Corporate Social Responsibility Policy
At Movements International Pte Ltd, we are committed to undertaking corporate social responsibilities to community and country. It is the responsibility of every employee and contractor to adhere to this policy. We expect ourselves all of our suppliers, manufacturers and service providers, along with their subsidiaries, affiliates and sub-contractors to make these same commitments below:
- No child labor will be employed;
- No involuntary, forced or compulsory labor will be employed;
- No use corporal punishment, threats of violence, coercion or other forms of physical, sexual, psychological or verbal harassment, abuse or intimidation;
- Treat each employee with dignity and respect;
- No discrimination in hiring and employment practices, including salary, benefits, advancement, discipline, termination or retirement, on the basis of race, religion, age, nationality, social or ethnic origin, sexual orientation, gender, marital status, political opinion, disability, or any other category protected by law;
- Respect the rights of employees to associate, organize and bargain collectively in a lawful and peaceful manner, without penalty or interference;
- Provide employees with a safe and healthy workplace in compliance with all applicable laws and regulations, ensuring, at a minimum, reasonable access to potable water and sanitary facilities, fire safety, and adequate lighting and ventilation;
- No retaliation against any employee who makes a good faith report of abuse, intimidation, discrimination, harassment or any violation of law or who assists in the investigation of any such a report;
- Comply with all applicable wage and hour laws and regulations and provide legally mandated benefits;
- Comply with all applicable environmental laws and regulations;
- Continue to assess our business operations to improve process efficiency and reduce our environmental impacts;
- Provide resources to encourage and facilitate employees to participate in volunteering, community services and charitable activities;
- Comply with all laws related to bribery, extortion and other forms of corruption;
- Comply with all applicable local, national and international laws, regulations, treaties and industry standards, including, without limitation, those pertaining to provision of products or services, pricing, sale and distribution of the relevant products and/or services, and
- Communicate this policy to all employees and post a copy of this policy in a place readily accessible to employees at all times.
This policy has been approved by the managing director of the company. It will be reviewed, and if necessary revised, annually to keep up to date and will be released on our company website. We welcome interested parties’ comments on the enforcement of the policy and the policy itself.
Enviromental Policy
At Movements International Pte Ltd, conservation and continuous improvement of the environment is a priority. We strive to develop and operate an environmental management system that sets high standards on pollution prevention, resources preservation and legal compliance.
We expect every employee and contractor to adhere to this policy and help reach our goals by:
- continually and effectively improving our environmental performance;
- complying with and surpassing standards required by the applicable environmental ordinances;
- fulfilling all environmental requirements prescribed by the company;
- promoting sound environmental policies and practices within the company;
- setting and reviewing environmental objectives;
- conserving resources and maximizing energy efficiency;
- minimizing waste wherever practicable;
- reusing or recycling waste where appropriate and regulating the treatment and disposal of residual waste;
- reducing and preventing pollution where possible;
- minimizing vehicular emission of pollutants;
- minimizing adverse environmental impacts of asset decommissioning and disposal;
- enhancing environmental awareness of colleagues and contractors;
- advocating good environmental practices on both departmental and individual levels; and
- effectively communicating our environmental performance to stakeholders.
This policy has been approved by managing director of the company. It will be reviewed, and if necessary revised, annually to keep up to date and will be released on our company website. We welcome interested parties’ comments on the enforcement of the policy and the policy itself.
Security policy
At Movements International Pte Ltd, we strive for sustainable procurement and to minimise the adverse impacts possible across the entire life cycle of the goods we procure. Sustainable procurement is one of our social responsibilities. It is the duty of every employee and contractor to adhere to this policy. We expect ourselves, as well as all of our suppliers, manufacturers and service providers, along with their subsidiaries, affiliates and sub-contractors to commit to the following principles for sustainable procurement:
- Accountability: to be accountable for our own impacts on society, the economy and the environment arising from the life cycle of the goods or services in the context of procurement.
