UN Global Compact - Communication on Progress No.1

Participant
Published
  • 28-Feb-2017
Time period
  • February 2016  –  February 2017
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.

  • To our stakeholders:

    I am pleased to confirm that Joannou & Paraskevaides (Overseas) Ltd 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 sharing this information with our stakeholders using our primary channels of communication.

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.

  • Under our certified by Lloyds Register Quality Assurance (LRQA) Integrated Management System complying with the requirements of ISO 9001, ISO 14001 and OSHAS 18001, and part of our continual improvement process, we have issued for implementation throughout our Group a series of specific Human Resources Procedures which these include our commitment to Principles 1 and 2 of the UN Global Compact and are in line with the Universal Declaration of Human Rights.

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

  • Our 'Employee Relations' procedure P 120.7, issued for use in April 2016 as part of our above noted effort to continually improve, details how we protect workers from workplace harassment, including physical, verbal, sexual or psychological harassment, abuse or threats and provides them with a grievance mechanism should they ever feel that they are subject to such abuse.

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

  • Under our new HR Procedure 120.6 'Exit Management', the Company may terminate the employment of any employee with immediate effect if the Employee "Carries out acts of incitement or actual acts of discrimination or harassment on the
    grounds of gender, sexual orientation, marital status, age, race, colour, nationality, ethnic origin, religion or disability".

    During the reporting period of this COP, we are pleased to report that no rulings or fines have been lodged against our Company for any events related to human rights violations and there were no investigations or legal cases. In addition we are equally pleased to report that no employee has been terminated as a result of discriminating against or harassing a fellow employee.

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.

  • Throughout its areas of operations, the Company endeavours to foster safe and respectful workplaces and implements workplace policies and practices that include commitments to non-discrimination and freedom from harassment, and expressly requires that:

    • All employees are treated with dignity and respect;
    • All employees are entitled to fair and consistent application of policy, processes and procedures;
    • The Company, together with its employees, create an environment in which people have a meaningful say in decisions that affect them.
    • The Company keeps itself abreast of all relevant legislation and ensures that employees have access to this information;
    • All employees are subject equally to the Company’s disciplinary and grievance procedures, but at the same time the Company recognises that disciplinary measures should be corrective rather than punitive.

    J&P is committed to the fundamentals outlined by the International Labour Organisation and upholding and acting always in accordance with Principles 3,4 ,5 and 6 of the UN Global Compact.

    J&P expects the same commitment from our supply-chain and consulting associates and we implement this commitment through a dedicated compliance program that communicates expectations to our associates and partners, monitors working conditions, implements facility improvement plans where necessary, and engages with stakeholders.

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

  • During the mandatory induction and orientation of all employees, the Company Integrated Management System Policy is detailed and issues of labour rights and grievance mechanisms are explained. Members of staff are provided with an Employee Handbook giving a summary of the Company's Departments and Processes including the HR and Operations Department. The Company is currently working towards finalising an employee handbook suitable for distribution to all categories of employee and in all the languages prevailing within the workforce.

    It is the Policy of J&P that within all areas of operations workers are provided safe, suitable and sanitary work facilities both within site offices and the work site.

    On projects where we are responsible for the Construction Design Management, we take all necessary measures to eliminate materials and designs that could harm or threaten human life and health during usage. In addition, on construct only projects, when selecting materials for employer approval, we ensure that these will not have any side-effects that could harm or threaten human life and health during manufacturing, usage or disposal.

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

  • During November 2016, our operations in Qatar, specifically our work on the FIFA Stadium Project under the Supreme Committee, were audited over a period of three days, a total of 9 working days, by a Third Party on behalf of the Employer. The findings of the auditors with respect to our employment and treatment of workers were satisfactory - issues such as recruitment, welfare and human rights were examined in detail.

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.

  • Under our established and certified by LRQA Integrated Management System for Quality, Environment, Safety, and Health (QESH IMS), we have in place, implement and maintain, procedures and processes complying with the requirements of ISO 14001 for the management of environmental issues including sustainability and energy conservation. Our Company Policy Statement underlines our objectives and targets towards our environmental and sustainability commitments and these include:

    • Conformance to Environmental, standards.
    • Compliance with all relevant regulations, codes of practice and legislative requirements.
    • Minimise the production and maximise the re-use and recycling of all discarded materials.
    • Identifying and attempting to reduce, as much as feasibly possible, any environmental impacts.

    The commitment of J&P towards meeting environmental objectives has been proven by our track record to date on all projects undertaken and in particular on projects in which specific employer GSAS and LEED requirements were not only satisfied, but as per our Policy we targeted to exceed these requirements.

    In line with ISO 14001, we implement throughout the J&P Group an Environmental Management System (EMS) which is documented in our EMS Manual the details of which cover also our commitment to Principles 7, 8 and 9 of the United Nations Global Compact.

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

  • In addition to our Group Wide EMS Manual, for each and every project, we prepare a specific Health, Safety and Environmental (HSE) Plan and require any suppliers or subcontractors that we employ to strictly follow this HSE Plan.

    In order to fully implement our EMS we have a structured organisation with identified and delegated environmental responsibilities. We ensure that on every project we have the available resources which are required to establish, implement, maintain and improve the environmental management system. These resources include human resources and specialized skills, organisational infrastructure, technology and financial resources.

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

  • Our environmental engineers and officers maintain monthly environmental records and the key elements of this monthly recording are reported in a monthly project dashboard available for review by the senior management of each Project and the J&P Group.

    Prior to the commencement and during the execution of every project, Environment Assessments on all aspects that could conceivable adversely affect the environment are carried out. In addition, emergency response plans are developed for environmental emergency situations in accordance with J&P's procedure P 750 'Emergency Plans'. In order for employees to be fully prepared for any environmental emergencies, J&P undertakes periodically environmental drills depending on the type of activity involved on each project.

    As per our certified Integrated Management System, every six (6) months we are audited for environmental management implementation by our accredited certifying body LRQA. These audits are performed throughout the group in all areas of operations with the locations audited being selected on a sample basis.

    During the reporting year for this COP, certificate renewal for environmental compliance in accordance with ISO 14001 has been recommended for every Entity included under J&P's Group Integrated Management System Certification.

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.

  • Our Company works against all forms of corruption, including extortion and bribery and as such is committed to upholding Principle 10 of the United Nations Global Compact.

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

  • Under our HR procedure 'Employee Relations', employees are provided with a grievance mechanism including suggestion boxes and are assured of the strict confidentially with which each case is examined or incident investigated.

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

  • Under our new HR Procedure 120.6 'Exit Management', the Company may terminate the employment of any employee with immediate effect if the Employee "Commits fraud, theft, deception or dishonesty, including obtaining or attempting to obtain financial advantage at the expense of the Company, dishonest appropriation of Company’s property, misrepresentation of personal employee details, manipulation, falsification or alteration of records and documents belonging to the Company, suppression or omission of the effects of transactions from records or documents, and failure to report suspicions of money laundering promptly".

    During the reporting year for this COP, no incidents of corruption were noted or investigated.