COMMUNICATION ON PROGRESS

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COMMUNICATION ON PROGRESS Global Compact
Moldova September 12, 2008 Chisinau, Modova
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Todays seminar Part 1 - INTRODUCTION TO
COP Part 2 COP IN ACTION Part 3 GROUP WORK
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PART 1 INTRODUCTION TO COP
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What is a Communication on Progress (COP)?

• A COP is a communication to stakeholders on the
  progress the company has made in implementing the
  ten principles of the Global Compact in its
  business activities.

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What is in it for companies?

• The COP is a tool to exercise leadership,
  facilitate learning, stimulate dialogue, and
  promote action.

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Internal benefits

• Motivates a company to define and live up to a
  sustainable vision and strategy.
• Enhances robust corporate governance and
  leadership commitment by CEO and senior
  management involvement in reviewing and endorsing
  the report.
• Supports efforts to identify business risks and
  opportunities.
• Internal sharing and learning due to connecting
  numerous departments (e.g. strategy, human
  resources, communications, environment, health
  and safety, operations, community relations).
• Continuous improvement thanks to measuring
  actions by indicators.

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External benefits

• Demonstrates active participation in the Global
  Compact and prevents company participation being
  seen as a public relations exercise.
• Improves corporate reputation and brand value due
  to increased transparency and creation of trust.
• Enhances stakeholder relations by articulating a
  sustainability vision, strategy, and
  implementation plans.
• Provides significant learning to stakeholders
  through collaboration.
• Makes inclusion in socially responsible
  investment funds or indices possible.

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COP Policy -timeframe
Company joins Global Compact
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COP Policy -timeframe
Company joins Global Compact
COP submitted within 2 years of join date
Next COP due in 1 year
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COP Policy -timeframe
Company joins Global Compact
COP submitted within 2 years of join date
COP not submitted within 2 years of join
date. Company listed as non- communicating
COP submitted within 2 years of join date
Next COP due in 1 year
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COP Policy -timeframe
Company joins Global Compact
COP submitted within 2 years of join date
COP not submitted within 2 years of join
date. Company listed as non- communicating
COP submitted N/C flag removed
Next COP due in 1 year
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COP Policy -timeframe
Company joins Global Compact
COP submitted within 2 years of join date
COP not submitted within 2 years of join
date. Company listed as non- communicating
Company inactive (de- listed) 1 year after
classified as Non Communicating
COP submitted N/C flag removed
Next COP due in 1 year
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COP Policy -timeframe
Company joins Global Compact
Grace Period A 45 day grace period will be
granted to companies that contact the Global
Contact Office and request an extension.
COP submitted within 2 years of join date
COP not submitted within 2 years of join
date. Company listed as non- communicating
COP submitted N/C flag removed
Company inactive (de- listed) 1 year after
classified as Non Communicating
COP submitted company re-instated
Next COP due in 1 year
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What active, inactive non-communicating
actually means?
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What do I need to do to fulfill the COP
requirement?
Step 1) Create an annual Communication on
Progress Step 2) Share the COP with the
companys stakeholders Step 3) Submit the COP
to the Global Compact website.
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Step 1) Creating an annual Communication on
Progress
While there is no single structure for the
creation of a COP, a COP must include Element
1 A statement of continuing support Element 2
Description of practical actions commitments
made, systems implemented and actions taken.
Element 3 Measurement of outcomes use of the
GRI G3 Guidelines is recommended.
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Step 2 ) Sharing the COP with the companys
stakeholders
COP is NOT a communication with or for the United
Nations Global Compact Office. Ideally, COPs
should be integrated into a companys existing
communication with stakeholders, such as an
annual financial or sustainability report.
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Step 2 ) Sharing the COP with the companys
stakeholders
Just as important as the medium chosen for
conveying the COP, is the method of distributing
it to stakeholders.
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Step 3) Submitting the COP to the Global Compact
website
In addition to sharing the COP with
stakeholders, companies are expected to post an
electronic version (and web link if available) of
their COP on the Global Compact website.
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HINTS AND TIPS
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Choose your Language
A companies COP should be created in the language
which is most appropriate for the companies
stakeholders.
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Make the Connections
Review the ten principles closely in order to
understand the connections that exist between the
principles and the companies vision / strategy.
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Be Specific
Dont try to cover all ten principles with an
overarching statement. Move away from generic
statements (e.g., we have a training program for
suppliers) to more specific descriptions (e.g.,
we trained 50 suppliers on how to improve their
spill response performance).
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Include Local Action/Indicators
The headquarters of Multi National Companies may
report for their participating subsidiaries,
however this reporting must cover local action
and include local indicators.
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Structure your Report around the principles
A COP needs to be structured in such as a way so
that the report communicates clearly the progress
in implementing the ten principles.
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Structure your Report around the principles
A COP is the outcome of a long-term process that
starts with a commitment at the companys highest
level.
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Global Compact Office

