Our internal audit is intended to cover CSR creates an understanding of the social responsibility issues that affect the organization and its industry. 

 

The draft consists of two main sections; a description of the CSR system architecture, and stakeholder factors. The CSR system architecture covers CSR policy, board responsibility, and codes of conduct, corporate governance, stakeholder engagement, environmental management, and complaints. The stakeholder factors section is divided into six sub-sections: employees & contract staff, shareholders, clients & customers, local inhabitants, suppliers, and the general public. 

 

- Effectiveness of the operating framework for CSR implementation 

- Effectiveness of implementation of specific, large CSR projects 

- Adequacy of internal control and review mechanisms 

- Reliability of measures of performance 

- Management of risks associated with external factors like regulatory compliance, management of potential adverse NGO attention, etc. 

 

Human Rights: Fundamental Human Rights, Freedom of Association and Collective bargaining, Nondiscrimination,Forced labor, Child labor 

Business Behavior: Relations with clients, suppliers and sub-contractors, Prevention of corruption and anti-competitive practices 

Human Resources: Labor relations, Working conditions, health and safety, career development and training, Remuneration system 

Corporate Governance: Board of Directors, Audit and internal controls, Treatment of shareholders, Executive remuneration 

Environment: Incorporation of environmental considerations into the manufacturing and distribution of products, and into their use and disposal 

Community Involvement: Impacts on local communities, contribution to social and economic development, General interest causes. 

 

– Have we violated any of our Corporate Social Responsibilities?

        If so, why? What happened? Who else knows about these violations? 

– What about any of our suppliers? What about any of our buyers? What about any of your direct competitors? Have any of them ever violated any of their responsibilities? Why? 

        Note: We are now in process of developing a Supplier Booklet of Conduct aiming to create the awareness of Vonino high values to all the suppliers . The booklet content is designed to promote worker safety and fairness, environmental responsibility, and ethical business. We are targeting suppliers who can review the booklet regularly to reflect best practices . Educating smaller component suppliers that don’t have strong sustainability programs can be more of a challenge. 

– What is our mission statement and how does it align with our responsibilities to the community and stakeholders? What about our goals? What about our corporate values? Does our business plan reflect what we are finding? 

– What does your community and stakeholders think about your company? What about your industry? 

        What about your competitors? What about your end users, your customers? – Are your findings positive or negative? What are the trends and direction? 

 

– Describing and defining the ethical standards and norms in our industry. 

– Evaluating how the corporate code of conduct come about. 

        Short assessment to our employees about their feedback regarding how we used to share and communicate our corporate code of conduct with them. Based on the assessment results we are deciding the eventual amendments to the code of conduct. 

– Our competitors corporate code of conduct : existence and consistency. 

– What are your direct competitors doing in respect to social cause programs? 

– Which social cause programs have worked in your industry? Why? 

– Which social cause programs have not worked in your industry Why not? 

– What does the future, the trend analysis, indicate for your industry? 

– What other significant trends are shaping your industry? What about regulations that may impact your industry? How did they come about? What is their root cause? 

– How are companies in other industries complying with their social responsibilities that are similar to yours? 

 

– Based on your findings and discovery above, what can you do differently, to strategically set your company apart? 

– What do you want to do better? What things need improvement at your company? – What do you want to continue doing? What are the things you are doing better than your competitors? 

– What area of your community, or who in the community, is most affected by your business? How? 

– What community issues are likely to affect your business and/or employees? 

– What role does your company want to play in the community? 

– What have you done in the past to help this relationship? 

– What are your employees’ interests and to which social causes are they committed? 

– Does your business plan, business strategy fit well with what you are uncovering so far? 

– Does your business plan, business strategy need to be reworked? 

– What would be the timeline on getting your plan and strategy revised? 

– Who could help you with this process? 

 

Consider each one of these alternatives: Sponsorship, co-branding, licensing, new product promotion, philanthropic investments, donations of products and services, and employee involvement. 

– Which one(s) seem best for your situation analysis? Why? 

– What does your corporate leadership team think? What do your employees think? 

– How are you going to evaluate and measure the outcomes for your social cause initiatives? 

– What kind of resources are you willing to commit? For how long? 

– How will you know you are doing well? Who is going to be the judge of that? 

– How are you going to get your employees motivated and passionate to get behind your choice? 

– How are you going to select an alternative? Who is going to help you select? 

 

– What are the key talking points of your audit you feel you need to communicate right now? 

– Do you feel you are you going on the “offensive?” Or the “defensive?” Why? 

– Which social cause initiative looks like the best answer for your situation? Why? 

– What are some of your deadlines to get started? How fast should you be moving on this? 

– What moves do you think your direct competitors will do once you launch your social cause initiative or program? 

– With whom should you be sharing your audit? How are you going to share your audit? – What do you expect them to feel, to think and to do once they read your audit? 

