Adpack Limited Communication on Progress (COP) From: October 2014 to: October 2015

Statement of continued support by the Managing Director (MD)

11/09/2015

To our stakeholders:

I am pleased to confirm that Adpack Limited reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labor, 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,

Saheel Shah

Respect to Human rights is key and essential for an organization due to its rewards that highly contribute to sustainability and growth of business. In view of this, Adpack Limited highly regards dignity and equality to everyone hence freeing them from discrimination of gender, race, religious, culture or ethnic background. Adpack Limited also provides an easy environment for all to participate in matters affecting them and by doing this, we are given an opportunity to appreciate and understand diverse individual needs hence contributing to the Global compact.
Adpack Limited helps define to its employees what violation of human rights is and also safeguards the implementation of respect to Human Rights so as to ensure dignity and equality is upheld.

ADPACK EMPLOYMENT POLICIES
ENT POLICIES
EQUAL EMPLOYMENT OPPORTUNITY

Adpack Limited provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, genetic information, marital status, amnesty or status. We comply with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall`1, leaves of absence, compensation and training.
We are committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Adpack Limited expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment.

EMPLOYEE BACKGROUND CHECK
Prior to making an offer of employment, Adpack Ltd may conduct a job-related background check. A comprehensive background check may consist of prior employment verification, professional reference checks, education confirmation, and credit check.
CRIMINAL RECORDS
When appropriate, a criminal record check is performed to protect Adpack Ltd.’s interest and that of its employees and clients. Also all upon entry of a new employee, Certificate of good conduct is provided.

ANNIVERSARY DATE
The first day an employee reports to work is his or her official anniversary date. This anniversary date is used to compute the following benefits:
• Vacation/Leave days
• Other benefits as appropriate to employee’s designation
PERSONNEL RECORDS AND ADMINISTRATION
The task of handling personnel records and related administration functions at Adpack Ltd has been assigned to the Human Resources Department. Personnel files will be kept confidential at all times and include some or all of the following documents:
• National ID
• Passport and Work permit
• Personal records and employment related medical records
• Other information as necessary
CHANGE OF PERSONAL DATA
Any change in an employee’s name, address, telephone number, marital status, dependents, or insurance beneficiaries, or a change in the number of tax withholding exemptions, needs to be reported in writing without delay to the Human Resources Department.
SAFETY
The health and safety of employees is a paramount. Adpack Ltd makes every effort to comply with all workplace safety requirements and by doing this we strive to ensure that we offer our members of staff a healthy conducive environment.
We also provide the required safety attires and sensitize our employees to observe Occupational Health & safety and adhere to safety rules, exercising caution and common sense in all work activities.
BUILDING SECURITY
Each and every employee must follow the building security rules and regulations. Employees are not allowed on Adpack Ltd property after hours or outside of shift hours without prior authorization from their supervisor.
PERSONAL PROPERTY
Adpack Ltd assumes no risk for any loss or damage to personal property and recommends that all employees have personal insurance policies covering the loss of personal property left at Adpack Ltd premises
HEALTH-RELATED ISSUES
Employees who become aware of any health-related issue should notify their supervisor of health status as soon as possible.
EMPLOYEE REQUIRING MEDICAL ATTENTION
Employees should report all work-related injuries and accidents immediately to their supervisors.
VISITORS IN THE WORKPLACE
For safety, insurance, and other business considerations, only authorized visitors are allowed in the workplace. When making arrangements for visitors, employees should request that visitors enter through the main reception area and sign in and sign out at the front desk.
WEATHER-RELATED AND EMERGENCY-RELATED CLOSINGS
At times, emergencies such as severe weather or power failures can disrupt company operations. In such instances, Executive Staff will decide on the closure and Human Resources will provide the official notification to the employees.

Below are measures taken by Adpack limited to ensure implementation of Respect of Human Rights.