• What GC Modova is doing to support the Networks
  /Participants?
• Network support
• Guidance Documents
• Tools
• Website Improvements
• Incentives

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Guidance Documents
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Tools One Report
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Incentives from the global office

• Continue to clarify and emphasize the benefits
  of engagement. The best incentive is improved
  performance
• Usage will stimulate quality improvement.
• Reward and recognize Notable COPs.

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PART 2 COP IN ACTION
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Key elements of COP
a statement of continued support for the Global
Compact in the opening letter, statement or
message from the Chief Executive Officer,
Chairman or other top executive a description
of practical actions that participants have taken
to implement the Global Compact principles since
their last COP (or since they joined the Global
Compact) and Measurement of outcomes or
expected outcomes using, as much as possible,
indicators or metrics such as the Global
Reporting Initiative Guidelines.
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First time reporters
There is no expectation that SMEs will be able to
provide as much depth and breadth to their COPs
as MNCs. You dont need to prepare an
independent and exhaustive sustainability report
to comply with COP requirements. A simple 2-3
page depiction of progress may be sufficient.
Reporting on each principle does not need to be
equal. If you are able to report on only a
portion of the principles, note how you plan to
address the additional principles in the future.
Try to connect the measurement or outcome with
a policy, program or action.
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Examples Statement of continued support
Kjaer Group Annual Report 2003 In October,
Kjaer Group joined the international network
United Nations Global Compact Network hereby
committing to live by and support its nine
principles within the areas of human rights,
labor and environmental standards. Management
Review
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Examples Statement of continued support
Rio Tinto 2003 Social and Environmental
Review As a signatory of the UN Global Compact,
we report in our web based review on the ways in
which we conduct our activities and carry out
programs to support the nine principles,
including protection of human rights, freedom of
association in the workplace, and environmental
responsibility. Paul Skinner Chairman
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Communicating Progress on the Principle
There are four components to complete reporting
on each principle. SYSTEMS - A description of
a) policies, b) programs, and c) management
systems used to address each principle
communicates that your company is on a continual
improvement journey. ACTIONS - A description
of practical actions taken in the past year shows
that you are taking steps to live up to your
commitment. This might include programs or
actions implemented training communications
auditing, reviews or other monitoring activities
or collaborative programs. PERFORMANCE - A
description of the impact of systems and outcomes
of actions in tangible terms rounds out reporting
to connect commitment to action to improved
conditions. Actions are great - results are
better.
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Principle 1 Business should support and respect
the protection of internationally proclaimed
human rights
COMMITMENT - State your specific corporate
commitment, for example Commitment to
protecting human rights using words from your
policy, international standards (e.g., Universal
Declaration of Human Rights) and/or industry
standards. SYSTEMS - Briefly describe policies,
programs and management systems, for example
Company policy and strategy to support human
rights. Human rights management system.
Health and safety management system.
Monitoring system to ensure that companys human
rights policies are being implemented.
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Principle 1 Business should support and respect
the protection of internationally proclaimed
human rights
ACTIONS - Describe practical actions taken in the
past year to implement this principle, for
example Providing safe and healthy working
conditions. Providing access to basic health,
education and housing for the workers and their
families, if these are not provided elsewhere.
Preventing the forcible displacement of
individuals, groups or communities. Working to
protect the economic livelihood of local
communities. PERFORMANCE - Describe impact of
systems and outcomes of actions, for example
Progress on righting historical patterns of
discrimination. Changes in workforce
demographics.
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Examples Principle 1
Rio Tinto The Human Rights Guidance document
(guidance for managers on implementing the human
rights policies contained in The way we work)
was printed and distributed globally in October
2003. Action taken Iberdrola By
implementing the Professional Code of Conduct,
the Company strengthened its commitment to the
United Nations Global Compact principles on human
and labor rights, the principles of the
International Labour Organization and the OECDs
recommendations in its Guidelines for
Multinational Companies. Action taken
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Principle 2 Business should ensure that they are
not complicit in human rights abuses

