Communication On Progress
ISO 9001 - ISO 14001 - SA 8000 Certified
SHORE TO SHORE (PVT) LTD.
EPZ KATUNAYAKE, SRI LANKA
SHORE TO SHORE, SRI LANKA is a 50:50 equity, Joint Venture between The Expo
Industrial Group Sri Lanka, and Shore To Shore Incorporation USA.
A Project approved by the BOI (Board of Investment of Sri Lanka), operating in the
Free Trade Zone, Katunayake (Duty & Tax Free Zone) - it specializes in Brand
Packaging Solutions through Manufacture & Supply of Tags Labels & Merchandise
Identification Brand Packaging Products for Garments and Retail Industry.
Want To Know More?
WWW.SHR2SHR.COM
CONTENTS
SL
Description
Page No.
1
Contents
02
2
Statement of Continued Support
03
3
REPORTING PROGRESS AGAINST THE UN GLOBAL COMPACT
4
Social Accountability Policy – SA 8000
06
5
Environmental Policy – ISO 14001
07
6
Role of the Board of Investment of Sri Lanka
08
7
Procedure for Freedom of Association & Collective Bargaining
8
Procedure for Forced Labor
11
9
Procedure for Child Labor
12
10
Procedure for Discrimination
11
Key Events & Training programs
04 & 05
09 & 10
13 & 14
15
2
Statement of Continued Support
Be Empowered to Think Globally and Act Locally!
SHORE TO SHORE being in operations worldwide with its state of the art technology is
proud to be a part of the Global Compact and stands committed in respecting & fulfilling the
demanding requirements of Human rights and in promoting health & environment where our
workforce performs in comfort.
Being a SA 8000, ISO 14001 & ISO 9001 certified Company together with the 10 principles
set out by the Global Compact as an effective tool to ensure ethical business practices, we
strongly believe that our responsibility to society & environment is comprehensively identified,
addressed & upheld at all levels of the organization.
Having realized the fact that we have to play an active & vital role in strengthening our Social
& Environmental Accountability Standards, thereby achieving sustainable development in the
industry, our commitment to Global Compact is solid and continual.
Beauno Fernando
Chairman & MD
Shore To Shore - Sri Lanka
December 2005
3
REPORTING PROGRESS AGAINST
THE UN GLOBAL COMPACT

Human Rights
Global Compact Principles
Businesses should:
1. Support and respect the protection
of internationally proclaimed human
rights
2. Make sure they are not complicit in
human rights abuses
STS Policy / Procedure / Progress to date
Shore To Shore (STS), being accredited to Social
Accountability International Standard (SA 8000)
and Environmental Management System
Standard (ISO 14001), has developed and
enforced its polices and procedures in order to
create and maintain an ethical framework
applicable to all concerned business entities for
ensuring that everybody at all levels of the
organization is guaranteed support and respect
for their rights & dignity.
STS, being under the purview of the Board of
Investment of Sri Lanka (BOI), the BOI plays a
major role in supporting & protecting the core
labor standards of the International Labor
Organization (ILO)
>> Role of the Board of Investment of Sri Lanka

Labor Standards
Global Compact Principles
Businesses should uphold:
3. The freedom of association and the
effective recognition of the right to
collective bargaining
STS Policy / Procedure / Progress to date
The right to form and join trade unions, no
discrimination of union members, free access for
union representative to their members at the
workplace. Right to engage in collective
bargaining. If deemed necessary, to agree or
settle personnel issues fairly.
>> SA8000 Procedure
4. The elimination of all forms of
forced and compulsory labor
STS shall not use any involuntary or forced labor
– indentured bonded or otherwise.
>> SA8000 Procedure
5. The effective abolition of child labor
No engagement in the use of child labor or if
minimum age law applies (14 years) is to be
followed unless the law stipulates higher age of
mandatory schooling of young workers.
>> SA8000 Procedure
6. The elimination of discrimination in
respect of employment and
occupation
STS shall employ, pay, promote, and terminate
workers on the basis of their ability to do the job,
rather than on the basis of personal
characteristics or beliefs. Personal characteristics
or beliefs include, but are not limited to, gender,
race, religion, nationality, political opinion, and
social or ethnic origin. >> SA8000 Procedure
4
REPORTING PROGRESS AGAINST
THE UN GLOBAL COMPACT