- Transparency: to be transparent in those procurement decisions and activities that result in sustainability impact and encourage our suppliers to be transparent.
- Ethical behaviour: to behave ethically and promote ethical behaviour throughout our supply chains.
- Full and fair opportunity: to avoid bias and prejudice in all procurement decision-making and give all suppliers a full and fair opportunity to compete.
- Respect for stakeholder interests: to respect, consider and respond to the interests of stakeholders impacted by its procurement activities.
- Respect for the rule of law and international norms of behaviour: to strive to be aware of any violations throughout its supply chains and to encourage our suppliers to abide by these rules, to assess and address the relevant compliance.
- Respect for human rights: to respect internationally recognised human rights.
- Innovative solutions: to seek solutions to address its sustainability objectives and encourage innovative procurement practices to promote more sustainable outcomes across the entire supply chain.
- Focus on needs: to review demand, buy only what is needed and seek more sustainable alternatives.
- Integration: to ensure that sustainability is integrated into all existing procurement practices to maximise sustainable outcomes.
- Analysis of all costs: to assess the cost incurred over the life cycle, value for money achieved, and the costs and benefits for society, the environment and the economy resulting from its procurement activities.
- Continual improvement: to work towards continually improving its sustainability practices and outcomes, and encourage organisations in our business partners to do the same.
- Communication of this policy: to inform all employees and business partners of our commitment to sustainable procurement and post a copy of this policy in a place readily accessible to employees at all times.
This policy has been approved by managing director. It will be reviewed, and if necessary revised, annually, to keep it up to date and released on our company website. We welcome interested parties’ comments on the enforcement of the policy and the policy itself.
Sustainable procurement policy
At Movements International Pte Ltd is committed to protecting the company’s employees, properties, information, reputation and customer’s assets from potential threats in the supply chain. This policy is guided by the company’s basic core values, code of conduct, business ethics and supply chain security standards, and it fashions the way we operate throughout the supply chain. All security activities must adhere to the general principles laid down below:
- All employees and contractors must always be aware of and take responsibility for the security aspects of the company’s business activities;
- Threats analysis and risk evaluations should be conducted on a regular basis;
- Security procedures and guidelines should be seamlessly integrated with business activities;
- “Incident prevention” must be the first priority;
- Preparedness response plans must be developed and tested to deal with assessed risks rapidly and effectively;
- Security measures and procedures must be subject to regular inspections, validations and verifications by security auditor so as to maintain high security standards for Kerry Logistics’ operations world-wide;
- The level of professionalism, knowledge and integrity of staff involved in security matters must be tightly controlled;
- Appropriate training plans, customer screening, recruitment, contracting and termination procedures must be established and implemented;
- All incidents, including security breaches and irregularities must be reported and recorded. Corrective action should be taken and followed up through regular verifications to improve the overall security standard.
This policy has been approved by managing director. It will be reviewed, and if necessary revised, annually, to keep it up to date and released on our company website. We welcome interested parties’ comments on the enforcement of the policy and the policy itself.
Information Technology Security policy
Information security management system is integral to Movements International Pte ltd operation. We strive to assure integrity of all information we disseminate, produce, manage or store, which is duly handled through sound confidentiality procedures. This policy aims to protect our information assets from any internal, external, deliberate or accidental threats. To pursue the policy, we shall:
- ensure that all information, including internal, third party, personal and electronic data, is treated with complete confidentiality;
- maintain integrity of all such information;
- ensure that our information system and the information contained meet the needs of our core and supporting business operations;
- comply with all applicable statutory and regulatory requirements;
- safeguard security of our information assets through effective business continuity management;
- make information available to staff and the public with minimum disruption;
- increase staff awareness of information security management through education and training;
- perform reliable access control to protect our information system against unauthorized access.