• SYSTEMS
• Explicit policies that protect the human rights
  of workers in the companys direct employment and
  throughout its supply chain staff training on
  human rights issues Staff training on internal
  company policies as they relate to human rights,
  etc.
• ACTIONS
• Assessment of the situation in the country to
  identify the risks of involvement in human rights
  abuses and the companys potential impact on the
  situation, etc,
• PERFORMANCE
• Progress on tracking and addressing complaints
  about human rights abuses number of follow-up
  investigations, etc.

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Notable COP Examples Principles 1 2
Mansour Manufacturing and Distribution Group
All the employees of the group are well treated,
fairly appraised on an annual basis, and
compensated financially and morally based on
their achievements and work. Relocations of
employees between the different branches of the
group geographically are sometimes done whenever
the employees are needed there due to their
experience. In those cases, the employees are
fairly rewarded by having a convenient home to
live in and are also financially rewarded. the
company does not undertake any employment
discrimination when it comes to hiring employees
and only employs the ones who are most qualified
for a job. An internal process is even taken
first before looking outside the company when
there is a job opening that always keeps the
employees motivated.
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Notable COP Examples Principles 1 2
Rio Tinto The Rio Tinto SpeakOut program is an
independent, internal and confidential complaint
handling system designed to capture, analyze, and
investigate compliance failures identified by
employees. It has continued its roll-out, with
100 implementation expected by end 2003. Call
activity rates continue to be encouragingly low,
with the majority of calls relating to personnel
(34) and procedural (24) matters. Action
taken measurement of outcome
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Principle 3 Business should uphold the freedom
of association and the effective recognition of
the right to collective bargaining

• SYSTEMS
• Union-neutral policies and procedures in such
  areas as applications for employment and
  record-keeping and decisions on advancement,
  dismissal or transfer facilities to help worker
  representatives carry out their functions within
  the companys needs, size and capabilities.
• ACTIONS
• Ensuring that all workers are able to form and
  join a trade union of their choice without fear
  of intimidation or reprisal recognizing
  representative organizations for the purpose of
  collective bargaining Using collective
  bargaining as a constructive forum for addressing
  working conditions
• PERFORMANCE
• Details of successful collective bargaining
  negotiations list of trade unions with which the
  company has a collective bargaining agreement
  number of employees in trade unions, etc.

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Examples Principle 3
Nebico The Trade Union of the Company had
submitted the collective demands, numbering 20,
during early January 2003... Informal collective
bargaining between the Trade Union and the
management took place within 3 weeks. It was
agreed that each and every worker would be
provided with a gratuity (at the rate of the
salary drawing at the time of retirement) of one
months salary for every year of service he/she
rendered in the company. Measurement of
outcome Telefónica The company and the
majority Trade Unions signed an agreement last
21st July 2003 in which they declare the value of
social dialogue and collective negotiation as an
irreplaceable instrument in management and
governance of labor relations, as well as to
achieve adaptability of collective negotiation to
the progressive changes in companies. Action
taken
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Principle 4 Business should support the
elimination of all forms of forced and compulsory
labor

• SYSTEMS
• Policies and procedures addressing forced
  labor Policies and procedures to prohibit the
  requirement that workers lodge financial deposits
  with the company.
• ACTIONS
• Making available to all employees, employment
  contracts stating the terms and conditions of
  service, the voluntary nature of employment, the
  freedom to leave (including the appropriate
  procedures) and any penalties that may be
  associated with a departure or cessation of work,
  etc.
• PERFORMANCE
• When the objective is the non-existence of a
  condition, such as forced labor, it is sometimes
  more appropriate to discuss performance in
  qualitative terms , etc.

