09 November 2017

To our stakeholders:

I am pleased to confirm that [ HANDY HUMAN EVENTS ORGANIZATION ] 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,

Engr.Mrs. Masooma AlAidani Albuali
Chief Executive Officer -Founder

Political contributions
Individual directors and employees are free to make personal political contributions as they see fit except as approved in advance by the chief executive/chairman of our company or the appropriate subsidiary board, political contributions (directly or through trade associations) by the group are prohibited. This includes:
• Any contributions of group/company funds or other assets for political purposes.
• Encouraging individual employees to make any such contribution.
• Reimbursing an employee for any contribution.

The workplace
Fair Employment
Handy Human knows that its employees, with their diverse talents and views, contribute to its success in creating and implementing new business opportunities. We therefore strive to have a workplace where teamwork and mutual trust are promoted and where employees are treated with dignity and respect. To this end, Handy Human expects all directors and employees to be fair and honest in their business dealings with colleagues and business partners and to comply with the following principles:

• To be truthful and conscientious in their approach to, and the performance of, their work.
• To avoid relationships or interests, whether direct or indirect, that could adversely influence or impair their capacity to act with integrity and objectivity.
• To treat clients, customers, colleagues, competitors and third parties with dignity, integrity and respect and to communicate courteously.
• To observe a high standard of business ethics in all commercial operations.
• To comply with laws, regulations and the group’s rules relating to dishonesty, corruption and/or breach of the director’s or employee’s duty of good faith towards the group.
• To respect the diversity of people and avoid victimization, whether due to gender, class, race, creed, color, sexual orientation, marital or family status, age, nationality, association or disability.

Health and Safety
The group aims to provide employees and directors with a safe and healthy work environment.
To this end, employees must maintain safe and healthy workplaces by following Environmental, safety and health rules and practices and promptly reporting accidents, injuries and unsafe equipment, practices or conditions.
Directors and employees are expected to perform their company-related work in a safe manner, free of the influences of alcohol or controlled substances. The use of illegal drugs, violence and threatening behavior in the workplace will not be tolerated

Conflict of interests
As a rule, the group expects directors and employees not to have or acquire outside interests, whether directly or indirectly, which may affect the director’s or employee’s judgement and loyalty with regard to the group’s interests. In addition, directors and employees have a duty to avoid situations involving not only actual conflict, but also situations that give the appearance of conflict between personal interests and the interests of the group.

• To promote and ensure the harmonization of national legislation, regulations and practices with the international human rights instruments to which the State is a party, and their effective implementation
• To assist in the formulation of programs for the teaching of, and research into, human rights and to take part in their execution in schools, universities and professional circles
• Create a public defender system so that everyone has access to a the legal of the company .
• Ensure everyone has access to food by funding public assistance programs.
• Fund a public education campaign on the right to vote.

The following procedures will be carried out in investigating and enforcing this code, and in reporting on the code:

• The human resources and remuneration committee/the management structure of the employee’s operating company will take action to investigate any violations reported to it.
• Violations and potential violations will, after appropriate investigation, be reported by the Code of Business Ethics Contact Person to the human resources and remuneration committee in the case of a violation by a director or an executive officer, or in terms of the management structure of the employee’s operating company in the case of a violation by any other employee.
• If the human resources and remuneration committee/the management structure of the employee’s operating company determines that a violation has occurred, it will inform the board of directors in the case of a violation by a director or an executive officer, or will take the appropriate action in the case of a violation by any other employee.

Employee’s entitlements to allowances over and above salary or wages
The payment of and level of allowances, over and above salary or wages, can be agreed to by the employer and employee. Generally, allowance payments are used to recognize:

• extra qualities or skills an employee brings to a job
• special responsibilities an employee may have taken on (eg leading hand or supervisor)
• Employee’s entitlement to be paid for travelling time yearly during the work period.

Hours of work
Employment agreements must fix the maximum number of hours to be worked by the employee at not more than 8 hours per working days (not including overtime) unless the employer and employee agree otherwise.

Human Rights and Labor Rights

Handy Human support and respect the protection of internationally proclaimed human rights.
Handy Human makes sure that they are not complicit in human rights abuses.
Handy Human uphold the elimination of all forms of forced and compulsory labor
Handy Human uphold the freedom of association and the effective recognition of the right to collective bargaining
Handy Human uphold the elimination of discrimination in respect of employment and occupation
Handy Human should uphold the effective abolition of child labor

Health and Safety

• Handy Human aims to provide employees and directors with a safe and healthy work environment.
• To this end, employees must maintain safe and healthy workplaces by following Environmental, safety and health rules and practices and promptly reporting accidents, injuries and unsafe equipment, practices or conditions.
• Directors and employees are expected to perform their company-related work in a safe manner, free of the influences of alcohol or controlled substances.
• The use of illegal drugs, violence and threatening behavior in the workplace will not be tolerated

Evaluating and Improving (feedback are listed below)

• Monitor company’s performance regularly to make sure that it is as effective as possible.
• Regularly describe and analyses any improvements that need to be made.
• Maintain a level of knowledge and understanding that enables the employees to carry out Their role effectively.
• Change the way of the company’s activities in line with any relevant or new approaches or recommendations.
• Identify any skills gaps.
• Develop a personal development plan and update it regularly to include new aims or achievements

Environmental Protection
• Directors and employees are expected to follow applicable environmental laws and regulations and the company’s own sustainable development policy.
• Handy human recognizes that sustainable development and economic, social and environmental protection are global imperatives that result in both opportunities and risks for business.
• Handy Human as a leading media company aims to position itself to meet such challenges.