Environment
Global Compact Principles
Businesses should:
7. Support a precautionary
approach to environmental
challenges
8. Undertake initiatives to
promote greater environmental
responsibility
9. Encourage the development
and diffusion of
environmentally friendly
technologies
STS Policy / Procedure / Progress to date
STS has developed and implemented the
Environmental Management System (EMS), which
complies with the requirements of the ISO 14001:
2004 International Standard. ISO 14001 EMS
assists in achieving their broad objective of
“Prevention through Operational Excellence”.
The EMS is structured and documented with the
purpose of managing and controlling the activities
and processes, which can have a significant impact
on the environment; minimizing environmental
impacts of activities and processes; achieving
continuous improvement of the EMS and the
environmental performance.
The Policies and Procedures of the EMS are closely
integrated with Occupational Health and Safety
Systems, Operations and responsibilities. Some
EMS procedures are shared by QMS and SA8000,
while others are independent. This allows for more
efficient documentation and implementation of
approved practices.
Understanding, implementation and maintenance of
Environmental Policy are required of all personnel
throughout the organization. Every employee is
responsible to minimize adverse environmental
impacts by complying with approved procedures
and practices, identifying and reporting problems,
initiating corrective actions, and recommending
ways to improve EMS and work place.

Corruption
Global Compact Principles
STS Policy / Procedure / Progress to date
10. Business should work against
all forms of corruption,
including extortion and
bribery
Our commitment for adherence to the law of the Land
and to the internationally proclaimed laws & norms
ensures to create and provide everybody an
environment that supports & encourages them to
attain their optimum potential through ethical business
practices.
5
SOCIAL ACCOUNTABILITY POLICY
Shore To Shore top management is dedicated to conform to all requirements
of SA 8000 standard and to maintain an occupational safety and healthy
environment.
Obligation
to
ensure
effective
documentation,
implementation,
communication, maintenance and monitoring of the system in an
understandable form to all personnel and freedom to address concerns.
Commitment
to comply with all applicable national and other law, other
requirements to which the company subscribes and to respect the
international instruments and their interpretations.
I mprovement of the system shall be continual and concrete.
Availability,
awareness and accountability of the system and associated
documents shall be assured at all levels of the organization.
Leadership
to lead the way to total commitment by defining roles,
responsibilities and authority and by conducting periodic training and
awareness programmes.
6
ENVIRONMENTAL POLICY
Generating
and reviewing objectives and measurable targets through the
management review process based on significant environmental aspects to
continually improve our environment performance.
Reducing waste and pollutants, conserving resources by recycling materials
at every stage of the process.
Ensuring and providing a safe and healthy working environment for person
those who are working on behalf of the company.
Engineering and developing products and process in an environmentally
conscious manner.
Noting and complying with all applicable environmental legal requirements
and industry standards and practices.
7
Role of the Board of Investment of Sri Lanka
The Industrial Relations Department of the Board of Investment of Sri Lanka advises, assists
the enterprises to maintain a peaceful and harmonious industrial relations climate. Personnel
from this department will visit the enterprises and guide the investors on all aspects in the
area of Industrial Relations.
Enterprises established under the B.O.I should bring to the notice of the Department any
difficulties, disputes or problems faced by them in this area so that they could be resolved
speedily and promptly. Board of Investment (BOI) of Sri Lanka supports the core labor
standards of the International Labor Organization (ILO)
Accordingly, the Labor Standards and Employment Relations in the BOI Companies will be
governed by the following policies and principles:

Respecting the right of the employee to form and join trade unions of their own choosing

Respecting the right of the employee to bargain collectively through their trade unions
or, in the absence of a trade union, through other organizations or a body consisting of
their elected representatives in the workplace (Employees’ Council).

Affording protection to Employees’ Council representatives and trade union officers
against any act prejudicial to them, including dismissal based on their status or
activities as Employees’ Council representatives.

Eliminating forced or compulsory labor

Abolishing child labor

Eliminating discrimination in employment, occupation and remuneration against
employee on such grounds as race, sex, color, religion, and political opinion.

