Statement of Continued Support

To our stakeholders:

I am pleased to confirm that Simba Uganda 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.

Sincerely yours,

Dr. Patrick Bitature
Chief Executive Officer - Simba Group

Ensure workers are provided safe, suitable work facilities ,social amenities,internet connectivity and entertainment

Protect workers from workplace harassment, including physical, verbal, sexual or psychological harassment, abuse or threats

Take measures to eliminate ingredients, designs, defects or side-effects that could harm or threaten human life and health during manufacturing, usage or disposal of products.

The company aim to ensure that their employees understand and accept the Code's principles and carry out their duties in full compliance with its rules of conduct.

Selecting partners (co-contractors and subcontractors) who exhibit a sufficient level of compliance with the Code's principles.

The company has an anti sexual harassment policy in place to guard against physical, verbal, sexual or psychological harassment.

The company issues codes of conduct to its employees upon commencement of their employment contracts stipulating their rights and responsibilities.

Fully dedicated security firm and Health Clinic to provide security and health services to it's staff.

Periodic assessment of staff along with the workplace manual.

Dedicated Human resource department and trained socially responsible managers.

Employees who encounter a conflict or inconsistency between the provisions of this Code and any other law or directive should address the matter to their immediate superior.If there is any difficulty in reporting matters to an immediate superior, or if issues are not dealt with appropriately by an immediate superior, they may be relayed to the Chief Compliance Officer

All workers are issued employment contracts.
The company has a mandatory minimum wage.
All employees must have insurance cover.
Protecting Employees information systems against intrusion and unauthorized use.
The company fosters an enterprise culture which ensures that each person adheres to the requirements of occupational Health and Safety ,these procedures are established in compliance with Principles 3, 4, 5 and 6 of the United Nations Global Compact.
Maintain a safe and secure workplace for employees, which is free from violence, intimidation,
harassment or threats.

Make ongoing improvements to processes in place for the occupational Health and Safety of employees and other persons present in the workplace.

Encourage each employee, notably through communication and training initiatives, to take personal responsibility for improving occupational Health and Safety and to report any Health and Safety concerns through the appropriate channels.

Work with partners and subcontractors who comply with the occupational Health and Safety requirements set by SIMBA Group.

Ensure that these standards are enforced in the various countries in which they operate in accordance with local legislation.

Prevent any situations that could cause or construe a case of unlawful discrimination.

The company gives out leave by contract at a minimum of 1 month per year.

Respect for religious,social,cultural and economic affiliations.

The company gives out maternal and paternal leave to it's employees.

Ensure that working conditions for employees are in strict compliance with applicable Health and Safety regulations.

All employees must take leave.

Company staff are not permitted to work on public holidays.

Systematically carrying out investigations in the wake of any incident or discrepancy affecting the safety and security, in order to determine the causes, record the results and the corrective measures taken in order to prevent any re occurrence.

Employees are granted Paternal and Maternal leave.

Policy on non trespass on grass and any other green areas of company property.

Policy on proper disposable of waste,rubbish and pollutants.

Policy on implementation of Fire ,Life and Safety systems on all company structures.

Policy on maintenance of Elevator systems.

The SIMBA Group owns a 300 Hectare forest which it regularly maintains and signifies its commitment to promote it's green initiative.

Routine maintenance on Elevator Systems.

Dedicated Sign posts to warn about trespassing

Routine cleaning and disposing of waste and rubbish.

Engaging Employees in Green campaigns and sensitization on climate change.

Awareness raising or training of employees on environmental protection.

Company policy to limit usage of polythene bags.

Regular maintenance of SIMBA Group owned green land this is specific to the maintenance of Trees both on Company premises and the Forest.

Any one trespassing on green areas of company property is subjected to huge fines.

The company has been engaged in Tree farming since 2009 and now have currently over 500,000 trees.

Employees may not directly or indirectly offer, provide promise or accept any money, goods, services or favor, to any government official or employee for the purpose of obtaining or retaining business or commercial benefits of any kind.

Employees may not directly or indirectly offer, provide, promise or accept any money, goods, services or favor, to any private person or body corporate for the purpose of obtaining or retaining business or commercial benefits of any kind.

Accounting must provide a true and faithful record of the transactions of the SIMBA Group.

Employees are prohibited from creating or maintaining secret funds or assets for any purpose whatsoever.

Employees must not give or receive gifts or other benefits (travel and accommodation expenses, etc.), except for gifts of nominal value that are not excessive. Any gifts or benefits that do not satisfy these criteria should not be offered or should be returned.

When working with intermediaries, employees should verify that intermediaries' remuneration is proportionate with the services or objectives set forth in contracts.

Employees must ensure that all expense claims submitted to SIMBA Group are justified in relation to the services or objectives set forth in contracts.

Employees must ensure that the books and records of the SIMBA Group accurately and fairly reflect all transactions and associated expenses in accordance with generally accepted accounting standards.

Ensure that internal procedures support SIMBA Group's anti-corruption commitment.

Company has put in place Suggestion boxes around the premises to receive vital information from parties whom require anonymity in order to reveal this information.

Employees must answer all questions posed by internal and external auditors of the SIMBA Group as comprehensively and honestly as possible.

Any Employee found guilty in violation of these anti corruption policies set by The SIMBA Group is subject to termination of his or her contract and the legal repercussions.

Employees suspect to any violation of these policies is subjected to an investigation that's unbiased and committed to examining all the evidence and executing a just decision.

Periodic Internal and External Auditing of the SIMBA Group.