Under this policy:
- All breaches of information security, actual or suspected, will be reported to and investigated by authorized persons including System Administrator and Incident Investigator;
- Information Security Management Committee is responsible for documenting and maintaining the Information Security Management System;
- Information Security documents not limited to Policies, Procedures and Guidelines will be made available in both hardcopy and online format through an intranet system to support the ISMS Policy;
- All managers shall implement the policy within their units and ensure that every staff member adheres to the policy.
This policy has been approved by managing director. It will be reviewed, and if necessary revised, annually, to keep it up to date and released on our company website. We welcome interested parties’ comments on the enforcement of the policy and the policy itself.
Anti-Bribery Policy
1. PURPOSE
1.1 Integrity, honesty and fair play are amongst our core values. We are committed to promoting the highest standards of business ethics and complying with all applicable laws including anti-bribery laws in every jurisdiction in which we operate and do business.
1.2 Bribery and corruption is detrimental to business and gives rise to unfair competition and uncertain business outcomes. The harm caused by bribery and corruption is recognized by Governments around the world and as a consequence strict anti-corruption laws have been imposed in most countries.
1.3 We expect a high standard of business ethics of all directors, officers and employees of all our operations, subsidiaries and affiliates (“Company Personnel”), as well as those with whom we do business, including our agents, intermediaries, consultants, contractors, subcontractors, joint venture partners and service providers (“Business Partners”) and take a zero tolerance approach to bribery in any form in any country / territory in which we operate and do business.
1.4 This Policy sets out the Company’s global standards and identifies a variety of situations in which bribery issues are most likely to arise but does not cover every possible situation. If you are ever in doubt as to whether a course of action may breach this Policy, please consult the Head of Human Resources and Administration Department of the country / territory in which you are located before proceeding.
2. APPLICABILITY
2.1 This Policy complements existing guidelines in relation to bribery, corporate gifts and entertainment and takes immediate effect. It applies to all Company Personnel and all Business Partners acting on the Company’s behalf in all countries. Company Personnel should make the terms of this Policy known to Business Partners with whom they are dealing.
2.2 It is our strict policy that any practice that conflicts with or violates this Policy is strictly prohibited by the Company.
2.3 You must read and familiarize yourself with this Policy and abide by its terms. If you have any question about this Policy, please seek advice from the Head of Human Resources and Administration Department of the country / territory in which you are located.
3. CONSEQUENCES OF FAILURE TO COMPLY
3.1 Any failure to comply with this Policy will be treated seriously. Violations of this Policy may also be violations of the law and may result in civil and criminal penalties for you, your colleagues and/or the Company. 3.2 Any Company Personnel who violate the standards set out in this Policy can expect to face disciplinary actions, including the possibility of summary dismissal without compensation from the Company in accordance with applicable law. 3.3 In the event that the Company sustains any losses arising out of violation of this Policy, the Company may hold those responsible accountable for such losses.
4. POLICY STATEMENTS 4.1 Bribery occurs when an advantage, which may take a variety of forms such as cash, cash equivalent (e.g. vouchers or shopping coupons), gifts, entertainment, sponsorship, donations, loan of money or valuable property, commission, service, fees, rewards, employment, contracts, discharge of liability in whole or in part, any other benefits and favours) (“Advantage”) that is directly or indirectly being solicited or accepted without the Company’s permission, or where it is being offered or promised to a receiving party who had no authorisation to receive such Advantage from his principal (i.e. his employer) during the course of conducting business. 4.2 You must never engage in any act of bribery. Under no circumstances may you offer any Advantage other than in circumstances expressly permitted under this Policy, in particular if it could be construed as or give rise to a reasonable suspicion of being for the purpose of gaining an unfair business advantage for the Company or influencing any person or company to give or refer business to the Company. Likewise, you must not accept or receive any Advantage offered in connection with affairs related to the Company save and except when expressly permitted under this Policy, in particular if acceptance of such Advantage may affect your objectivity, induce you to act against the Company’s interest or lead to questions, reasonable suspicions or complaints as to your bias and/or impropriety.