Environmental management responsibilities

The following are the environmental management responsibilities of the various parties during operational phases. Unless otherwise stated the EMP will be adhered to as follows:
• The Contractor’s HSE Officer will be the responsible party for compliance with this EMP during the construction phase;
• The monitoring party will be the Project HSE Officer;
• Method of record keeping depending on the stage of the project;
• The inspection technique will include a review of records that will be kept on site by the Contractor HSE Officer and/or site inspections;
• The Client will bear ultimate responsibility for environmental management.

Training of Construction Workers
The Construction Workers must receive basic training in environmental awareness, including the storage and handling of hazardous substances, minimization of disturbance to sensitive areas, management of waste, and prevention of water pollution. They must also be appraised of the EMP’s requirements

Employees Performance

The Employees must ensure that the conditions of the EMP are adhered to. Should the Contractor require clarity on any aspect of the EMP, the Contractor must contact the Project HSE Officer for advice.

A monitoring program will be implemented for the duration of the project time.This program will include:

• Daily environmental inspections to confirm compliance with the EMP conditions. These inspections can be conducted randomly and do not require prior arrangement with the project manager;
• Compilation of an inspection report complete with corrective actions for implementation;
• Monthly HSE committee meetings to be held to ensure compliance with the OSHA and its subsidiary legislation.

Definition of anti-corruption principles

Principles and areas which should be also properly treated:

1- Principles of social responsibility

• protection of the company's reputation and property
• safety and health
• environmental protection
• discriminatory practices
• sexual harassment

2- Professional relationships

• relationship with stakeholders
• relationship with employees
• relationship with suppliers and subcontractors
• relationship with competitors
• relationship with government
• relationship with clients and customers

3- Anti-corruption principles

• prohibition of facilitation payments
• regulation of inappropriate giving and receiving of gifts, hospitability and
• expenses
• regulating and making transparent political contributions
• regulation of charitable contributions and sponsor-ships
• regulation of lobbying activities
• regulation of conflict of interest

In order for an effective relationship to be maintained between the providers of capital and company managers, high levels of trust must exist between the two groups. For sufficient levels of trust to occur, four overarching corporate governance principles need to be in place:

• Transparency: Directors must make clear to the providers of capital and other key stakeholders why every material decision was made.
• Accountability: Directors should be held accountable for their decisions and account to shareholders by submitting themselves to appropriate scrutiny.
• Fairness: All shareholders should receive equal consideration by the directors and management with a sense of justice and avoidance of bias or vested interests.
• Responsibility: Directors should carry out their duties with honesty, probity, and integrity.

Description of the relevance of anti-corruption for the company

In order for an effective relationship to be maintained between the providers of capital and company managers, high levels of trust must exist between the two groups. For sufficient levels of trust to occur, four overarching corporate governance principles need to be in place:

• Transparency: Directors must make clear to the providers of capital and other key stakeholders why every material decision was made.
• Accountability: Directors should be held accountable for their decisions and account to shareholders by submitting themselves to appropriate scrutiny.
• Fairness: All shareholders should receive equal consideration by the directors and management with a sense of justice and avoidance of bias or vested interests.
• Responsibility: Directors should carry out their duties with honesty, probity, and integrity.

Corporate Codes of Ethics

• A code of ethics outlines the values and beliefs of an organization and ties them to its mission and objectives.
• Codes of ethics exist to encourage ethical behavior and to take pride in making ethical decisions
• The overall ethical performance of the company must be monitored and reported to stakeholders if it is to be credible to a wide audience of stakeholders, customers, and the general public. Both internal and independent external verification of the company’s ethical culture is necessary to verify, detect, and make appropriate corrections when necessary. If ethical standards are not being met, company reports should disclose the steps being taken to remedy the situation and ensure that standards will be met.

The importance of the Code of Conduct depend on the company’s policy as bellow:

- Increase in employees' loyalty;
- creation of a corporate identity that enhances the name of the brand and attracts customers, partners and employees;
- step towards transparency increase;
- ensures compliance with international regulation of commercial activities what reduces the cost of doing business in a country;
- adoption of ethics codes by many enterprises in a country increases reputation for honest practice of ethical business conduct what creates a more healthy business environment in a country.

- Integrated anti-corruption solutions enable instant identification and screening of third-party entities in the onboarding process to obtain information about businesses and assets and reveal the complex relationships among them.

- Follow the Government regulations and aspect.