– What do you need to share and when–with your internal stakeholders, executives, employees, investors, etc.? With your external stakeholders, suppliers, buyers, local communities, and the media? 

– Who can help you prepare a summary of your corporate social responsibility audit? 

– Who is going to be the person in charge of creating and launching your new social cause initiative?

 

It’s a process that measures Vonino social activities (i.e. those that affect its immediate community and society) in how: 

• Employees and other stakeholders perceive the organization; 

• The organization fulfills its aims; 

• The organization works within its own value statements. 

 

Vonino social auditing assesses the social impact of its organization in relation to its aims and those of its stakeholders. It’s founded on the principles of disclosure and openness, as the dialogue with stakeholders has to be mutual, continuous and honest.

 

• Anti-corruption is the most important ethical issue in a CSR context for Vonino. Anti-corruption is included in the organization’s risk assessment, code of conduct, and policies. 

• Vonino has a reporting system for stakeholders to report concerns or allegations of ethics violations. 

• Vonino has investigation standards or protocols in place to gather evidence, manage cases, and protect the rights of parties involved in the investigation. The process is credible. 

• Disciplinary action is appropriate and consistent. 

• Vonino has a process for disclosure of conflicts of interest. 

• The acceptance or constraints documented and conditions are monitored. 

• Vonino has methods to provide ethics advice, training, and awareness to help stakeholders understand the organizations principles, processes, and practical application of the Code of Conduct. 

• The ethics program performance measures and metrics are maintained and reported. The benchmarking and trend analysis performed are reported to senior management and the board. 

 

Fair competition is very important for Vonino. The highest standards of integrity are to be expected in all business interactions. Vonino does not accept any form of corruption, extortion or embezzlement. The supplier hereby fully adheres to all applicable competition and anti-bribery laws and regulations and rejects, amongst others, price fixing and market sharing arrangements.

No Improper Advantage 

Bribes or other means of obtaining undue or improper advantage are not to be offered or accepted.

Disclosure of Information 

Means to effectively safeguard customer information regarding business activities, structure, financial situation, performance, and/or any other information deemed confidential shall be disclosed only in accordance with the guidelines specified within any agreed upon non-disclosure agreement between Supplier and Vonino and within the guidelines of all applicable laws and regulations.

 

Suppliers shall have a policy not to use intellectual property, such as copyrights, trademarks, patents or software belonging to customers, without explicit permission. As well, suppliers will refuse to acquire commercial information by dishonest or unethical means, such as industrial espionage.

 

Suppliers shall have programs in place that ensure the confidentiality and protection of whistle blowers. A whistle blower is defined as any person who makes a disclosure about improper conduct by an employee or officer of a company, or by a public official or official body.

 

Suppliers are committed to protecting the reasonable privacy expectations of personal information of everyone suppliers do business with, including suppliers, customers, consumers and employees. 

Comply with privacy and information security laws and regulatory requirements when personal information is collected, stored, processed, transmitted, and shared.

 

In Vonino, social and environmental impact assessments are performed: 

• As part of risk management programs. 

• As part of investment decision-making and approval processes. 

• They include conflict risk. 

• Incidents are reported, managed, and resolved appropriately. 

• Environmental program performance measures and metrics are maintained and reported. 

• Benchmarking and trend analysis are also performed and reported to senior management and the board. 

• The results of audits — internal, regulator, and external are reviewed and commitments monitored and tracked to completion. 

• Vonino has environmental emergency plans. These plans balance privacy of personal information with access to information for employees and the community.

 

• Use sustainable business practices and processes that minimize waste and prevent pollution, conserve energy and minimize health and safety risks, and dispose of waste safely and responsibly.

 

• Conserve natural resources by developing products and packaging that minimize materials usage, use recycled and environmentally preferable materials, and that maximize reuse and recycling opportunities at the end of the product’s life.

• Develop, manufacture, and market products that are energy efficient and that minimize their impact on the environment.

 

• Strive to continually improve Vonino's environmental management system and performance.

• Be an environmentally responsible neighbor in the communities where we operate and act promptly and responsibly to correct conditions that may endanger health, safety, or the environment.

• Provide appropriate resources to fulfill these objectives.

 

Corporate strategies, policies and guidelines must support this commitment to leadership in environmental affairs. Every employee and contractor of Vonino must follow this policy and report any environmental, health, or safety concerns to Vonino management, who must take prompt corrective action.

 

In Vonino, health and safety risk assessments are performed as part of investment decision-making, product development, and approval processes. They include conflict risk and workplace violence. 

• Health and safety management programs are included in procurement processes. 

• Incidents are reported, communicated, managed, and resolved appropriately. The results of incident investigations and resolution are appropriately reported with the recognition of personal information protection. 

• Health and safety program performance measures and metrics are maintained and reported. The benchmarking and trend analysis are also performed and reported to senior management and the board. 