5. DEALINGS WITH PUBLIC SECTOR/PUBLIC OFFICIALS
5.1 Except where prior approval has been obtained following the approval procedure set out in Section 7 of this Policy, no Advantage of any value except fees or services properly payable or rendered pursuant to a contract properly executed by the Company or official payments permitted to be paid under applicable written local law (such as toll fees and registration fees) may be offered directly or indirectly to any officer, official (being a person who holds a legislative, administrative or judicial position of any nations and/or governments), political party, its candidates or employee of any government, government department, government agency, public body, public organisation or international organisation (“Public Officials”) or any person acting for or on behalf of such Public Officials in any place on account of:- (a) the performance or non-performance of an act by the Public Official done in the Public Official’s official capacity; or (b) the Public Official expediting, delaying, hindering or preventing the performance of an act done in the Public Official’s official capacity; or (c) the Public Official assisting, favouring, hindering or delaying any actual or potential business transaction; (d) on account of the Public Official’s giving assistance or using influence in actual or potential contracts with government organisations or public bodies
6. SOLICITATION OF ADVANTAGES 6.1 You must never demand, request or otherwise solicit any Advantage in any form (cash or otherwise) from Business Partners, potential Business Partners, customers and potential customers directly or indirectly.
6.2 Gifts
6.2.1 Acceptance of gifts
6.2.1.1 Unless prior approval has been obtained following the approval procedure set out in Section 7 of this Policy, you must not directly or indirectly accept and must politely refuse any gift or other Advantage in any form from the Company’s customers, potential customers, Business Partners and potential Business Partners except if the Advantage is:- (a) a gift of nominal value that is advertising, promotional or charitable in nature;
(b) a customary gift (other than cash or cash equivalent) the value of which does not exceed the limits applicable to you announced and updated by the Company from time to time on intranet and/or via other forms of notices to staff generally or to you given during festive occasions (for example, gifts like food and beverage of value not exceeding the limits mentioned hereinbefore that are shared among colleagues of the Company);
(c) a red packet the value of which does not exceed US$50 or its equivalent given on festive or special occasions if the refusal may be considered unsociable or impolite in the circumstances, provided that you declare the acceptance of the red packet as soon as practicable after acceptance to the Company following the procedure in Section 7 of this Policy OR to your supervisor who may disclose your acceptance of the red packet to the Company; or
(d) entertainment permitted under Section 6.3.2 below,
(e) AND PROVIDED ALWAYS THAT:- (i) the acceptance will not influence your performance and consideration; (ii) you will not feel obliged to do anything in return for the offeror; and (iii) you can openly discuss acceptance of the Advantage with the Company or anyone without reservation.
6.2.1.2 If you receive a gift in respect of which you had no reasonable opportunity to refuse, it must be reported at the earliest opportunity adopting the procedure in Section 7 of this Policy and the gift so received should be handed over to the head of the Div / Dept / BU to which you belong or to the Head of Human Resources and Administration Department of the country / territory in which you are located for further direction. You must follow any direction the Company may give in respect of the gift, which are at the sole discretion of the Company, including but not limited to returning the gift to the sender or otherwise disposing of or donating the gift. 4 6.2.2 Offering or giving of gifts 6.2.2.1 In all dealings with the Company’s customers, potential customers
6.2.2 Offering or giving of gifts
6.2.2.1 In all dealings with the Company’s customers, potential customers, Business Partners and potential Business Partners, you are strictly prohibited from offering, promising or giving directly or indirectly any gifts or other Advantage (other than entertainment permitted under paragraph 6.3.3 below) in any form except the Company’s token souvenirs bearing the Company’s name and/or logo (“Corporate Souvenirs”). Corporate Souvenirs should only be offered or given if they are permitted to be received by the receiving party within the policy of the receiver’s company or organisation.
