Communication on Progress

Communication on Progress

Participant
Published
  • 11-Oct-2017
Time period
  • October 2016  –  October 2017
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.

  • To our stakeholders:

    I am pleased to confirm that HemoCue AB reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labor, 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 sharing this information with our stakeholders using our primary channels of communication.
    Sincerely yours, Björn Christ,
    President

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.

  • • Ensure workers are provided safe, suitable and sanitary work facilities

  • Implementation

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

  • HemoCue has a thorough Employers Handbook that is easily available on our intranet in Swedish as well as in English languages.
    • HemoCue has a team that regularly reviews the working environment and act on potential need for actions. (this team is called Arbetsmiljökommitte) and we also
    have appointed Safety representatives to which perceived issues can be reported to and Safety Inspections.
    • HemoCue AB also adheres to the Danaher Environmental, Health and Safety Policy
    • HemoCue AB have a Alcohol and Drug Policy
    • Protect workers from workplace harassment, including physical, verbal, sexual or psychological harassment, abuse or threats
    • HemoCue has a Policy against Insulting Treatment. This is also included in the Employers Handbook. This is included also in the annual employee survey.
    • Take measures to eliminate ingredients, designs, defects or side-effects that could harm or threaten human life and health during manufacturing, usage or disposal of products
    • This is included in the HemoCue Environmental Policy as well as in our Quality Manual. It is also included as a question to the Annual Employee survey.
    • HemoCue is ISO 14001 certified
    • HemoCue also follows the WEEE directive
    • HemoCue is 9001 certified

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • HemoCue have annual re-training of all staff through a digital platform and enusres that all go through the training and meet the dates for this.
    It is also part of the annual employee survey and leadership encourages evey employee to participate.
    Results are being shared and actions on those that so requires - either to improve or sustain - are agreed to, planned and performed.

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.

  • HemoCue AB follows the Swedish law, abolish child labour, foster a diverse and inclusive culture that helps us bring together a mix of backgrounds, perspectives and experiences. Discrimnation in any form is not allowed.
    The company follows the collective agreements and employees are free to join the related Unions with which the company aslo have regular meetings.

  • Implementation

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

  • The company have regular meetings with the representatives of the Unions where subjects regards to work environement are discussed along with other employee related subjects . The company also have a "Speak Up" hotline, where remarks can be shared anonymously.
    Employee related subjects are also inlcuded in the annual employee survey.

  • Measurement of outcomes

  • Description of how the company monitors and evaluates performance.

  • Performance is evaluated via the annual Employee survey, during the regular meetings between the Company and the Unions as well as via the Workenvironment committee.

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.

  • HemoCue has an envrionmental policy that states:
    HemoCue Environmental activities will be guided will be guided by commitment and strive for continuous improvement. HemoCue will comply with applicable legal requirements and other applicable environmental requirements. We will also work to prevent pollution.
    HemoCue will consider interested parties environmental requirements and provide relevant and appropriate environmental information about HemoCue products and processes to support their environmental work.
    The environmental impact from HemoCue’s products starts with the shipment of raw material to products and continues through the products entire lifecycle. Our main objective is therefore to develop processed and products with consideration for the environment.
    This involves
    • Choosing raw material with care to minimize the environmental impact
    • Economizing with raw material and minimizing waste
    • Choosing our suppliers with care to minimize our indirect environmental impact
    HemoCue will also take responsibility for the environment by
    • Managing waste responsibility according to applicable requirements
    • Striving to use environment friendly products
    • Educating and making employees take active interest in environments issues

  • Implementation

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

  • HemoCue has training also on the importance of environmental protection - from sorting of left over food, plastic and metal in the cantine, to reduce use of paper and printouts, to enourage co-commute and train alternatives and to manufacture and ship with a mindset of environmental friendliness.

  • Measurement of outcomes

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

  • Maintaining the ISO 14001 is one way of making sure that we keep our committment.

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.

  • HemoCue has annual training on the matter for its employees and deadlines are being set for performing the training,
    The company has zero tolerance for corruption, bribery and extortion.
    HemoCue also have policies for new partners that quotes are subject to satisfactory screening and part of this is the committment to these policies.
    The company has procedures for alerting situations and how to act if approached.
    All chanlel partners within the target, are to be screened and all staff need to have performed tha annual training

  • Implementation

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

  • Channel partner screening procedures
    Employee training
    It is deeply enbedded in our culture

  • Measurement of outcomes

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

  • Compliance to our framework and review of partners