• The results of audits — internal, regulators, and external — are reviewed and commitments monitored and tracked to completion. 

• Stakeholders are provided with sufficient information to make informed decisions about health and safety risks. 

 

Vonino is committed to creating and maintaining a workplace that provides for employee health and safety.

Corporate strategies, policies and guidelines must support this commitment to employee health and safety. The requirements listed below apply to all of Vonino’s worldwide operations. Every Vonino organization must support this policy and each manager and employee, as well as any contractor performing work on the behalf of Vonino, shall bear a personal responsibility for the following objectives.

• Provide a safe and healthful workplace for our employees.

• Provide products and equipment that are safe for use by our employees.

• Meet applicable legal requirements and voluntary practices to which we subscribe that are aimed at protecting our employees. 

• Incorporate employee health and safety requirements in business strategies, plans, reviews and product offerings.

• Implement and strive to continually improve processes and controls for preventing work related accidents, injuries and illnesses.

• Foster employee involvement and provide appropriate health and safety education to enhance the ability of employees to work safely and productively.

• Perform self-assessments of our efforts to ensure employee health and safety and to report results periodically to senior executive management.

• Investigate and address employee health and safety incidents.

• Provide appropriate resources to fulfill these objectives.

• Full support for employee health and safety through education, prevention and controls is vital to our innovation, productivity and continual improvement.

 

Vonino is committed to maintaining and improving systems and processes to avoid complicity in human rights violations related to our own operations, our supply chain, and our products. We regularly assess human rights-related risks and potential impacts, review our policies and management processes, and seek input from stakeholders on our approach. We also support the advancement of human rights through our global efforts to help bridge the digital divide, expand education access, promote social innovation, and improve conditions in our supply chain. 

 

Diversity and Nondiscrimination: Vonino respects, values and welcomes diversity in its workforce, its customers, its suppliers and the global marketplace. Vonino will comply with applicable laws and provide equal employment opportunity for all applicants and employees without regard to race, color, religion, sex, national origin, age, disability, medical condition, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance. This applies to all areas of employment. 

 

Harassment Prohibition: Vonino is committed to providing a workplace free of sexual harassment as well as harassment based on factors such as race, color, religion, sex, national origin, age, disability, medical condition, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance. Vonino will not tolerate harassment of employees by managers or co-workers. Vonino employees are expected to treat co-workers, customers, and suppliers with dignity.

 

Vonino is committed to achieving high standards of environmental quality and product safety, and to providing a safe and healthful workplace for our employees, contractors, and communities. Vonino will seek to provide a secure business environment for the protection of our employees, product, materials, equipment, systems and information. We strive to comply with all applicable regulatory requirements as a minimum, and implement programs and processes to achieve greater protection, where appropriate. We support a precautionary approach to the materials used in our products; strive to conserve energy, water, and other natural resources; and reduce the environmental burden of waste generation and emissions to the air, water and land. We will be a responsible member of the communities in which we live and work. We are committed to transparent communication and maintain community advisory panels and community perception surveys to regularly obtain stakeholder input.

 

Vonino will not employ anyone under the age of 16 in any position, and workers under the age of 18 should not perform hazardous work. Vonino expects its suppliers to comply with this expectation. Intel will not allow forced, debt bonded, indentured labor practices, or human trafficking, and we forbid harsh or inhumane treatment, including corporal punishment or the threat of corporal punishment. 

Child and forced labor are prohibited within Vonino.

 

Working Hours and Minimum Wage Standards: Workweeks are not to exceed the maximum set by local law. Vonino expects employee compensation to comply with applicable wage laws, including those related to minimum wages, overtime hours, and legally mandated benefits. 

 

Forced Labour - No forced or compulsory Labour under any conditions

Vonino does not engage or support the use of forced and compulsory labour.

The terms & conditions of employment are communicated prior to recruitment.

 

Freedom of Association & right to collective bargaining – Vonino respects the right of all employees to form and join trade unions of their choice & to bargain collectively.

 

Vonino has a security program, and has it considered human rights when developing and implementing security measures, especially in conflict regions. 

Vonino has effective policies and programs to prevent and manage discrimination and harassment. Vonino has labor standards in place (child labor, forced labor, working hours, employment equity, and diversity) 

Vonino accepts freedom of association and the right to collective bargaining for employees.

 

For highly motivated employees, performance-driven compensation based on business goals and long-term incentives is one of the most important material requirements. Remuneration is based on job performance and the level of responsibility vested in the individual employee.

Part of the orientation bonus is based on the company’s performance while the other part is determined by the individual’s job performance and the meeting of set targets.

The remuneration of our employees is based on national laws. In addition, we offer employees performance- bonus, healthcare assurance.

Vonino complies with the national laws and regulations regarding working hours, wages and benefits.