6.2.2.2 If you would like to offer or give a gift (other than a Corporate Souvenir) or other Advantage to the Company’s customers, potential customers, Business Partners and potential Business Partners (even though it is in return of any gift and Advantage that you received from such customers, potential customers, Business Partners and potential Business Partners in a circumstance permitted under this Policy), you must seek prior approval following the procedure set out in Section 7 of this Policy. 6.2.2.3 If you would like to offer sponsorship or gift donation to any potential and/or existing Business Partners on behalf of the Company, you should strictly observe the Company’s Corporate Sponsorship / Gift Donation guidelines applicable to individual region / country / territory to which you belong.
6.3 Entertainment
6.3.1 Entertainment includes activities such as meals and attendance at entertainment, social and sports events which are given or received to develop and maintain relationships with customers and Business Partners.
6.3.2 Acceptance of entertainment Unless prior approval has been obtained following the approval procedure set out in Section 7 of this Policy, no entertainment offered by Business Partners or potential Business Partners may be accepted or received except where the entertainment concerned is an ordinary business meal or attendance at an entertainment, social or sports event of value not exceeding the limits applicable to you announced and updated by the Company from time to time on intranet and/or via other forms of notices to staff generally or to you. Except where the entertainment concerned is an ordinary business meal not exceeding the limits applicable to you, the acceptance of invitation to all entertainment events must be declared to the Company following the approval procedure set out in Section 7 of this Policy. More detailed entertainment expenses approval procedures as endorsed by the Company’s senior management may be set up and announced for individual region / country / territory. For the avoidance of doubt, Company Personnel should avoid meals or entertainment which might be considered to be lavish or excessive and decline invitations when they are unusually frequent.
6.3.3 Offering or giving of entertainment No entertainment may be offered to Business Partners, potential Business Partners, customers or potential customers except where the entertainment concerned is an ordinary business meal offered within the monetary limit(s) announced by the Company from time to time. In the event you intend to offer any entertainment to any Business Partners which exceed the monetary limit(s) in effect at the material time, you should seek prior approval in accordance with the approval procedure set out in Section 7 of this Policy. For the avoidance of doubt, Company Personnel should avoid offering meals or entertainment which might be considered to be lavish or excessive and avoid making unusually frequent invitations.
6.4 Dealings with Related Parties
6.4.1 Unless prior approval has been obtained following the approval procedure set out in Section 7 of this Policy, Company Personnel shall not enter into on behalf of the Company, its subsidiaries and/or affiliates and/or cause the Company, its subsidiaries and/or affiliates to enter into any agreements, contracts, transactions and/or any other business relationship with the Company Personnel’s spouse, parent, child or step child, natural or adopted, sibling (collectively “Family”), any trustee of any trust of which the Company Personnel and/or his/her Family is/are beneficiary, and/or a company in which the Company Personnel and his/her Family together are entitled to exercise or control the exercise of 50% or more of the voting power at general meetings, or the Company Personnel and his/her Family are in a position to control the composition of a majority of the board of directors or similar organ.
6.4.2 For the avoidance of doubt, the Company prohibits any dealings, transactions, contracts and/or agreements with parties other than Family where a Company Personnel and/or his/her Family directly or indirectly have a personal or financial interest unless such interest has been sufficiently declared to the Company prior to the Company’s commitment to the dealings, transactions or execution of contracts and/or agreements.
7. APPROVAL PROCEDURE
7.1 Where approval is required under this Policy, the following procedure should be followed:- A “Declaration of Acceptance / Offering of Advantage”, in the Company’s prescribed form (may be downloaded from the Company’s intranet) should be made to the person-in-charge of anti-bribery issues within the Div / Dept / BU to which you belong (the “Relevant PIC”) as indicated in the Approval Matrix to be announced and revised by the Company from time to time by email, fax and/or post AND the Head of Human Resources and Administration of the country / territory in which you are located with the subject “Request for Approval”. If there is any reason which makes it impracticable to submit a written request for approval, you should telephone the Relevant PIC seeking prior oral approval and file a written request for approval as soon as practicable thereafter.