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Examples Principle 4
Gap Inaccurate record keeping, incorrect or
non-payment of wages and excessive overtime hours
are common violations. We regularly review
timecard, payroll and production records and
verify their accuracy through worker interviews.
When violations are discovered, we typically
require back-payment of wages as appropriate.
Action taken Mabuhay Vinyl Corporation Our
Personnel Policy Manual defines work hours. The
overtime procedure has a provision for employees
to sign if he/she agrees to render more than 8
hours duty. Those on overtime are given premiums
in pay. Those who render overtime are shuttled
for free from and to their homes. Action taken

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Principle 5 Business should support the
effective abolition of child labor

• COMMITMENT - e.g., ILO Conventions Nos. 138 and
  182, National Labor Laws.
• SYSTEMS
• Adherence to minimum age provisions of national
  labor laws mechanisms for age verification in
  recruitment procedures Ensuring that adult
  workers are given secure employment and decent
  wages and working conditions so that they do not
  need to send their children to work.
• ACTIONS
• Exercising influence on subcontractors,
  suppliers and other business affiliates to combat
  child labor Supporting and helping design
  educational, vocational training, and counseling
  programs for working children, and skills
  training for parents of working children, etc.
• PERFORMANCE
• Number of children working for the company hen
  the objective is the non-existence of a
  condition, it is appropriate to discuss
  performance in qualitative terms .

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Examples Principle 5
Banco do Brasil In its contracts with suppliers,
Banco do Brasil complies with the Law on Tenders.
It requires from its suppliers a declaration that
they do not employ child labor. Action
taken Formation Carpets There is an age bar
(minimum age 18 years) in the recruitment of
weavers. It is compulsory for weavers to send
their school-aged children to school hence their
children have no time to be involved in any kind
of child labour. The provision of a
Sponsorship/Scholarship Support Facility to
support the weavers children has incentivized
parents to send their children to school instead
of sending them to work. Action taken
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Principle 6 Business should support the
elimination of discrimination in respect of
employment and occupation

• SYSTEMS
• High level responsibility for equal employment
  opportunity issues, clear company-wide policy and
  procedures to guide equal employment opportunity
  practices, and link between advancement and
  desired performance in this area. Company
  policies and procedures which make qualifi
  cations, skill and experience the basis for the
  recruitment, placement, training and advancement
  of staff at all levels.
• ACTIONS
• Working on a case by case basis to evaluate
  whether a distinction is inherent to a job
  requirement, and avoid systematic applications of
  job requirements in a way that would
  systematically disadvantage certain groups.
• PERFORMANCE
• Number of employees from population groups that
  have been traditionally discriminated against,
  etc.