1. Have an Internal policy that is committed to meet the responsibility to respect human rights.
2. Identified Human rights risks along with policies and actions for mitigating them.
3. Developed Human Related checklists periodically to ensure respect to Human Rights is upheld.
4. Create an awareness of what constitutes violation of Human Rights.
5. Create a complaint/grievance mechanism whereby management takes every complaint seriously by acting promptly to find out or resolve a matter.
6. Ensure internal policies and procedures in place are in line with human rights principles.
7. Ensure transparent investigations are done on all allegations and rightful procedures are followed.
8. Have in place a Structural Leadership and also assign them the responsibility for Human Rights.
 Human rights indicators as a tool
Indicators within this scheme look how complaints of human rights violations are handled and whether policies for human rights promotion exist. Statistics and other information indicating the prevalence of human rights violations are added to the analysis.

 Data collection; This is done through our suggestion box
Relevant and reliable data is a pre-condition to using human rights indicators as an assessment tool for our swift action as a company.

All of Adpack departments have ‘stretching targets’ which are aspirational targets for certain KPIs. The performance of all departments is monitored continually and reported monthly to management. These KPIs are used to assess current performance, make comparisons with previous performance and help managers respond when targets are not being met. For instance, following up investigations and explanations as to why the staff training target or hygiene target are not met.

Labor Principles
Adpack upholds the freedom of association and the effective recognition of the right to collective bargaining.
The company upholds the elimination of all forms of forced and compulsory labour. We also uphold the effective abolition of child labor and elimination of discrimination in respect of employment and occupation.
crimination in respect of employment and occupation.
ADPACK POLICY ON CHILD WORKERS
According to International Labor Organization (ILO), Child Labor threatens children’s growth, physically, mentally and emotional wellbeing hence undermining a child’s right to childhood. It also prevents children from going to school and attain their dreams. Adpack recognizes the above and takes an effective role in reducing child labor hence actively conducting age related measures so as to ensure that we do not employ any person deemed by local or international laws, conventions or regulations to be a child in any capacity in any industrial operation under its control.
FORCED AND COMPULSORY LABOUR
Adpack Limited has a Hiring Policy in place and follows the procedures of hiring keenly to ensure that employees are employed at their own will hence our employment is freely chosen and free from threats. Also all payments due to the employees are effected rightfully and in time. Our employees have the right to collective bargaining.
DISCRIMINATION IN RESPECT OF EMPLOYMENT
Adpack Limited encourages reporting of all perceived incidents of discrimination or harassment. It is our policy to promptly and thoroughly investigate such reports. We prohibit retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports.

The concrete actions taken by Adpack to implement labour policies, reduce labour risks and respond to labour violations are:
 We do not bond our employees in any form i.e debts etc.
 We ensure that our employees ‘salaries and wages are better than the Government minimum standards.
 Our constant use of the suggestion box, grievance mechanisms taken to avoid and take care of any violation.
 We raise awareness by training our employees on labour laws and rights by holding regular Union meetings with the government stakeholders.
 Adpack has ensured that health and safety of all employees is ensured by placing health policies and warning signs inside and outside the company premises that helps the employees by reminding them on hazards to avoid, what to do in case of fire and general instructions in case of an accident.
 We allocate responsibilities to our employees for the allocation of responsibilities for the protection of labour rights within our organization.

Adpack as a company supports a precautionary approach to environmental challenges by undertaking greater initiatives i.e. tree planting, environmental maintenance like recycling to promote greater environmental responsibility and encourage the development and diffusion of environmentally friendly technologies
1. Description of the relevance of environmental protection for the company (i.e. environmental risks and opportunities).
2. Description of policies, public commitments and company goals on environmental protection.
Examples:
• Assessment of the environmental footprint and impact of your company
• Written company policy on environmental issues, including prevention and management of environmental risks
• Policy requiring business partners and suppliers to adhere to the environmental principles
• Describe specific goals in the area of the environment for the upcoming year

Adpack takes concrete actions to implement environmental policies, reduce environmental risks and respond to environmental incidents by carrying out environmental exercises.
Examples
• Awareness raising or training of employees on environmental protection.
• Initiatives and programs to reduce waste materials (e.g. recycling) and consumption of resources (Energy, water, electricity, paper, packaging, etc.)
• Activities aimed at improving the energy efficiency of products, services and processes.
• Development and diffusion of environmentally friendly technologies
• Raise awareness among suppliers by asking for the environmental footprint of products or services.
• Environmental management system to identify, monitor and control the company’s environmental performance.
• Allocation of responsibilities for environmental protection within our company.

