CORPORATE RESPONSIBILITY MANAGEMENT
HUMAN RIGHTS & SOCIAL PERFORMANCE
Human Rights & Social Policy
Technigroup commits to respect and support the Universal Declaration of Human Rights and seek to be guided by its provisions in the conduct of our business. We strive to observe and embed the provisions set out in the Human Rights Declaration including but not limited to the following:
- Non-discrimination
- Equality
- Child labor/minimum age workers
- Forced labor
- Health and safety
- Working conditions including working hours
- Fair wages and compensation
- No harsh or degrading treatment/harassment
- Accessibility for persons with disabilities
- Maternity protection
- Employment of elderly
- Migrant workers
Our approach to human rights also follows the Singapore Tripartite Guidelines on Fair Employment Practices which sets out fair employment practices for adoption by employers.
The five principles of Fair Employment Practices are:
a) Recruit and select employees on the basis of merit (such as skills, experience or ability to perform the job), and regardless of age, race, gender, religion, marital status and family responsibilities, or disability.
b) Treat employees fairly and with respect and implement progressive human resource management systems.
c) Provide employees with equal opportunity to be considered for training and development based on their strengths and needs to help them achieve their full potential.
d) Reward employees fairly based on their ability, performance, contribution and experience.
e) Abide by labor laws and adopt the Tripartite Guidelines on Fair Employment Practices.
The human rights policy will be subject to review on a regular basis to ensure that it complies with the provisions of the Human Rights Declaration.
Human Rights & Social Policy Implementation Procedures
Steps to implementation:
1) Assign a member of senior management to lead the process.
2) Organize a task force to help steer the policy through the company.
3) Reviewing the company’s internal functions and processes to ensure they meet with human rights criteria and to determine which of the internationally recognized human rights are already covered by the company’s existing policies and identify any relevant ones that are missing. Some of the internal functions and processes are as follows:
a) Reviewing recruitment and selection policies to ensure they meet with human rights criteria.
b) Reviewing training and development programs to ensure they meet with human rights criteria.
c) Reviewing job descriptions and performance appraisals to ensure job responsibilities meet with human rights criteria.
d) Reviewing compensation schemes to ensure they meet with human rights criteria.
4) Consultation with internal and external stakeholders to address the concerns and expectations of potentially affected groups.
5) Communicate the policy internally to all employees and business units to raise awareness and understanding of the company’s human rights policy across departments. It should also be communicated to external parties such as suppliers, customers, subcontractors, business partners and other relevant parties directly linked to our operations, products or services.
6) Monitoring, reviewing and obtaining feedback to ensure the policy stays effective and relevant.
CORPORATE RESPONSIBILITY MANAGEMENT
ANTI-CORRUPTION
Anti-Corruption Policy
Technigroup is committed to the highest level of ethical standards in relation to all of its business activities and has a zero tolerance policy towards bribery and corruption.
This Policy applies to all employees of the Company (including any of its subsidiaries or associated companies). It also applies to any individual or corporate entity associated with the Company or who performs functions in relation to, or for and on behalf of, the Company, including, but not limited to, directors, agency workers, casual workers, contractors, consultants, agents and suppliers (associated persons).
Legal obligations
It is an offence for an employee or an associated person to bribe another person in the course of doing business intending either to obtain or retain business, or to obtain or retain an advantage in the conduct of business, for the Company.
Policy statement
All employees and associated persons are required to:
- comply with any anti-bribery and anti-corruption legislation that applies in any part of the world in which they might be expected to conduct business
- act honestly, responsibly and with integrity
- operate in an ethical, professional and lawful manner at all times.
A strict adherence to the guidelines set out in this Policy is expected of all employees and associated persons at all times. If in doubt as to what might amount to bribery or what might constitute a breach of this Policy, refer the matter to Senior Management.
Responsibilities and reporting procedure
It is the contractual duty and responsibility of all employees and associated persons to take whatever reasonable steps necessary to ensure compliance with this Policy and to prevent, detect and report any suspected bribery or corruption.
Record keeping
All accounts, receipts, invoices and other documents and records relating to dealings with third parties must be maintained with strict accuracy and completeness.
CORPORATE SOCIAL RESPONSIBILITY
RESPONSIBLE SUPPLY CHAIN MANAGEMENT (RSCM)
Supply Chain Code of Conduct
Technigroup is committed to ethical business practices and we expect our suppliers to uphold our policies concerning anti-corruption, respect for human rights, environmental and the safety of products and services.
1) Environmental Performance
Supplier shall comply with environmental standards as follows:
a) Obtain, maintain and keep current all required environmental permits
b) Proper handling and disposal of hazardous materials
c) Prevent pollution
d) Characterize, monitor, control and treat wastewater, solid wastes and air emissions prior to discharge.
2) Human Rights & Social Performance
Suppliers are expected to adopt fair labor and employment practices and to treat their workers with respect and dignity in accordance with the local employment practices and international human rights standards, in particular the following:
a) Freely chosen employment –Suppliers shall not use forced labour
b) No child labour – Suppliers shall comply with minimum age standard
c) Wages and benefits – Suppliers shall provide wages for regular and overtime work and legally mandated benefits
d) Working hours – Workweeks of Suppliers should not exceed the maximum set by the local law.
e) Humane treatment – Suppliers shall treat employees with dignity and respect. Suppliers’ workers should not be subject to any form of sexual harassment, physical punishment, confinement or verbal abuse.
f) Non-discrimination – Suppliers shall not discriminate in their hiring and employment practices based on race, colour, age, gender, sexual orientation, ethnicity, disability, pregnancy, religion and marital status.
3) Health & Safety
Suppliers must provide a safe and healthy working environment for their workers.
Suppliers must have undertaken Risk Assessment and Risk Management and obtained a Bizsafe certification for their workplace.
Suppliers must have in place procedures and systems for the following:
a) Occupational safety – Supplier must have a system of accident prevention, identification of potential safety hazards, designing of controls and safe work procedures and training
b) Reporting and medical treatment – Supplier must have a system of reporting and medical treatment as well as compensation system for workplace injury and illness
c) Machine safeguarding – Supplier must have a Standard Operating Procedure setting up the steps for cleaning, maintaining and operating machines so as to prevent accidents.
d) Clean and safe working environment and facilities
4) Anti-Corruption
Suppliers must be committed to the highest level of ethical standards in all of its business activities. Corruption and bribery of any kind is strictly prohibited. It is the contractual duty and responsibility of the Suppliers and all their employees and associated persons to ensure compliance with this policy.
Supply Chain Code of Conduct Implementation Procedures
Suppliers shall establish a system related to the Supply Chain Code of Conduct wherein they shall seek management commitment to:
1) Create and maintain policies and procedures to ensure compliance with regulations.
2) Communicate the policies and procedures to all employees and associated persons.
3) Conduct inspections to ensure their compliance with this Supplier Code of Conduct.
Technigroup may engage in monitoring activities to confirm Supplier’s compliance with this Supply Chain Code of Conduct, including on-site inspections of facilities, use of questionnaires, face to face interviews. Failure to comply with the Code of Conduct may result in termination of the supplier relationship.