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Examples Principle 6
HP Accelerated Development Program (ADP).Our
program to develop future senior leaders and
increase the number of women and minority
managers. Women accounted for 40 of ADP
participants in 2003. Over a two-year period,
nearly 80of ADP participants have been
recognized with promotions. Measurement of
outcome Eskom Black management, professional and
supervisory staff reached 56.3 in 2003.Eskom has
continued to demonstrate commitment to
development and transformation by investing 505
million during 2003 in educating and training
workers, both internal and external to Eskom.
During 2003, there were 1,850 bursars and
trainees, of which 87.0 were black. Action
taken measurement of outcome
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Notable COP Examples Principles 3,4,5 6
Mansour MMD does not hire anyone by force or
keep any employee by force. Child labor is not
used at all. The minimum age of young employees
who are used on part time basis is 18 years, and
those are usually trainees still at university
who can perform small jobs to learn and earn some
money. The hiring and firing policy of the
group is based on the Egyptian labor laws. Even
when hiring employees for certain reasons, they
are well compensated as per the law has
indicated. Equal opportunities are given to
everyone when hiring for a new position or a
vacant one. The only thing that counts is the
qualifications and the competencies that are
required by and for the job itself. There is a
system for hiring people, evaluating them,
training them, and rewarding them on their
achievements. The system applies to everyone
ensuring that there are no discriminations at
all. Promotions and good work are announced to
show the employees how others advance and also to
motivate them.
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Notable COP Examples Principles 3,4,5 6
Grupo Pão de Açúcar The contracts executed with
product suppliers contain a clause repudiating
and forbidding the use of any form of forced or
child labor in the supply chain. 100 of the
contracts executed with product suppliers contain
a clause repudiating and forbidding the use of
any form of forced or child labor in the supply
chain. Partnership established with the
Municipality of São Paulo, which implemented the
music program in the Centros de Educação
Unificada - CEUs (Unified Education Centers),
attending to a further 880 youngsters. hires
professionals with several types of disability to
work in all areas of the Company. At the end of
2005, 485 employees with some kind of
disability were working for the Group. it
offers job opportunities to professionals over 55
years old. The functions exercised by this public
are those of attendant, packer and researcher.
More than 1,172 people were benefited by the
project.
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Principle 7 Business should support a
precautionary approach to environmental
challenges

• SYSTEMS
• Environmental risk assessment - establishes the
  potential for unintended environmental damage
  alongside other risks environmental impact
  assessment strategic environmental assessment ,
  etc.
• ACTIONS
• Supporting scientific research, including
  independent and public research on the issue
  Participating in industry-wide collaborative
  efforts to share knowledge and deal with issues
  Creating managerial committee or steering group
  to oversee the application of precaution.
• PERFORMANCE
• Describe impact of systems and outcomes of
  actions.

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Examples Principle 7
Pfizer As part of our environmental commitment,
Pfi zer set a company-wide goal for 2007 to
reduce carbon dioxide emissions by 35 percent per
million dollars of sales (from a baseline of
2000) and, by 2010, supply 35 percent of our
global energy needs through cleaner sources.
Action taken Rio Tinto Rio Tinto also
conducts Health, Environment and Community (HEC)
Reviews of all businesses on a rolling four year
basis, to identify long-term strategic risk. Nine
HEC Reviews were conducted in 2003. Action
taken measurement of outcome
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Principle 8 Business should undertake
initiatives to promote greater environmental
responsibility

• COMMITMENT
• Commitment to promoting greater environmental
  responsibility using your own words, or a
  reference to inter national or industry standards
  (e.g., UNEP International Declaration on Cleaner
  Production, ICC Business Charter, CERES
  Principles, Responsible Care).
• SYSTEMS
• Voluntary charters, codes of conduct, codes of
  practice in global and sectoral initiatives or
  quantifiable objectives and targets, and
  measurement of progress made against them

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Principle 8 Business should undertake
initiatives to promote greater environmental
responsibility

• ACTIONS
• Introducing, certifying and continually
  improving environmental management systems (e.g.,
  ISO14000)
• Working with suppliers to improve environmental
  performance (supply chain management).
• Developing supply chain management and
  collaborative projects or partnerships with
  suppliers or other private and public group.
• Developing training activities and initiatives
  to advance environmental awareness in company
  locations events to dialogue with local
  communities or other specific stakeholders.
• PERFORMANCE
• Results of independent environmental audits.
• Impact of waste, energy, and water reduction
  programmes.

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Examples Principle 8
Unilever In 2003, we reduced unit water
consumption by 13 compared with 2002 well
ahead of our target and overall, we have
reduced it by 53 since we started systematic
measurement in 1995. Measurement of
outcome Allianz Consistent separation of waste
at German companies of the Allianz Group has led
to a reduction in the amount of residual waste
from 90 kilograms (1997) to 51.5 kilograms (2003)
per employee. Measurement of outcome
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Principle 9 Business should encourage the
development and diffusion of environmentally
friendly technologies

• COMMITMENT
• Commitment to encouraging the development and
  diffusion of environmentally friendly
  technologies using words from your policy, or a
  reference to international or industry standards
  or codes.
• SYSTEMS
• Corporate or individual company policies on the
  use of environmentally sound technologies
  (ESTs).
• Life cycle assessment (LCA) for the development
  of new technologies and products, so as to take
  into account impacts in the manufacture, use and
  disposal of the product.
• Environmental Technology Assessment (EnTA) -
  analytical tool designed to ensure that decision
  making processes related to technology
  adaptation, implementation and use are
  sustainable.