Ensuring stability in employment

Providing safe and hygienic working conditions

Establishing appropriate machinery for consultation and co-operation between elected
representatives of employees and Management on matters of mutual concern.

Establishing grievance procedures for the examination of employee’s grievances.

Offering fair wages and benefits and conditions of employment to employees.

Eliminating excessive working hours and overtime work

Affording
appropriate
facilities
to
Employees’
Council
representatives
in
the
undertaking to carry out their functions promptly and efficiently

Formulating effective communication policy within the workplace to promote rapid
dissemination and exchange of information relating to various aspects of the
undertaking and the social conditions of the employees..

Providing effective conciliation and arbitration machinery and procedures for the
prevention and settlement of industrial disputes.
8
SA 8000 PROCEDURE FOR
FREEDOM OF ASSOCIATION & COLLECTIVE BARGAINING
POLICY
1. We recognize and respect the right of employees to exercise their lawful rights of free
association and collective bargaining
2. Do not discriminate against employees who form or participate in lawful associations
and/or collective bargaining. Forms of discrimination include, but are not limited to



Wage penalties
Suspension
Termination
3. Do not illegally discriminate against employees who choose not to join any association or
bargain collectively or against applicants who have previously exercised their lawful rights
of free association and/or collective bargaining. – E.g. through use of blacklists or
interview questions.
4. Allow freedom of movement during employee breaks unless such movement interferes
with the work of other employees.
5. Allow employees to leave the Facility grounds for reasons other than normal security
reasons.
APPLICABLE LAWS
Source
Para No
Effective Date
Excerpt
BOI Labor Standards and Relations Manual
9 (i) to (v)
October 01 2002
The employees of BOI enterprises shall have the right to form
and join trade unions of their own choosing and to bargain
collectively, subject to the provisions of the Trade Unions
Ordinance and the Industrial Disputes Act.
A trade union shall have the right to collectively bargain with
the employer only if the union represents at least 40% of the
employees on whose behalf such trade union seeks to bargain
PROCEDURE
1. The company has established an Employees’ Council under the BOI Labor standards para
9 as a measure of promoting employees participation in decision making on matters
affecting them and Labor management consultation and cooperation on matters
concerned at the company level.
2. Objectives and Functions of the council
a) The regulation of relations between the employees and the management of the
company.
b) The promotion and maintenance of effective participation of employees in the affairs
of the company through consultation and cooperation between the employees and
the management of the company on matters of mutual concern to both parties.
c) The representation of employees in collective bargaining and industrial disputes.
d) The contribution to the promotion and maintenance of industrial peace and
improvement of efficiency and productivity in the company.
e) The promotion of the interests, welfare and well being of the employees generally.
3. Composition of Council: - The council shall consist of not less than 05 members but not
more than 10 members of the company representing different departments and the
different categories of workers employed. The members of the Employees’ Council will
not be discriminated upon any issues brought up by them.
9
4. Eligible Employees: - Every employee who has completed 06 months service in the
company except employees in managerial grades and any casual employees, shall be
entitled to be elected and vote at elections for membership of the Council.
5. List of eligible employees shall be prepared from the nominal roll and the current wages
records of the Company.
6. Election: - Election to the councils shall be through secret ballot of eligible employees in
the company, in case the number of nominations received exceeds the number of
members to be elected.
An electoral board of BOI and labor department representatives shall conduct elections
with the assistance of the Employer.
The Company shall nominate an executive officer from the management to assist the
Electoral Board in conducting the election.
7. Conduct of Business of Council The council shall elect a President, Vice President and a
Secretary at the first meeting convened by the Electoral Board.
 The Council shall meet at least once a month.
 The Council shall discuss any matters affecting the employees of the company and
decide on matters to be taken up for discussion with the employer. Decisions of the
council shall be by majority vote.
 Minutes of all proceedings including names of those present, matters discussed,
decisions taken and voting shall be maintained by the Secretary of the Employees’
Council. (A copy will also be kept with Manager-Admin for record purposes.).
 The President, Secretary and at least one other member of the council shall sign
minutes.
 The employer shall allow a period up to 02 hours duty leave for a meeting of the
Council.
8. Procedure For Resolution of Matters decided upon by the Council The council shall
submit to the company a statement containing matters to be taken up for discussion with
him on order to resolve such matters.
On receipt of the statement of matters for discussion the company shall fix a meeting
with the council, discuss such matters and take suitable steps to resolve them with the
assistance of the council.
The company may nominate not more than 05 representatives to discuss matters with
the council. The company and the council shall make every endeavor to resolve such
matters between them within a period of 30 days from the date of submitting the
statement of matters to the employer.
Any matters discussed between the council and employer but not resolved within a
period of 30 days from the date of submitting the statement to the employer shall be
referred to the BOI either by the Council or by the Company.
The BOI with the assistance of the Department of Labor shall discuss matters so
referred with the Council and the employer and take suitable steps to resolve them.
Any matters not resolved within a period of 30 days shall be referred to the
Commissioner of Labor for resolution.
9. Term of Office of Council The term of the office of the council shall be 02 years from the
date of election. The Electoral Board shall take suitable steps to fill any vacancy arising in
the Council as a result of the resignation of a member or member ceasing to be an
employee in the Company.
10. Any amendments and changes with regard to formation and operation of Employees
Council will be done by the BOI in consultation with the Department of Labour.
10
11. The Manager Admin. is responsible for documentation, implementation, communication,
practicing and monitoring of this principle.
Annex
Minutes of the Employees Council meeting
BOI Visit Reports
Mode of communication




