develop and maintain environmental management programs with objectives and targets to minimize adverse environmental impacts.
Comply with all applicable environmental, health, and safety laws, regulations, and other requirements.
Implement effective pollution prevention and waste minimization programs to reduce, reuse, and recycle materials.
Ensure that energy and water are used responsibly and conserved through innovative practices and procedures.
Provide all institute staff with the knowledge and tools needed to meet the goals of this policy and to actively participate in efforts to prevent negative environmental impacts.
Measure progress toward our environmental goals.

The Office of the CEO, in the Dubai Branch, is responsible for administering and monitoring this policy through implementation of an Environmental Management System (EMS). This policy will serve as the framework for setting and reviewing the company’s environmental goals, objectives, and targets. The team will coordinate an annual review of this policy and develop recommendations for improvements and updates as needed. Changes to the policy are communicated to all employees and other staff working on behalf of the company.

TENDERD TRACK DMCC commits to encouraging a safe, supportive and productive work environment. This can only happen when everyone cooperates and agrees to suitable standards of conduct.

Tenderd Track DMCC includes the Code of Conduct to every employees contract.
The following are acts which the company considers unacceptable. Any employee found engaging in these acts will be subject to disciplinary action which may include reprimand, warning, suspension or dismissal:
 being absent from work without a valid reason
 being late or taking unexcused absences from work
 soliciting or accepting any commission, payment, gift, service, favour or any other
advantage in connection with his/her work, unless approved by the company
 revealing confidential company information to third parties
 engaging in business dealings with a competitor or otherwise which would involve a
conflict of interest with the employees duties (also includes immediate family members),
unless expressly permitted by the company
 wilfully damaging, destroying or stealing property belonging to fellow employees or the
company
 fighting or engaging in disorderly conduct
 refusing to follow or failing to carry out the reasonable instructions of a supervisor
 ignoring work duties or wasting time during working hours
 coming to work under the influence of alcohol or any drug, or bringing alcoholic
beverages or drugs on to company property
 intentionally giving any false or misleading information to obtain a leave of absence
 using threatening or abusive language or actions towards a fellow employee
 smoking contrary to established policy or violating any fire protection regulation
 wilfully or habitually violating health and safety regulations
 failing to wear clothing conforming to standards set by the company
 not taking proper care of, neglecting or abusing company equipment or tools
 using company equipment in an unauthorised manner
 possessing weapons of any kind on company property

Tenderd Track DMCC has external audits and is following ISO 9001 standards.