Adpack monitors and evaluates environmental performance through:

• Reviewing the company's environmental goals
• Analyzing its environmental impacts and legal requirements
• Setting environmental objectives and targets to reduce environmental impacts and comply with legal requirements.
• Establishing programs to meet these objectives and targets.
• Monitoring and measuring progress in achieving the objectives
• Ensuring employees' environmental awareness and competence.
• Reviewing progress of the Environmental Management System and making improvements

Adpack works against corruption in all its forms, including extortion and bribery.

ADPACK ANTI-CORRUPTION POLICY
The Company’s reputation for lawful and ethical business relations is important and we require all employees and other business associates, whether employed directly or indirectly (including customers, suppliers, agents, distributors, and others working for or on behalf of the Company), to act professionally and with integrity.
The prevention, detection and reporting of bribery and other forms of corruption are the responsibility of all employees across the Company; each employee is required to avoid any activity that might constitute, lead to, or suggest, bribery and/or corruption activities.
Bribery is an offence within the majority of countries around the world and penalties can be severe. Corrupt acts, wherever in the world they are committed (including those committed by business partners such as agents, distributors or joint venture partners) are taken very seriously within Adpack Limited.
It is recognized that market practices vary from country to country and that it is not always easy to decide what is acceptable from an anti-bribery perspective. The company’s anti-bribery policy is not designed to prohibit the acceptance or offer of reasonable and customary gifts and hospitality. However, employees and business associates should bear in mind that transparency is fundamental to maintaining the zero tolerance position of the Company with respect to bribes and other improper payments. The key consideration to remember is that no inducements should be accepted or offered if the intention is to influence the recipient in order to gain or retain a business advantage.
Any employee who is aware of possible bribery and corruption activities should feel comfortable in disclosing such details and further information about the disclosure process can be found within the Company’s whistleblowing policy. A commitment has been made within the company to ensure that employees who do come forward with such information are protected to the fullest extent possible.
Assessment, Policy and Goals
1. Description of the relevance of anti‐corruption for the company (i.e. anti‐corruption risk‐assessment).
2. Description of policies, public commitments and company goals on anti‐corruption.

Examples
• Assessment of risk of corruption and bribery in the company’s industry and country (ies) of operation
• Written company policy of zero‐tolerance for corruption, bribery and extortion
• Reference to (or statement of support for) the UN Convention against Corruption and other international instruments
• Protocol to guide staff in situations where they are confronted with extortion or bribery
• Policy requiring business partners and suppliers to adhere to the anti‐corruption principles
• Specific goals in the area of anti‐corruption for the upcoming year

Adpack concrete actions to implement anti‐corruption policies, reduce anti‐corruption risks and respond to incidents.
Examples
• Our suggestion box, grievance mechanisms.
• Awareness raising and training of employees about company's policies regarding anti‐ corruption and extortion (e.g. mailings, internet, internal communication, etc.)
• Allocation of responsibilities for anti‐corruption within the company
• Participation in industry initiative or other collective action on anti‐corruption.

Adpack ensures zero tolerance when it comes to corruption within the company. Steep measures are ensured to curb any act of corruption i.e. job dismissal and reporting to the relevant authority about any corruption incident. This is actioned after thorough investigations have been carried out by both internal and external authorities to ensure consistency and transparency.
Adpack carries out internal audits to ensure consistency with anti‐corruption commitment, including periodic review by senior management.