Communication on Progress 2015

Participant
Published
  • 23-Jun-2015
Time period
  • January 2014  –  June 2015
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.

  • To our Stakeholders,

    I am pleased to confirm that Scipio Service 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. This is our first annual Communication on Progress, we describe our actions to integrate the Global Compact and its principles into our business strategy, culture and daily operations. We are also committed to share this information with our stakeholders using our primary channels of communication.

    Yours sincerely,

    Adam Castillo
    Managing Director
    Scipio Service Company Ltd.

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 Principles
    Scipio Services’ goal is to influence that our employees and all our business partners respect the Universal Declaration of Human rights and environmental protection. Based on our commitment we have set up a Human Rights Policy within our company. As a provider of security services through our local partner, Myanmar Assurance Company Ltd., we also require our employees to be trained on a Use of Force Policy along with the Human Rights Policy.
    We have developed this set of principles to guide us in maintaining the safety and security of their operations within an operating framework that ensures respect for human rights and fundamental freedoms. We recognize that security and respect for human rights can and should be consistent.

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

  • We have implemented this by attaching both policies with the employee has to read and sign. Violation of these polices will result in employment termination and criminal prosecution. These provisions are outlined in their employee contract.

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

  • To date we have had zero human rights violation or related incidents.

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.

  • Labour Rights Principles
    Our company employee contracts, handbook, and policies state the right for collective bargaining. Our handbook covers policies concerning our employee rights and compensation and responsibilities. We assess labor related risks and have put measures in place to ensure we do not violate labour principles.

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

  • We ensure are employees have set working hours and are compensated for overtime.

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

  • We have a 100 % compliance on approved working contracts. We have had zero work related injuries in 2014 till 2015.

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.

  • Environmental Principles
    Being mostly office based, the nature of the operations makes our environmental impact relatively small. The environmental impact of our services are instead mostly indirect, via clients, businesses and suppliers. We employ large numbers of poor locals due to the unskilled nature of our positions, thus we are a central actor in the community. That enables us to influence the environmental awareness of these communities through are employees.

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

  • We try to limit fuel consumption for our operations and Air conditioning usage. We have done are best to limit our use of computer paper (think before you print! Signs). We will always support environmental initiatives as they surface.

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

  • We have no environmental violations or complaints.

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.

  • Anti-Corruption Principles
    Scipio Services has a zero-tolerance policy for corruption, bribery and extortion. The following company policy according to bylaws can be evidence by our Anti-Corruption (ABC) policy.

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

  • We implement this in our employee induction as well as give our employees classes on ethics and moral courage. This outlines anti-corruption as well the individual’s courage to report such violations and to “do the right thing.”

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

  • We have had no incident of corruption among our employees, specifically in relation to our clients or government.