Communication on Progress

Communication on Progress

Participant
Published
  • 09-Oct-2013
Time period
  • October 2012  –  October 2013
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.

  • 9th October 2013

    To our stakeholders:

    I am pleased to confirm that City Mart Holding 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,

    Daw Win Win Tint
    
Managing Director

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.

  • - Written confirmation informating staff that Company supports and adopt the 10 principles of the UN Global Compact
    - Part of the working committee for the Central Body Against Human Trafficking in Myanmar
    - Company policies on Human Rights issues
    - Employment only for 18 years and above (country's law is 16 years and above)
    - Foreign Employee - well-being, housing and transportation provision (averagely USD2,000 per person excluding salary)
    - Written set of company policies provided to all employees and collecting evidence of receipt

  • Implementation

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

  • - Human resource policies and procedures supporting Human Rights
    - CSR Campaigns supporting Anti-Human Trafficking issues and donation to organizations working directly with ex-victims

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • - Periodic review of CSR Campaigns on Anti-Human Trafficking by senior management to
    - gauge the level of awareness created by our campaigns
    - gauge the level of support by our customers and partners for our campaigns

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.

  • Company Human Resource Policies
    - Payroll policies
    - Incentives
    - Retirement Funds
    - Employee Provident Funds (for safekeeping for their future)

  • Implementation

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

  • - Suggestion / Feedback form in Company newsletter
    - Human resource training for all levels and various skills
    - Employee leave policies (16 days per year) and working hours (8 hours) + OT payment policies and transportation provision
    - Employee health care funds (for employees above 3 yrs of service) (between USD200 - USD300 per person, per year)
    - Employee insurance for safety at work and policies for healthcare on occasion employee is injured during work
    - Non-discrimination policies for HIV+ carriers, ethnic race groups and gender
    - Occupational health & safety standards and disseminating awareness of these standards to all employees

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • - Human Resource policies updated on an annual basis - based on :
    - changes in country's environments
    - changes in human resource requirements
    - changes in external policies (country / international) labour laws

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.

  • - Company takes care of the impact their growth has on the environment

  • Implementation

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

  • - CSR campaign - creating awareness and raising funds for Forest Reserve and Development Association
    - Annual Tree Planting activity - planting up to 1,800 trees per year
    - Recycled Bags offered at reduced price all year round and sales profits donated to FREDA
    - Pledged donations for customers bringing their own recycled bags to shop
    - No Plastic Bag Day (every last Monday of the month)

  • Measurement of outcomes

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

  • - Periodic review of results by senior management to
    - gauge level of interests and awareness amongst customers and employees
    - gauge level of success by way of donations collected

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.

  • - Gift policy & Conflict of Interest policies are in place
    - Written set of company policies provided to all employees and collecting evidence of receipt

  • Implementation

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

  • - Staff training on company policies including Gift Policies

  • Measurement of outcomes

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

  • - Audit Committee which supervise compliance with the Business Code of Conduct
    - For any breach of conduct / policies, Internal Audit Department evaluates and validates all evidence and penalty imposed shall be proportionate to the degree of the breach