COP AEDesign 2014/2015

Participant
Published
  • 12-Jun-2015
Time period
  • June 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.

  • 12th of June, 2015

    To our stakeholders:

    I am pleased to confirm that AEDesign 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,

    Zaafir Waheed
    
CEO of AEDesign

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.

  • Our commitment to the HUMAN RIGHTS

    Respect for human rights is an integral part of our cooperate culture. Our company is committed to being a responsible organization to support the protection and development of human rights within our sphere of influence. With operations in Europe and Middle East, we strive to uphold global standards for responsible business, including equal employment opportunity, freedom to associate and bargain collectively, and elimination of child and forced labor from our community.
    Our commitment to human rights includes acknowledgement of the following national and international standards and laws that are applicable:

    - The Industrial And Commercial Employment (Standing Orders) Ordinance, 1968
    - Fundamental Conventions of the International Labor Organization (ILO)
    - The constitution of the Islamic Republic of Pakistan-1973
    - Pakistan Penal Code (Act XLV of 1860)

    Therefore, it is not a problem, to document this by signing the Global Compact, the ZVEI and the Code of Conduct of the various companies and to ensure that these are respected by all of us.

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

  • We work continuously with our employees and managers to ensure that they are well informed and trained with regards to protect human rights and related issues. Where appropriate, we undertake anonymous satisfaction surveys.

    Other references of our internal policies:

    - Employee grievance handling policy
    - Anti-Harassment at workplace policy
    - Code of conduct at the workplace.

    1) We conduct an employee satisfaction survey annually which is completely anonymous and employees are free to respond about their rights.

    2) Half yearly routine assessments are conducted checking the status, the performance and defining responsibilities of to do items. The results are given as feedback to the management and the employees also.

    3) Monthly meetings are arranged with the Heads of Departments, discussing the issues of their team members.

    4) A disciplinary committee has been formalized to deal with anti-harassment issues and other problems related to Human Rights.

    5) To address problems and concerns about the effective implementation of these policies, we encourage employees to contact either their line managers or directly Chief Executive Officer at Head office. We deal in open door policy enjoyment.

    6) We have a separate and neutral Employee Relations Department where employees can freely discuss their issues at the workplace.

    7) We continuously look forward to improve our policies include particular human rights in order to assure a suitable implementation within our management process and procedures

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

  • - Processing of the results of the employee satisfaction survey.
    - Processing of the results of the internal discussions of the management.

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.

  • AEDesign believes in the dignity of every human being and in respecting individual rights. We communicate and protect the rights and responsibilities of labor clearly.

    1-Labor Standards: We maintain labor standards including working hours, working conditions, wages, and overtime pay practices that are in compliance with the laws of the jurisdictions in which we operate.

    2-Health & Safety: We provide a safe and healthy work environment in all our operations regardless of size or function. Labor staff is provided with proper safety tools and equipment.

    3-Freedom of Association: We respect our employees' right to freedom of association.

    4-Equal Employment Opportunities: We value diversity and strive to provide equal employment opportunities for all individuals.

    5-Non-Discrimination: We do not discriminate in employment, contracting, wages, promotion, working condition, or any other opportunity based on race, color, gender, gender identity, gender expression, genetic information, age, religion, ethnicity, national origin, ancestry, sexual orientation, marital status, disability, or any other legally protected characteristic subject to compliance with applicable law.

    Our belief in the dignity of human rights of labor includes acknowledgement of the following national and international standards and laws that are applicable:

    - Industrial Relations Act, 2012
    - The Industrial And Commercial Employment (Standing Orders) Ordinance, 1968
    - Fundamental Conventions of the International Labor Organization (ILO)
    - The constitution of the Islamic Republic of Pakistan-1973
    - Pakistan Penal Code (Act XLV of 1860)

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

  • - AEDesign Human Resource department is responsible for ensuring that governance processes are in place to provide oversight to the implementation and execution of the company's Human Rights Policy.

    - Employee Relations and Human Resource department serves as an employee resource to raise concerns about ethical issues, including non-compliance with corporate policies.

    - Non-compliance to any Human Rights Policy is subject to escalation, investigation and remediation in accordance with internal corporate policies.

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

  • - Execution of routine visits and analyses of the workplaces.
    - Conduct quarterly meetings with the employees to listen to their concerns and issues

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.

  • AEDesign Pvt Ltd, being a product designer and developer of renewable energy products as one of the business segments, is committed to act proactively in order to optimize the usage of energy, raw materials and water to minimize the environmental impact.

    Our initiatives include the following topics:

    1) Awareness Raising Measures
    2) Energy/Fuel Saving Initiative
    3) Paperless Environment Initiative
    4) No Plastic Bottles Initiative

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

  • 1) Awareness Raising:
    Awareness about the environment and its preservation is given to employees in formal and informal sessions and management meetings.

    2) Energy/Fuel Saving:
    - Introduction of motion sensor switches for lights in meeting rooms and areas that are less frequently visited
    - Double glazed window glasses and insulated roofs in new constructions/extensions of the office
    - New installed air conditioning units (replacements) are chosen with special regard to energy efficiency
    - Employees are advised to switch off all monitors/computers after working hours. Main power to offices is switched off after all employees have left the office
    - Reduction of travelling efforts through increased use of internet-based communication services in order to get in touch with the head office, factory, clients, vendors and suppliers

    3) Paperless Environment:
    Installation of the company’s web based portal “AEDportal” to exchange and maintain electronic documents and records instead of paper documents.

    4) No plastic bottles initiative:
    AEDesign provides clean drinking water in refillable bottles at its facilities.

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

  • 1) Awareness Raising:
    - Regular discussions with employees about issues related to energy conservation and the reduced usage of raw materials in the departments
    - Heads of Departments are advised to check if measures are implemented in the daily processes

    2) Energy/Fuel Saving
    - Check of the company’s electricity consumption
    - Feedback of employees about temperature level in the office without heating or air conditioning (effect of improved window materials and roof insulation)
    - Check of travel costs in the Accounts Department

    3) Paperless Environment
    - Check of purchased paper quantity

    4) No plastic bottles
    - Check if the ban of plastic bottles in the office is followed by every one

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.

  • AEDesign is fully committed to a zero-tolerance policy in the fight against corruption in all areas of activity. It is the company’s intention to proactively raise awareness regarding this topic towards all employees and to encourage them to report any incidents related to that. Suspicions in this context are handled with high priority on the management level and actions will be taken immediately in order to investigate any malpractice in the company.

    We expect the same level of commitment from all our suppliers, vendors, customers and other external partners.

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

  • - Regular team meetings on department level are used to explain the various forms of corruption that can occur in business relations.

    - The employees receive information about particular measures they have to take if they are confronted with corruption (reporting)

    - A committee consisting of the CEO and representatives from HR, Accounts, Employee Relations and Engineering discuss regularly how to improve the prevention of corruption in the company

    - Regular updates of our suppliers and vendors regarding our requirements are undertaken to prevent corruption

    - IT department actively searches for outgoing and incoming unusual data traffic in order to prevent activities that should be handled without using the designated communication procedures

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

  • - Number of petitions in the reporting system
    - Internal discussions with employees in order to investigate the level of awareness for corruption in the company