Communication on Progress

Participant
Published
  • 2018/01/17
Time period
  • January 2017  –  December 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.

  • UN Global Compact Communication on Progress (COP)
    January 2017 – December 2017

    January 17, 2018

    To our stakeholders:

    I am pleased to confirm that Swinerton reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labor, 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 and finding ways to work together to further the UN’s mission to advance societal goals.

    Sincerely,

    Jeffrey C. Hoopes
    Chief Executive Officer

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.

  • Swinerton supports the principles in the UN Universal Declaration of Human Rights. We agree to a workplace that is free of abuse, bullying, harassment, and discrimination. Swinerton expects our Partners to uphold these same values.

    Additionally, Swinerton’s Affirmative Action Program is designed to strengthen and reaffirm its commitment to implement Fair Employment Practices. The Company’s policy is clear with respect to Equal Employment Opportunity for minorities, females, veterans of the Vietnam era, qualified disabled persons, and disabled veterans.

    Swinerton has a commitment to provide equal hiring, training, compensation, promotion, transfer, layoff, and recall benefits to all individuals, including qualified veterans and veterans of the Vietnam era, without regard to ancestry, marital status, race, religion, color, national origin, sex, sexual orientation, gender identity, age, or disability or medical condition, except where age and sex are essential bonafide occupational requirements or where handicap or medical condition is a bonafide occupational disqualification.

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

  • Swinerton maintains an anti-harassment policy which states that harassment in the workplace, including conduct that demeans another person, will not be condoned. Managers who know of harassment in the workplace, or have received a complaint of harassment in the workplace, have a legal and moral responsibility to report such harassment to Swinerton’s Human Resources Department.

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

  • Swinerton does not have an established diversity goal at this time. In 2018, the Company will provide current numbers to establish a benchmark for future years and will report these numbers annually.

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.

  • Swinerton agrees to a workplace where employment is voluntary and only offered to persons over the age of 16; working hours are not deemed excessive by definition of the law; employees are compensated in a timely manner; and, to the extent permitted by law, respecting employees’ right to freedom of association and collective bargaining.

    In accordance with the U.S. Fair Labor Standards Act, Swinerton abides by the federal minimum wage requirement, overtime pay requirement, and child labor regulations. Additionally, Swinerton abides by local and state minimum wage and prevailing wage requirements in all geographies where it does business. These pay requirements are posted in all offices and project locations.

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

  • Swinerton’s Safety Department maintains policies and procedures, and provides training to employees, to ensure a safe workplace. Swinerton recognizes there are great hazards in the construction industry and one decision could be the difference between life and death. The Company’s unwavering project performance standards enable it to send everyone home, every day, uninjured. Employees are provided training in, but not limited to: OSHA 10, CPR/First Aid, forklift, crane, rigging, fall protection, and demolition. It is engrained in Swinerton’s culture that all employees and Partners have the authority to stop work when a potential safety hazard is identified.

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

  • Swinerton strives for zero lost time and zero recordable incidents. The Company's safety performance is reviewed by executives monthly.

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.

  • Swinerton protects human health and the environment by meeting applicable regulatory requirements pertaining to air emissions, waste, and water. The Company encourages its Partners to favor the use of non-hazardous products and materials, and choose recycled and reclaimed materials whenever possible.

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

  • Swinerton has an established Environmental Policy and Green Office Guide; however, the policies have not been enforced in recent years. It is Swinerton’s intention to review and revise the policies in 2018, as necessary, to ensure the Company adheres to the established policies not only for project sites, but the entirety of its operations.

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

  • Swinerton does not have an established waste diversion, emission, or water usage goal at this time. In 2018, the Company will provide current numbers to establish a benchmark for future years and will report these numbers on an annual basis.

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.

  • Swinerton expects all of its Partners to act in accordance with the highest standards of business ethics and to avoid any appearance of impropriety, including, but not limited to: fraud, deception, and dishonesty; bribery and corruption; and false claims.

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

  • In 2018, Swinerton will require all of its business partners to sign a Contractor’s Code of Conduct. The Code of Conduct binds our subcontractors, suppliers, and vendors (collectively “Partners”), and their supply chain, to minimum standards, which are based on the Ten Principles of the UN Global Compact and the UN Sustainable Development Goals (SDGs).

    Swinerton employees and Partners have free, unlimited access to our third-party anonymous and confidential incident reporting system. Swinerton encourages those who know of any activity that is in violation of laws, regulations, or contracts to report such activity promptly through this service, which is available 24 hours a day, 7 days a week.

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

  • Swinerton maintains records of instances that may be deemed unethical. A formal Ethics & Corporate Responsibility Committee reviews such cases and takes necessary corrective steps including investigations, the provision of additional training to employees and Partners, and disciplinary action.