Poster
Company hand book
Policy Manual
Minutes of the meetings
SA 8000 PROCEDURE FOR
FORCED LABOR
POLICY
SHORE TO SHORE will not use any involuntary or forced labor – indentured bonded or
otherwise.
APPLICABLE LAWS
Source
Para No
Effective Date
Excerpt
BOI-Labor Standards & Employee Relations Manual
1.3
October 01, 2003
No employer in any BOI enterprise shall use any form of forced
or compulsory labor.
PROCEDURE
1. Manager Admin. interviews all prospective employees, prior to hiring them to determine
whether they are willing to work voluntarily. Training has been given to the Personnel
Department Executives in this concern.
2. This policy has been clearly affirmed in the employee's handbook. A statement is being
included in the book that applicants are seeking employment voluntarily and not under
threat of any penalty.
3. The employee’s handbook is being handed over to the employee at the time of
recruitment. Each applicant is required to read and understand it in the presence of
Manager Admin. and a signed statement is maintained in their personnel files.
4. We have limited the security tasks to normal security matters such as protection of
property & personnel. According to the company policy it is prohibited for security guards
to visit the production site. The Standing instructions with security personnel have been
documented. In an emergency situation a body search will be conducted.
5. Issue compensation directly to employee and not to third party.
6. Company does not recruit employees from any agents, brokers.
7. Manager Admin. is responsible for documentation, implementation, communication,
practicing and monitoring of this principle.
8. Trains all relevant individuals on the facility's policies and procedures prohibiting
involuntary or forced labor. The facility documents the details of the training session,
11
including date of session, names of individuals trained, and the nature of the training
content.
9. Communicate policy to all employees and document this.
10. The facility retains a copy of the hard-copy communication on file for independent monitor
inspection.
Annex
a) Training Documents
 Recruitment Process
 Forced Labor
b) Security Job Description
c) Job Description of responsible person
Mode




of communication
Poster
Employee hand book
Policy Manual
Minutes of the meetings
SA 8000 PROCEDURE FOR
CHILD LABOR
POLICY
SHORE TO SHORE will not hire any employee under the age of 18.
APPLICABLE LAWS
Source
Para No
Effective Date
Excerpt
BOI-Labour Standards & Employee Relations Manual
1.2, 1.4
October 01, 2003
Minimum age for recruitment shall be 18 years. Persons who
have attained the age of 16 years but below 18 years can be
employed under conditions.
PROCEDURE
1. Facility obtains and retains the following documents as proof of age documentation from
all potential workers prior to hiring:
 Copy of Birth Certificate
 Copy of National Identity Card
If prospective employee is unable to provide above 02 documents Manager Admin.
verifies the reason and accepts the following documents : "Grama Sevaka Certificate"
 A photograph of the employee certified by the "Grama Sevaka"
2. Manager Admin. is responsible for documentation, implementation, communication,
practicing and monitoring of this principle. In case it is identified that an employee is
under 18 years, Manager-Admin will advice the employee concerned and also the person
who has recommended such an employee on our commitment to eradicate child labor.
3. Trains all relevant individuals, including all individuals responsible for recruitment, on the
facility's policies and procedure for obtaining and verifying the authentic of all age
documentation and requiring interviews with all prospective employees. The facility
12
documents the details of the training session, including date of session, names of
individuals trained, and the nature of the training content.
4. Communicate policy to all employees and document this.
5. The facility retains a copy of the hard-copy communication on file for independent monitor
inspection.
6. The company trains Personnel Executives on the facility procedures for obtaining &
verifying the age during the interview.
7. Policy has been clearly affirmed in the employee handbook and they are required to read
and understand the policy. A signed documentation will be sent to their personnel files.
Annex
Copy of Birth Certificate
Copy of Identity Card
Job Description of Responsible Person
Mode