8. REPORTING VIOLATIONS OR SUSPICIOUS ACTIVITY
8.1 You must report immediately any actual or suspected violations of this Policy to the Company at the earliest possible opportunity by contacting the Relevant PIC or the Head of Human Resources and Administration Department of the country / territory in which you are located through the internal mailing system, email or fax giving the facts and evidence (if any) you have or aware of and your contact details. Anonymous reports will not be accepted.
8.2 The Company does not tolerate retaliation against anyone who in good faith reports a concern, even when allegations are found to be unsubstantiated. Anyone who retaliates against any other person who in good faith reports a concern is in violation of this Policy and may be subject to disciplinary action, including possible dismissal. If you suspect retaliation, you should report it immediately to the Director of Human Resources and Administration Department of the Company’s Headquarters in Hong Kong. 8.3 If you have followed the reporting procedure set out above but are not satisfied with the response or if you feel uncomfortable raising your concerns or making a report to the persons designated above, you should contact the Chief Financial Officer of the Company.
9. COOPERATION WITH INVESTIGATIONS
9.1 You have an obligation to cooperate with investigations into any misconduct that may be carried out by the Company. Company Personnel who fail to cooperate and provide honest, truthful information may be subject to disciplinary action, including possible dismissal.
10. APPROVAL MATRIX
10.1 Advantage Value < Max Acceptance Limits for Gifts and Entertainment approver directors only.
Quality Statement policy
By “Measure Performance” we mean the company regularly and constantly invites, evaluates and monitors feedback on customer satisfaction so as to measure our performance against prescribed requirements and ascertain our capability of meeting needs and expectations of customers and interested parties.
“Improve Quality” refers to the continuous process in which the company systematically sets objectives and benchmarks, recognizes best practices and implements programmes for continual improvement of quality, which means fulfilling customers’ requirements at lowest costs and at all times.
This policy has been approved by managing director. It will be reviewed, and if necessary revised, annually, to keep it up to date and released on our company website. We welcome interested parties’ comments on the enforcement of the policy and the policy itself.
“Improve Quality” refers to the continuous process in which the company systematically sets objectives and benchmarks, recognizes best practices and implements programmes for continual improvement of quality, which means fulfilling customers’ requirements at lowest costs and at all times.
This policy has been approved by managing director. It will be reviewed, and if necessary revised, annually, to keep it up to date and released on our company website. We welcome interested parties’ comments on the enforcement of the policy and the policy itself.
Occupational health and Safety policy
1. Introduction
Movements International PTE Ltd is committed to ensuring the health and safety of all employees, contractors, visitors, and the public in all aspects of our freight forwarding operations. We recognize that a safe and healthy work environment is essential for the well-being and productivity of our workforce. This occupational health and safety policy outlines our commitment to maintaining a safe workplace and sets out the responsibilities of all personnel.
2. Objectives- To provide a safe and healthy working environment for all our employees, contractors, and visitors.- To prevent accidents, injuries, and work-related illnesses through effective risk management and control measures.- To comply with all relevant health and safety legislation, regulations, and industry best practices.- To promote a strong safety culture within the company and encourage active participation and responsibility from all employees.- To ensure that all employees are trained and equipped to carry out their tasks safely and efficiently.- To continuously monitor and review our occupational health and safety performance and strive for continuous improvement.
3. Management Responsibilities- Ensure that health and safety policies and procedures are in place, communicated, and adhered to by all personnel.- Provide adequate resources, equipment, and training to enable employees to work safely.- Establish and maintain effective communication channels for reporting hazards, incidents, and near misses.- Regularly review and update the occupational health and safety policy to reflect changes in legislation and industry standards.
3.2 Employees- Comply with health and safety policies, procedures, and instructions provided by the company.- Report any hazards, incidents, or near misses promptly to their supervisors.- Participate in health and safety training programs as required.- Take reasonable care to protect their own health and safety and that of others who may be affected by their actions.
