Communication on Progress

Participant
Published
  • 2020/11/09
Time period
  • November 2019  –  November 2020
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.

  • At ZAPTEC we are working towards the goal that we should combine our main mission of changing the world through electric vehicle charging while implementing the key principles of human rights, labor, environment and anti-corruption based on the Ten Principles of the United Nations. Everyone at ZAPTEC is continuing to support the UN Global Compact both in our business strategy, in our shared culture and in our daily operations. We at ZAPTEC are fully committed to spread the word in our channels to our stakeholders. Especially at this challenging time it’s as crucial as ever before to keep working together as a unity and the UN Global Compact is instrumental in doing so.

    Yours sincerely,
    Anders Thingboe
    CEO at ZAPTEC

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.

  • ZAPTEC is aiming at treating every employee equally, fairly and with common respect. It’s key that the company does it’s best to provide the framework for each and every employee so they can make decisions to fulfill our shared commitment to the Human Rights Principles.

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

  • ZAPTEC implemented the UN Human Rights Principles to its handbook and to make sure that everyone in the organization is committed to it when representing the company. In addition to this each and every employee is encouraged to go ahead and act as an example while they are not at work.

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

  • When all ZAPTEC employees have reread and adapted to the UN Human Rights Principles both in words and in actions we can achieved a significant progress upon making everyone come onboard with the UN Human Rights Principles.

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.

  • ZAPTEC supports the strictest labor standards applicable. We aim to protect workers and reassure that they work according to fair and considerate standards, free from exploitation and unfair business practices. ZAPTEC aims to follow a combination of national rules with the ones provided by being a member of the Confederation of Norwegian Enterprise. The Confederation of Norwegian Enterprise is also a member of the UN Global Compact building on the ten principles.

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

  • We have strict protections for the employees in place and we provide in a collaborative working environment. This is outlined in the Employee Handbook where protections for whistleblowers both working on permanent and temporary contracts are outlined.

    ZAPTEC is a member of the Confederation of Norwegian Enterprise that regulates the employer and sets out certain guidelines for the employees to follow.

    When it comes to salary adjustments the company follows the central negotiations conducted in between the Labor Organization and the Employer Representative. This is standard procedure according to the Norwegian Model of three-party collaboration. This is a model where the employees, the employers and the government are working in areas of work environment and HSE questions.

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

  • ZAPTEC recently increased the number of employee representatives as a part of the Working Environment Committee where the management and the employees contributes. Prior to this year it was one employee representative of the Working Environment Committee, the Safety Representative and two from the management. But to even out the balance in between the management and the employees an extra employee representative was added.

    In addition to this the salary adjustment matched the percentage negotiated at the central level as a part of the three-party collaboration model.

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.

  • ZAPTEC works continuously to reduce emissions and participate at creating a livable future for our next generation. We produce charging stations aiming at electric cars and to electrify the transportation sector in Norway and internationally.

    In addition to this ZAPTEC works to reduce emissions at the office. We are aiming at reducing the footprint made by our employees, by creating a culture of reducing emissions.

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

  • ZAPTEC is continuously delivering electric car charging to the customers. We are making sure that people are able to make conscious decisions upon their transportation needs, by selecting electric cars because of the convenience of refueling them in their own homes.

    When it comes to the office there have been implemented a webinar solution to train and make the installers certified. This has replaced the concept of travelling to Norwegian and foreign cities to hold the installer course.

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

  • By seeing that an increased amount of people is able to charge their car when they need to and to avoid range anxiety we see that we are able to help the environment in even a small way. Despite this we have a vision of electrifying an ever-larger part of the transportation sector both in Norway and internationally.

    When it comes to the reduced emissions in the office we have been able to do it in the case of having a web solution of the installer course. The web solution reduced travels from six nationally in October 2019 to none in October this year. This has helped to reduce emissions as there were usually two employees attending each installer course.

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.

  • ZAPTEC works to comply with high standards of anti-corruption work. We do aim at working to cease the cases of corruption, extortion and bribery and also grey zone cases.

    We are also aiming at having our subcontractors participating at the effort of implementing the Anti-Corruption Principles by working closely with them.

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

  • ZAPTEC has Ethical Rules as a part of its Employee Handbook regulating gifts and other economic advantages. In case of uncertainty the CFO has an open-door policy where it’s easy to submit a request for review.

    To comply with the principles of working with sub-contractors to verify their actions ZATEC is collecting reports from our Norwegian factory assembling the products assessing their subcontractors delivering the material and the parts for the production process.

    The company is documenting the reports we receive through our documentation system.

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

  • There have been zero cases of corruption, extortion and bribery at ZAPTEC and its subcontractors in this period. In addition, there have been instances where the CFO advisory mechanism has been used to search for advice. This shows that there is a culture of reflection upon the issue and an openness to raise questions regarding corruption, extortion and bribery internally.