February 12th 2014

To our stakeholders:

I am pleased to confirm that Power Plus Co. Pvt. 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 share this information with our stakeholders using our primary channels of communication.

Sincerely yours,

M. Siddique Sheikh - Chairman

Progressive Traders is operating a fair business since it is established in 1954.
It is a value-based fair and friendly economic pursuit across the entire value chain, From Production to Consumption. By design we endeavour to be the preferred choice of our suppliers, service providers, our employees and our customers with transparent remedial recourse. We uncompromisingly focus on total quality and good value for money. Progressive is an environment friendly, socially responsible company and an equal opportunity employer.

Progressive Group's human resource policy ensures a fair code of conduct at all levels of hierarchy. The Company has a maintained Human Reource Dept which address conflicts directly, raise inquiries on miscondcut (if any). All legal aspects as per the law of Goverment of Pakistan are being followed.

Training session for the development of Human Resource emphesise on empathy, conflict management and good managerial practice.

Progressive ensures a system which help employees to attain their career objectives with a great spirit which leads to a sense of achievement and job satisfaction. In an effort to support this growth, Progressive has an annual review process for providing formal performance feedback. Feedback includes a Performance Evaluation, normal performance appraisal Assessment, and an Extra Mile contribution appraisal. Depending on the employee anniversary date, the performance / compensation review is held during either July (for adjustments) or December for any reviews.
Salary/wage reviews typically occur in conjunction with the annual performance review process. The calculation and implementation of changes in base salary/wage depends on both company and personal performance and will typically occur in either June or December; whichever most closely follows the review cycle.

Our business practice does not allow any child labor at the premises. The labor are hired from all community background and no such discrimnation takes place.We are committed to preventing workplace violence and harassment. Our policy defines behaviour that constitutes workplace violence and harassment, and explains procedures for reporting and resolving such incidents. PG is committed to providing a working environment free of violence and harassment by familiarizing all workplace parties with the related terminology as well as their individual responsibilities for prevention and corrective action

PTL has adopted “Zero-Tolerance” Policy prohibiting workplace violence. Acts or threats of violence include the exercise of physical force by a person against a worker in a workplace that causes or could cause physical injury to the worker; physical force without injury and a failed to attempt to exercise physical force still constitutes workplace violence.
Any statement or behavior that it is reasonable for a worker to interpret as threats of physical violence will not be tolerated in the company. Violations of this policy by any individual on PTL’s property will lead to disciplinary action.

Actions that are not workplace harassment
Legitimate and reasonable management actions and business processes, such as, actions taken to transfer, demote, discipline, redeploy, retrench or dismiss a worker are not considered to be workplace harassment, provided these actions are conducted in a reasonable way.

Complaint Procedure
An employee who believes that he or she has been subjected to violence/harassment is encouraged to first clearly and firmly make known to the alleged harasser/respondent that the violence/harassment is objectionable and must stop. Where this cannot be done, or is unsuccessful, the employee should report the alleged violence/harassment to the HOD/ HR, or to one of the persons designated by the company to receive related complaints, namely:
______ Name___________ __________position_____________
______ Name___________ __________position_____________
______ Name___________ __________position_____________
______ Name___________ __________position_____________

Once a person designated by the company to receive complaints of violence/harassment receives a complaint, that person shall immediately bring the complaint to the attention of the HOD or HR (as the case may be). The HOD/HR will discuss options to resolve the complaint with the complainant. Where the conflict cannot be promptly resolved in a matter satisfactory to the complainant, the HOD/HR will notify the alleged harasser/respondent of the complaint, provide the alleged harasser/respondent with the information concerning the circumstances of the complaint and undertake a confidential investigation. Following the conclusion of the investigation, the HOD/HR will inform the complainant and the alleged harasser/respondent of the results of the investigation. Where harassment has been substantiated, the HR will take appropriate corrective action to resolve the complaint.
Final decision regarding the complaint will be made by the BOD.

Through inclusive development and continuous improvement of human resource, materials, technology and processes, Progressive Group is committed not to compromise on quality of products and services which has to be at least equal to top brands in respective categories. We deliver what we declare, derive competitive advantage through quality to ensure right value of money.

We are committed not to produce or deal with any material or practice any activity that is harful to the environment.

PTL is a fair and freindly business firm and we try to our utmost level not to encourage any corruption takes place withing the firm.

Our declared policy bounds any such activity:

Code of Conduct
The code of conduct lays down guidelines for general ethical behavior of staff, professionalism and diligence in performance of work. All employees of PG should adhere to professional behavior in interactions both within the company as well as with colleagues and associates.

1. Employees will always be honest, cordial and transparent with associates, fellow employees, and supporting institutions. They will also maintain all the company information in the strict confidence.
2. Employees will act with integrity and trustworthiness.
3. Employees will maintain a respectful relationship with all fellow colleagues within the company and also with the other group of companies.
4. All employees will maintain clean and neat personal appearance along with dress code and identity card whether in the office, attending to training or while representing the organization.
5. All employees will maintain proper cleanliness and security of all office equipments, materials, working space, records, vehicles and buildings.
6. All employees will be diligent, hard working, efficient and effective in their working styles.
7. All employees will not use institutional time or privileges for personal work.
8. Promote the interest of PG.
9. Avoid the perception that any business transaction may be influenced by offering or accepting gifts and under no circumstances may employees offer or accept money.
Violation of the code of conduct would attract disciplinary action, and may even lead to termination. The nature of the disciplinary action will be decided by the HR/ Line managers/ BOD after due investigation.

Disciplinary measure

Depending on the gravity of misconduct or offence, the line manager/ HR will consider applying one of the following disciplinary measures:

Warning (oral or written)
Warning (oral or written) is given for minor offences and is not put on record in the employees official status file. However, the line manager should retain records for future reference.

Written reprimand
Written reprimand is a more severe measure than a warning and is put on record in the employees official status file. It is issued as a continuation of earlier warnings if unsatisfactory behavior continues, or if the nature of the offence warrants a written reprimand. HR and BODs must be informed.

Dismissal/ Termination
Dismissal is separation from service for gross misconduct or for serious or persistent unsatisfactory performance. HR and the BODs must be consulted before making any decision.