Code of Conduct
The OMEGA culture promotes a value system of:
• Honesty
• Integrity
• Loyalty
• Reliability
• Discipline
• Open communication
• Business ethics
All OMEGA personnel commit to the Code of Conduct. It reinforces these values and encompasses our responsibility towards customers, society and employees, as well as our approach towards business ethics and corporate governance.
OMEGA will, in respect of –
Customers
• Acknowledge and satisfy their unique security risk management needs through superior, innovative and cost effective solutions.
• Provide committed, appropriately trained personnel to promote a value-added working relationship.
• Maintain confidentiality of customer information.
Society
• Accept social responsibility towards the community where we conduct business.
• Help advance stability, peace and prosperity in the countries of operation.
• Enter into alliances with business and community leaders, officials and providers in communities and countries of operation, where feasible.
• Respect and protect the environment in which we operate.
Employees
• Acknowledge and reward personnel as our most valuable asset.
• Promote and facilitate a learning environment with opportunities for career advancement.
• Encourage open communication and adhere to prescribed and fair labour practices.
• Provide, as far as may be practically possible, a healthy and safe working environment.
• Follow strict profiling procedures to ensure that only the best security officers are selected for positions in the company.
• Provide guidelines on the use of electronic communication facilities (including telephones and the Internet).
Employment equity
• Respect the diversity of employees.
• Prevent discrimination.
• Offer fair opportunities for employment and the development of disadvantaged persons.
Business ethics
• Abide to the laws and regulations governing the security industry in the countries of operation.
• Maintain registration and accreditation with institutions that promote the status of the security risk management industry.
• Compete fairly with other providers in the industry.
• Expose unethical conduct and misrepresentation of products and services
Omega Human Rights Statement
Purpose
To ensure that the Omega Group demonstrates its commitment to internationally acceptable human rights standards in its employment practices at all of its operations. This will facilitate the protection of the Company’s reputation and the reputation of its product. It is understood that while the principles contained herein are subject to national laws, ethical best practice and internationally accepted human rights are to be adhered to as a minimum at all times.
Scope
This policy will apply to employees at every level of Omega managed Companies.
Guiding Principles
In order to protect the inherent dignity of its employees, the Omega Group subscribes to the following principles:
Human Rights
• Employees have the right to have their dignity respected and protected.
• Working conditions and practices will not infringe on the inherent dignity of employees.
• Physical, sexual, racial, religious, psychological, verbal or any other form of harassment, threat or abuse, whether manifested in behaviour, language or gesture is strongly condemned and will be prevented.
• Corporal punishment, mental or physical coercion or verbal abuse will not be tolerated encouraged or supported.
• Employees have the right to belong to cultural, religious or linguistic communities of their choice and may not be denied the right to enjoy their culture and practice their religion.
• Employees have the right to make political choices and to exercise these rights outside of working hours.
Freedom of Association
• Employees and employers will be free to form associations for the protection of their interests and to bargain collectively but will not be compelled to do so.
Forced Labour
• Employees will not be subjected to forced labour.
• Overtime will be voluntary and restricted to the national permitted level and the minimum compensation according to local legislation.
• Employees have the right to freedom of movement and accordingly their movements will not be unreasonably or unnecessarily restricted.
• Where accommodation is provided for employees, they will have reasonable freedom of movement within the accommodation, including access and egress as they wish.
Child Labour
• No person under the age of 18 will be employed in roles that may be hazardous to their health, wellbeing or safety, including any night work and work involving machinery.
• All additional requirements that may be required under local legislation related to child labour will be adhered to.
• Procedures will be put in place in each country of operation to ensure that the age of prospective employees is verified prior to their employment.
Non-Discrimination
• There will be no unfair discrimination in employment on the basis of race, colour, sex, religion, political opinion, gender orientation, national extraction or social origin.
• Employees will receive equal pay for work of equal value.
Procedures will be put in place to:
• Guide the recruitment processes that will ensure adherence to this policy.
• Allow employees to report any cases of unfair discrimination and lodge complaints regarding cases of unfair discrimination without fear of redress. Ensure that services provided adhere to similar non- discrimination practices as those set out in this policy.
Training and Development
• Employees will be coached, trained and appropriately educated to be skilled, productive and efficient in their current positions
This Policy Must Be Read In Conjunction With:
• The Omega vision and values
• Related HR policies and procedures
• The Omega Code of Business Conduct and Ethics
• Applicable domestic laws and regulations,
• The United Nations Universal Declaration of Human Rights as well as the following related International Labour Organisation (ILO) Conventions:
› Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87)
› Right to Organise and Collective Bargaining Convention, 1949 (No. 98)
› Forced Labour Convention, 1930 (No.29) and the Abolition of Forced Labour Convention, 1957 (No. 105)
› Minimum Age Convention, 1973, (No.138) and
› Worst Form of Child Labour Convention, 1999 (No. 182)
› Equal Remuneration Convention, 1951 (No. 100)
› Discrimination (Employment and Occupation) Convention, 1950 (No. 111)
Environmental Policy
Omega recognises that day-to-day operations can impact both directly and indirectly on the environment. We aim to protect and improve the environment through good management and by adopting best practice wherever possible. Omega will work to integrate environmental considerations into our business decisions and adopt greener alternatives wherever possible, throughout our operations.
In all our activities we aspire to:
• Comply fully with all relevant legal requirements, codes of practice and regulations.
• Conduct our operations in an environmentally sensitive manner.
• Prevent pollution to land, air and water.
• Reduce water and energy use.
• Improve the environmental efficiency of our transport and travel.
• Identify and manage environmental risks and hazards.
• Involve customers, partners, clients, suppliers and subcontractors in the implementation of our environmental management objectives.
• Promote environmentally responsible purchasing.
• Reduce Energy Usage by increased Energy Efficiency.
• Re-Use or Recycling Waste when possible.
• Provide suitable training to enable employees to deal with their specific areas of environmental control.
• Raise the awareness of staff for maximum efficiency.
• Be responsible for working towards the objectives contained within this policy
• We aim for Continuous Improvement.
International Standards
• The Omega Group subscribes and adheres to the Voluntary Principles on Security and Human Rights (VPSHR).
Disclaimer
The data and information provided on this web site and related communications are provided for information purposes only and neither Omega Risk Solutions Holdings Limited and/or any of its subsidiaries or any of their respective directors or employees make any representations whatsoever about any data and/or any communications of whatever nature provided on this web site or on any other web site which may be accessed through this web site.