Communication on Progress

Participant
Published
  • 14-Dec-2012
Time period
  • December 2011  –  December 2012
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.

  • Sample Statement of continued support

    14.12.2012

    To our stakeholders:

    I am pleased to confirm that Oriental Fastech Manufacturing Sdn. BHd. 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,

    Teoh Hee Hua
    Compliance Manager 


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.

  • WORKPLACE ANTI-DISCRIMINATION AND HARASSMENT POLICY STATEMENT

    ORIENTAL FASTECH MANUFACTURING SDN. BHD. (OFMSB) is committed to ensuring that our working environment is free from discrimination and harassment. Discrimination and harassment in our workplace will not be tolerated under any circumstances and disciplinary action will be taken against any employee or subcontractor who breaches this policy. Any breach of policy by a non-employee directed to an employee shall be handled in a similarly appropriate manner.
    Discrimination and harassment occurs when a person is victimized in the workplace on the basis of but not limited to the following criteria:
    Race, Color, Gender, Religion, Disability, Sexual Orientation, Pregnancy or Age and shall include exposure to racial or ethnic jokes, offensive profanity, intimidating behavior and exposure to unwanted sexual flirtations.
    We strive to achieve a working environment where all members of staff are treated with dignity, courtesy and respect.
    Any employee who believes that he or she has been the subject of, or has witnessed, an incident of discriminant and harassing conduct should report the matter promptly. OFMSB employees should report instances of discriminant and harassing conduct either to a person in the reporting employee's supervisory chain, or to the plant Operation Manager or Group General Manager.

    All complaints shall be treated in a sensitive, fair, timely and confidential manner and complainants shall be guaranteed protection from any victimization or reprisals. It is an important fundamental of company policy that the reporting of behavior in breach of policy is encouraged in order to correct and promote appropriate standards of conduct at all times.

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

  • No answer provided.
  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • No answer provided.
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.

  • WORKPLACE ANTI-DISCRIMINATION AND HARASSMENT POLICY STATEMENT

    ORIENTAL FASTECH MANUFACTURING SDN. BHD. (OFMSB) is committed to ensuring that our working environment is free from discrimination and harassment. Discrimination and harassment in our workplace will not be tolerated under any circumstances and disciplinary action will be taken against any employee or subcontractor who breaches this policy. Any breach of policy by a non-employee directed to an employee shall be handled in a similarly appropriate manner.
    Discrimination and harassment occurs when a person is victimized in the workplace on the basis of but not limited to the following criteria:
    Race, Color, Gender, Religion, Disability, Sexual Orientation, Pregnancy or Age and shall include exposure to racial or ethnic jokes, offensive profanity, intimidating behavior and exposure to unwanted sexual flirtations.
    We strive to achieve a working environment where all members of staff are treated with dignity, courtesy and respect.
    Any employee who believes that he or she has been the subject of, or has witnessed, an incident of discriminant and harassing conduct should report the matter promptly. OFMSB employees should report instances of discriminant and harassing conduct either to a person in the reporting employee's supervisory chain, or to the plant Operation Manager or Group General Manager.

    All complaints shall be treated in a sensitive, fair, timely and confidential manner and complainants shall be guaranteed protection from any victimization or reprisals. It is an important fundamental of company policy that the reporting of behavior in breach of policy is encouraged in order to correct and promote appropriate standards of conduct at all times.

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

  • No answer provided.
  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • No answer provided.
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.

  • We believe, everything is start from us. As a company where dealing with others customers, we initiatively implement ISO14001 to the company. In addition to this is one of the systematic ways to taking care the environment.

    Our employee was trained to have Green mind setting once they step in to our premises. Training, short briefing, environmental campaigns, auditing and planting is some of our numbers of programme that we are currently on-going in the company.

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

  • No answer provided.
  • Measurement of outcomes
  • Description of how the company monitors and evaluates environmental performance.

  • No answer provided.
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.