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Principle 9 Business should encourage the
development and diffusion of environmentally
friendly technologies

• ACTIONS
• Sharing with stakeholders the benefits of using
  ESTs.
• Refocusing research and development towards
  design for sustainability.
• Establishing investment criteria and the
  sourcing policy for suppliers and contractors to
  ensure that tenders stipulate minimum
  environmental criteria.
• Cooperating with industry partners to ensure
  that best available technology is available to
  other organizations.
• PERFORMANCE
• Reduction (or forecasted reduction) in energy use
  or waste generation from highlighted technology
  (using actual figures if possible).
• Quantitative description of how many people might
  be affected by external technology sharing, and
  how it helps to improve environmental or social
  conditions.

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Examples Principle 9
Telefónica Telefónica ID set up a procedure
aimed at systemically evaluating the
environmental influence of its new technology
developments. During 2003, the results of 353
projects were analyzed. More than 20 of the
projects analyzed were noted to contribute to
reducing energy consumption and more than 30
contributed to reducing the need for travel,
improving access to education, health assistance
or remote control of installations. Action
taken measurement of outcome HP In 2003, HP
high-end server energy effi ciency increased by
more than 35, relative to 2002. Measurement of
outcome
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Notable COP Examples Principles 7,8, 9
Article 13 Our office move project at the end
of 2006 incorporated environmental management at
every stage of the process, both in terms of
building design and utilities and the systems
being put in place in relation to the day-to-day
running of the office. Throughout the past year,
these systems and processes have been finely
tuned as new opportunities for improvement have
been identified. For example, following a
suggestion in the SmartWorks audit, we have put
timers on our water feature and water filter so
that they switch off automatically overnight. We
have also put a hypo water saving device in the
water tank of the toilet. As reported in last
years COP, the move of the company headquarters
provided an opportunity for the company to refine
its recycling procedures. In 2007, Article 13
developed a link with the company next door and
now both companies recycle their paper
together. Outcomes By developing a link with
its neighboring company, Article 13 has advocated
paper recycling practices externally and enabled
a company which did not previously recycle its
waste to become more responsible.
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Notable COP Examples Principles 7,8, 9
Pão de Açúcar The Company prioritizes the
acquisition of recycled raw material for use in
doors, partitions, roofs, wires, PVC pipes, and
glass. Kid Citizens in Action the project
attends to schools and other institutions in the
greater São Paulo Elementary, where school
students receive information about the origin and
manufacture of the products, food classification,
notions of mathematics and the importance of
recycling and reuse of materials. In 2005, the
use of biodegradable bags, which decompose in an
average 90-day period (a regular plastic bag can
take up to 100 years to decompose), continued to
be trialed in one of the Pão de Açúcar stores,
with good acceptance from the clients. These bags
use the English technology D2WTM. All the Pão
de Açúcar stores sell returnable bags made of
non-woven fabric, reducing trash generation. The
project is a partnership with Fundação SOS Mata
Atlântica, which prints species in extinction on
the bags, and benefits from part of the income
obtained from the sale of the product.
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Principle 10 Businesses should work against
corruption in all its forms, including extortion
and bribery

• COMMITMENT
• Commitment to eliminating corruption using words
  from your policy, or a reference to international
  standards (e.g., UN Convention Against
  Corruption, OECD Convention on Combating
  Bribery).
• SYSTEMS
• Anti-corruption policy and implementation of a
  program tailored to the risk profile of the
  company.
• Human resources management systems supporting
  the ethical behavior of employees.
• Monitoring and sanctions system and
  whistleblower schemes.
• Reporting procedures and continuous improvement
  processes.
• Functions of compliance officers.

