Your privacy is very important to us. Accordingly, we have developed this Policy in order for you to understand how we collect, use, communicate and disclose and make use of personal information. The following outlines our privacy policy.
• Before or at the time of collecting personal information, we will identify the purposes for which information is being collected.
• We will collect and use of personal information solely with the objective of fulfilling those purposes specified by us and for other compatible purposes, unless we obtain the consent of the individual concerned or as required by law.
• We will only retain personal information as long as necessary for the fulfillment of those purposes.
• We will collect personal information by lawful and fair means and, where appropriate, with the knowledge or consent of the individual concerned.
• Personal data should be relevant to the purposes for which it is to be used, and, to the extent necessary for those purposes, should be accurate, complete, and up-to-date.
• We will protect personal information by reasonable security safeguards against loss or theft, as well as unauthorized access, disclosure, copying, use or modification.
• We will make readily available to customers information about our policies and practices relating to the management of personal information.
We are committed to conducting our business in accordance with these principles in order to ensure that the confidentiality of personal information is protected and maintained.
Grievance Mechanism Policy
- Filing a Grievance
Grievances must be initiated within ten (10) working days of the action being grieved. When filing a grievance, the grievant must contact the Human Resources Office and schedule a meeting with the Responsible of Human Resources. Prior to the meeting, the Human Resources Office shall provide a Grievance Form to be filled, signed, and submitted with all relevant supporting documents, evidence, and/or witnesses’ names.
The Director of Human Resources shall formally record the grievance upon receipt of the written and signed Form. Verbal grievances will not be recorded unless documented in writing using the official Grievance Form.
Upon filing, the Responsible of Human Resources shall notify the respondent and their immediate supervisor, providing a copy of the grievance. The respondent may submit a written response within five (5) working days.
- Grievance Committee
Upon receipt of the respondent’s reply (or after five working days without reply), the Responsible of Human Resources shall forward the grievance and all related documents to the Grievance Committee. Composition of the Committee:
– The Responsible of Human Resources (or GM if the grievance involves HR).
– The immediate supervisor of the grievant, or a higher authority if the grievance involves that supervisor.
– An employee of similar rank and comparable work situation as the grievant.
The Committee must meet within ten (10) working days and attempt resolution within fifteen (15) working days. The Committee may interview witnesses, review documents, and investigate as needed.
- Grievance Commission
If resolved by the Committee, a report is prepared and forwarded to the Grievance Commission for review and approval. If no unanimous resolution is reached, the matter is referred directly to the Commission.
The Commission shall review records within five (5) working days and decide whether to proceed by written record or hold a hearing (scheduled within five working days). The Commission shall issue its recommendation within five (5) working days of the hearing (or review).
The recommendation is submitted to the President for final decision. The President may:
– Accept the recommendation in full. – Modify it.
– Remand the case to the Commission for further review (must conclude within 10 working days). The President’s decision is final.
- Final Disposal of a Grievance
Once resolved at any stage, a Grievance Resolution Form shall be signed by all involved parties and kept in official HR records.
- Cooperation with External Investigations
In compliance with the International Code of Conduct (ICoCA), the Company shall report, and require its personnel to report, any known or suspected commission of national or international crimes to one or more competent authorities.
Personnel shall be provided with clear channels and training to report such violations confidentially and without retaliation. Cooperation with lawful external investigations is mandatory, and the Company will facilitate access to relevant information for competent authorities.
- Disciplinary Measures
Violations of company policies, applicable laws, or international human rights standards shall result in disciplinary measures, up to and including termination of employment. Disciplinary measures may include:
– Verbal or written warnings.
– Suspension.
– Demotion or reassignment.
– Termination of employment or contract.
Disciplinary actions are taken fairly, consistently, and in line with applicable labor laws.
- Public Accessibility
This grievance mechanism is accessible to internal and external parties, including individuals with no financial relationship with the Company (e.g., local community members). The grievance mechanism will be made publicly available through:
– A dedicated section on the Company’s website.
– The ‘Contact Us’ page, clearly stating it may be used for grievances or complaints.
– Printed information available at project sites and off