I am pleased to confirm that Secop GmbH reaffirms its support of the Ten Principles of the United Nations Global Compact with respect to human rights, labour, environment and anti-corruption. With this communication we express our intent to advance those principles within our sphere of influence.

In our first annual Communication on Progress, we describe our actions to integrate the Global Compact and its principles into our business strategy, culture and daily operations. We are also committed to share this information with our stakeholders using our primary channels of communication.

Secop GmbH
Mogens Søholm
President & CEO

Secop actively supports the Universal Declaration of Human Rights and ensures that all employees abide to the same principles.

Secop has established an Ethics Handbook which incorporates the internationally recognized principles including Human rights and is committed to ensuring a healthy and safe work environment, the right to privacy and equal treatment. Secop will not tolerate discrimination or harassment.

Business partners and Suppliers are requested to adhere to these principles and to the principles of the UN Global Compact, which are also part of the Secop Code of Conduct that suppliers are required to sign and encouraged to implement.

In 2012 Secop established its own Ethics Handbook, which incorporates ethical guidelines for employees throughout the Group.

In order to make sure that the guidelines in the Ethics Handbook are translated into action, all leaders with employees reporting to them are responsible for training their employees, which needs to be documented.

Employees can use any communication channel to report potential claims, such as Management, HR Department, employee representatives etc. Employees also have the possibility to report an abuse to an external Compliance Officer through an anonymous report system (Whistle-Support).

Proven violations against regulations can lead to a termination of the employee’s contract.

If there is proof for an abuse by partners, business associates and contractors, the business relationship is terminated and the entity black-listed for future business.

Secop monitors whether the guidelines stated in the Ethics Handbook on Human Rights are being followed. An internal audit procedure will be implemented during 2013, as well as an audit procedure for suppliers.
To date, Secop has not encountered major incidents of Human Rights violation due to senior management frequently reassessing the company’s policies.

Secop supports the ILO Core Conventions and will not do business with any organization who uses forced or child labour.

Secop has established an Ethics Handbook which incorporates the internationally recognized principles including Labour standards and is committed to ensuring the freedom of association and avoiding discrimination in the workplace.

Secop does not tolerate forced labour and ensures that all employees have employment contracts or are subject to agreements which determine employment conditions, including pay rates and overtime pay arrangements, and terms of termination.

Business partners and Suppliers are requested to adhere to these principles and to the principles of the UN Global Compact, which are also part of the Secop Code of Conduct that suppliers are required to sign and encouraged to implement.

In 2012 Secop established its own Ethics Handbook, which incorporates ethical guidelines for employees throughout the Group.

In order to make sure that the guidelines in the Ethics Handbook are translated into action, all leaders with employees reporting to them are responsible for training their employees, which needs to be documented.

The local Human Resources Departments are accountable for executing the company policy regarding labour.

Employees can use any communication channel to report potential claims, such as Management, HR Department, employee representatives etc. Employees also have the possibility to report an abuse to an external Compliance Officer through an anonymous report system (Whistle-Support).

Proven violations against regulations can lead to a termination of the employee’s contract.

Secop monitors whether the guidelines stated in the Ethics Handbook on Labour standards are being followed. An audit procedure will be implemented during 2013, as well as an audit procedure for suppliers.
To date, Secop has not encountered major incidents of Human Rights violation.

The protection of internationally recognized principles including Environment is explicitly part of Secop’s Ethics Handbook.

Secop ensures sustainability in the management of all its activities and is committed to minimize its impact on the environment. Secop takes initiatives to promote environmental responsibility by incorporating the ‘triple bottom line’ of sustainable development – economic prosperity, environmental quality and social equity, into the company’s policies and strategies and by working with suppliers to improve environmental performance up the product chain and down the supply chain.

Secop aims to support the development of environmentally-friendly technologies that should protect the environment, are less polluting, use all resources in a more sustainable manner, recycle more of their wastes and products and handle residual wastes in a more acceptable manner than the technologies for which they were substitutes.

Secop carries out internal audits on a regular basis, ensuring that our working methods are compatible with how we aspire to work. The parts of the company which are certified according to the environmental and work environment management standards are audited by external auditors.

The corporate management requires all factories to create and maintain an environmental management system in accordance with the requirements of the international standard of environmental management, ISO 14001, and for the system to be certified.

All managers must ensure that Secop’s products are produced under proper social and environmental conditions and that business is done in accordance with applicable law and Secop’s values and guidelines.

Secop has not had any reportable environmental incidents within the last year.

Secop supports the UN Convention Against Corruption. Secop does not tolerate corruption or bribery and will work against this. This is clearly stated in the Ethics Handbook, which contains ethical guidelines to all employees in the Group.

Employees must not take part in any form of corruption or bribery. If so, this will have consequences on their employment.

Business partners and Suppliers are requested to adhere to these principles and to the principles of the UN Global Compact, which are also part of the Secop Code of Conduct that suppliers are required to sign and encouraged to implement.

In 2012 Secop established its own Ethics Handbook, which incorporates ethical guidelines for employees throughout the Group.

New employees receive training on fraudulent situations.

Any suspicion of involvement in corruption or fraudulent activities must be reported to the manager. Employees also have the possibility to report an abuse to an external Compliance Officer through an anonymous report system (Whistle-Support).

Any fraudulent situation detected that involves employees, business partners or suppliers must be investigated and may lead to contract termination.

Secop monitors whether the guidelines stated in the Ethics Handbook on Anti-Corruption are being followed. An audit procedure will be implemented during 2013.
Secop has not been involved in any legal cases, rulings or other events related to corruption or bribery.