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Principle 10 Businesses should work against
corruption in all its forms, including extortion
and bribery

• ACTIONS
• Internal and external communications.
• Training of employees.
• Dealing with agents and business partners.
• Dealing with incidents.
• Participation in collective actions and
  stakeholder engagement.
• PERFORMANCE
• Number of cases investigated and sanctions
  imposed.
• Number of follow-up investigations.
• Number of employees that took on-line business
  ethics training.

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Examples Principle 10
BP During 2003, we launched OpenTalk... Through
OpenTalk, employees or contractors can raise
concerns over such issues as unethical business
conduct, including fraud and conflict of
interest bribery and facilitation payments... By
the end of 2003, 258 cases had been raised...
Action taken measurement of outcome
Eskom A formal Eskom fraud prevention workshop,
named CURE, was successfully developed and
implemented in 2003. Action taken
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Notable COP Examples Principle 10
Mansour Internally, MMD has set up an auditing
system where all departments and expenditures are
audited on an ad-hoc basis to ensure that all the
budgets are spent properly according to companys
policies. Externally, MMD does not allow any
sort of briberies and believe that transparency
is the only way forward for a better
economy. Grupo Pão de Açúcar Special Operations
Committee investigates cases of suspected
bribery within the organization. 218
investigations carried out 2005. Impact
Development Training International Impacts
Polish office has created and implemented an
anti-corruption policy- this includes making it
clear that they will offer no bribes or
commissions, and not accept or give gifts worth
more than 15. In addition they have developed
clear rules for how work is priced and will,
where appropriate, open their accounts to
clients. Finally they have committed to informing
all staff of the businesses financial situation.
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Notable COP Examples Principle 10
CS Garment We have no detailed statement of the
Anti-corruption policy, but in the company
orientation, it is clearly disseminated that no
employee is allowed to deal with any corrupt
practices especially in the areas of procurement,
payroll, contracting, forwarding etc.
Anti-corruption effort is implemented in all
levels of organization. During orientation of the
new employees, they are informed about prevention
of corrupt practices in all sort. There are
some challenges in the process wherein it is
difficult to distinguish lavish gift practices
to bribes especially when there is an occasion.
Company considered these gifts ( in kind but not
cash ) to be raffled out to the employees and
not to be given directly to the person
in-charge.
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Links to related international conventions
Universal Declaration of Human Rights http//www.u
n.org/Overview/rights.html ILO Conventions No.
138 http//www.ilo.org/dyn/declaris/DECLARATIONWE
B.DOWNLOAD_BLOB?Var_DocumentID6219 ILO
Conventions No. 182 http//www.ilocarib.org.tt/ch
ildlabour/c182.htm National Labor
Laws www.laws.am Article 15 of the UNEP Rio
Declaration http//www.unep.org/Documents.Multilin
gual/Default.asp?DocumentID78ArticleID1163
UNEP International Declaration on Cleaner
Production http//www.unep.org/OurPlanet/imgversn/
104/declare.html ICC Business
Charter http//www.bsdglobal.com/tools/principles_
icc.asp CERES Principles http//www.ceres.org/Ne
tCommunity/page.aspx?pid705 Responsible
Care www.responsiblecare.org UN Convention
Against Corruption http//www.unodc.org/pdf/crime/
convention_corruption/signing/Convention-e.pdf
OECD Convention on Combating Bribery http//www.
oecd.org/document/21/0,3343,en_2649_34859_2017813_
1_1_1_1,00.html
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PART 3 WRITING YOUR FIRST COP GROUP WORK
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GROUP WORK CASE STUDIES
GROUP 1. Koffie Kàn Sector Food and
Beverage GROUP 2. Meblo Jogi Sector
Manufacturing (Furniture) GROUP 3. Telvill
KFt Sector Manufacturing (IT Engineering)
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GROUP WORK COP Templates
Template 1.
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GROUP WORK COP Templates
Template 2.