  • We are committed to Anti-Corruption in line stated in our Employee regulation (Handbook) as follows:-

    1 Integrity of Business Practices
    1.1 Employees of the Group have the obligation to inform the senior management as soon as they become aware of practices or circumstances, which may involve them in unethical conduct or conflict of interest. This obligation applies when dealing both within the Group and externally. In doing business with any organisation the following standards apply:
    1.1.1 Employee must deal fairly and equitable with thier colleagues and external contracts.
    1.1.2 Employee must not misrepresent themselves or the Group to anyone. If a misunderstanding occurs, immediate clarification should be made once this becomes evident.
    1.1.3 Employs must not engage in any “collusive” practices which may lead to a customer of the Group receiving less than a fair and competitive service/product.
    1.1.4 Unauthorized copying or use of software and other data or documentation can result in criminal liabilities. The improper use of such proprietary information is strictly forbidden.
    1.1.5 Gifts and entertainment shall not be offered or accepted where there is any obligation incurred or such offer or acceptance can be construed as a bride. In this regard the acceptance of souvenirs, advertising and promotional items of nominal value only is permitted. Items of more substantial value should be declined.
    1.1.6 Entertainment in form of customary business amenities such as meals with associated drinks may be accepted or offered provided it is not unduly lavish or frequent.
    1.1.7 The Group will meet all reasonable expenses associated with your travel, food and accommodation on company recognized business. Such arrangements should not be accepted from suppliers unless at the supplier’s facilities or otherwise unavailable through normal commercial sources.

    2 Personal Behaviour
    2.1 The personal behavior of employee should reflect the ethical standards of the Group and respect the rights of the Group and its customer(s) to your services as an employee. A conflict of interest exists if an employee has any interest or activities held outside the Group that may be advanced at the expense of the Group or its customer(s).
    2.2 The test to be applied is whether the combination of your job, the form and amount of external investment and the external Group’s structure and involvement with the Group influence your actions as an employee of the Group. In practicular :
    2.2.1 Your external personal activities must not give rise to real or perceived conflicts of interest. Should any such occasion arise you must declare any interest openly and abstain from the decision making process.
    2.2.2 Employees may not perform services in competition with the Group either alone or in conjunction with another group or person without the prior consent of the Group.
    2.2.3 You must not use inside information, confidential material or non-public information for your own financial benefit either directly or indirectly. In additional to being a violation of law, it will be grounds for instant dismissal.
    2.2.4 You may not use your association with the Company or its customer(s) to sponsor, endorse or advance the interest of another organization except where you have the prior written consent of the Group CEO
    2.2.5 You may not perform outside work or solicit non Group business on group premises or in Group time nor may you use company or customer resources for outside work.
    2.2.6 Employs may not accept nor may they offer money or any other benefits or advantage in the performance of their duties other than as part of a recognized commission or payment scheme which is available to all suppliers or providers
    2.2.7 Employee should not borrow from or lend money to customer, suppliers or contractors of the Group.

    3 Breach of Conduct
    3.1 The Group recognize that a breach of ethical business behavior may result in its removal from the list of suppliers and services to the Government. Accordingly, the Group will regard any breach of these ethical guidelines by employees in most serious manner and implement immediately disciplinary action or dismissal.

    4 Conflict of Interest
    4.1 As an employees of the Group, you should avoid situations where your own interest conflict with the best interest of the Group, or may appear to someone else to do so.
    4.2 A conflict of interest may occur, for instance, if you or a member of your immediate family or a business or other group with which you are associated would be affected materially by decisions you make as part of the Group’s responsibility. Or, a conflict might occur if you or a family members or associate stood to gain from confidential the Group information to which you have access as part of your job. A clear case of conflict arises if you accept gifts or valuable favours from individuals or firms doing or wanting to do business with the Group or attemping to influence some the Group’s decision.
    4.3 If you are in a conflict of interest situation, or think you may be, discuss it with your supervisor in confidence. You can also discuss the situation with the HR department.

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

  • No answer provided.
  • Measurement of outcomes
  • Description of how the company monitors and evaluates anti-corruption performance.

  • No answer provided.