of communication
Poster
Company hand book
Policy Manual
Minutes of the meetings
SA 8000 PROCEDURE FOR
DISCRIMINATION
POLICY
We will employ, pay, promote, and terminate workers on the basis of their ability to do the
job, rather than on the basis of personal characteristics or beliefs. Personal characteristics or
beliefs include, but are not limited to, gender, race, religion, nationality, political opinion, and
social or ethnic origin.
APPLICABLE LAWS
Source
Para No
Effective Date
Excerpt
BOI Labour Stds and Employment Relations Manual
1.5
October 01, 2003.
Equal Status: Male and female workers shall be accorded equal
opportunity in employment and occupation and paid equal
remuneration for work of equal value.
PROCEDURE
1. The company shall not support discrimination in hiring, remuneration, access to
training promotion, termination or retirement based on race, caste, national origin,
religion, disability gender, sexual orientation, union membership, political affiliation or
age.
2. The company shall not interfere with the exercise of the rights of personnel to observe
tenets or practices, or to meet needs relating to race, caste, national origin, religion,
disability, gender, sexual orientation, union membership, or political affiliation.
13
3. The company shall not allow behavior, including, gestures, language and physical
contact, that is sexually coercive, threatening, abusive or exploitive.
4. Provide equal pay for equal work. All the departmental managers involved in
recruitment shall be educated on the equal pay for equal work procedure.
5. Explicitly prohibits mandatory pregnancy testing as a condition of employment. We
explicitly prohibit:
a. Testing workers for pregnancy prior to hiring
b. Refusing to hire workers that are in their childbearing years.
c. Involuntary transfer of pregnant workers to tasks more strenuous than those
performed prior to the pregnancy
d. Refusing to allow pregnant workers time off for doctor’s appointments
6. We require all recruitment documents (Employment Application & Letter of
Appointment), to include a statement affirming the applicant’s understanding of our
anti-discrimination policy, and b) to be signed by each applicant. Copies are
maintained in the employee’s personnel file.
7. Communicate to and obtain signed statements from all managers, and other relevant
employees responsible for the recruitment process affirming their understanding of our
anti-discrimination policies.
8. Trains all relevant individuals, including all individuals responsible for the supervision
of
workers and the hiring process, on our policies and procedures prohibiting all
forms of discrimination. Document the details of the training sessions, including date
of session, names of individuals trained, and the nature of the training content.
9. The
Manager
Admin
is
responsible
for
documentation,
communication, practicing and monitoring of this principal
implementation,
Annex
Letter of appointment and Employee Application
Mode



of communication
Poster
Company hand book
Policy Manual
 Minutes of the meetings
14
Key Events &
Training Programs 2004 – 06
Leadership Training – 2005 
ERP Training – 2005 
Training on Social Accountability (SA8000) – 2006 
Annual Sports Events – 2005 
STS Cricket Team – 2006 
Contd…
15
Company Day out –2006 
Company Day out – 2005 
Tsunami Relief Program by STS – 2004 
Devotional Songs - 2005 
Devotional Songs - 2006 
Contd…
16
Christmas Carols - 2004 
Christmas Carols – 2005 
Training Program on First Aid / Industrial Safety - 2006 
Fire Fighting Training – 2006 
Technical Training – 2006 
Medical Checkup – 2005 
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