Communication on Progress

MPS Communication on Progress

Participant
Published
  • 07-May-2013
Time period
  • September 2012  –  May 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.

  • "It has always been my firmest belief that our employees are the most important differentiator in providing our services. Our ethics and the code of conduct we established for all our personnel comes from our belief that we could shape a great facility and property services company based on strong business principles. This is why we decided to sign on to the United Nations Global Compact. By doing so, MPS recognizes the importance and value of operating in an ethical, environmental and in a socially responsible manner.

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.

  • Development of equal opportunities policy
    Development of anti bullying / sexual harassment policy
    Development of employee handbook outlining their rights and responsibilities
    Included information on company website

  • Implementation

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

  • Recruitment of HR officer
    Development of board sub commitment to develop and monitor employee retention strategies

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Commencing employee surveys
    Employee hotline and call center
    Development of board sub commitment to develop and monitor employee retention strategies
    Employee access to Facebook and comments on Facebook pages

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 complies with all Thai labour laws
    Company complies with all Thai social security laws
    Company complies with all Thai workers compensation laws
    Company complies with international best practice

  • Implementation

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

  • Cross checks by operations and accounting / payroll departments
    Cross checks by Human Resources
    Employee surveys

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Assessed by internal and external auditors and Thai legal departments

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.

  • HSE policy and procedures

  • Implementation

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

  • Written Policies and procedures, use of risk matrix following ISO Risk Management processes.

  • Measurement of outcomes

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

  • Internal Audit and inspection

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.

  • Business ethics policy and procedures, published on website and included in employee handbook
    Corporate governance policy and procedures

  • Implementation

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

  • Very tight controls over any cash payments
    Serious disciplinary action for any bribery or corruption identified

  • Measurement of outcomes

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

  • Written approval for any cash payments - 2 x directors approval