4. Risk Management- Identify and assess workplace hazards, including physical, chemical, biological, and ergonomic factors.- Develop and implement control measures to eliminate or minimize the identified hazards.- Regularly review, monitor, and update risk assessments and control measures.- Ensure that all employees are adequately trained to understand and implement the necessary risk controls.
5. Incident Reporting and Investigation- Establish clear procedures for reporting and investigating incidents, including near misses, accidents, injuries, and work-related illnesses.- Investigate incidents promptly to determine the root cause and implement corrective actions as necessary to prevent recurrence.- Maintain comprehensive records of all incidents and actions taken.
6. Training and Communication- Provide appropriate health and safety training to all employees, contractors, and visitors.- Communicate relevant health and safety information to employees through regular meetings, toolbox talks, posters, and email communications.- Encourage open dialogue and two-way communication regarding health and safety matters.
7. Emergency Preparedness- Develop and implement emergency response plans and procedures.- Conduct regular drills and exercises to ensure that all personnel are familiar with the emergency procedures.- Maintain appropriate emergency response equipment and facilities.
8. Performance Monitoring and Review- Monitor and measure key health and safety performance indicators regularly.- Conduct regular audits and inspections to ensure compliance with health and safety policies and procedures.- Review and update the occupational health and safety policy periodically to reflect changing circumstances and best practices.
9. ComplianceMovements International PTE Ltd commits to complying with all applicable occupational health and safety laws, regulations, and industry standards. Management will regularly review our compliance and take appropriate action to rectify any identified non-compliance.
10. Conclusion :This occupational health and safety policy demonstrates Movements International PTE Ltd's commitment to providing a safe and healthy workplace for all employees, contractors, visitors and the public. Through effective risk management, training, and communication, we will strive to prevent accidents, injuries, and work-related illnesses. This policy outlines the responsibilities of all personnel and will be reviewed periodically to ensure its ongoing effectiveness.
1. Introduction
AIR FREIGHT SECURITY POLICY
1. Purpose
The purpose of this policy is to establish a comprehensive and regulatory compliant airfreight security program for Movement’s International Pet Ltd. This policy aims to ensure the safety and security of airfreight operations and safeguard against potential security threats or breaches.
2. Scope
This policy applies to all employees and contractors involved in the transportation of airfreight, including administrative staff, warehouse personnel, drivers, and other relevant stakeholders. Compliance with this policy is mandatory for all individuals engaged in airfreight activities on behalf of the Company.
3. Regulatory Compliance
The Company shall adhere to all relevant international, regional, and local regulations pertaining to airfreight security, including but not limited to the International Civil Aviation
Organization (ICAO) Security Standards and Civil Aviation Authority of Fiji (CAAF) Security Program.
4. Security Awareness and Training
The Company shall implement a comprehensive security awareness and training program for all employees involved in airfreight operations. This program should cover security procedures, threat awareness, handling of suspicious items, and reporting protocols for security incidents or breaches.
5. Restricted Area Access Control
Access to restricted areas, such as warehouses or transportation vehicles involved in airfreight operations, shall be strictly controlled and limited only to authorized personnel. Access control measures, including identification badges, CCTV surveillance, and secure locks, shall be implemented to prevent unauthorized access.
6. Cargo Screening Procedures
All airfreight cargo, including packages, parcels, and containers, shall undergo effective and reliable screening procedures to identify and mitigate potential security threats. Steps to follow :
6.1 Documentation check:
The first step is to verify the accuracy and authenticity of the cargo's documentation, including invoices, bills of lading, packing lists, and other relevant paperwork. This is essential to confirm that the cargo matches the provided information and to identify any discrepancies.
6.2. Visual inspection: Cargo is visually inspected, both internally and externally, to identify any signs of tampering, damage, or suspicious items. Personnel may use flashlights, mirrors, and other tools to thoroughly examine the cargo, ensuring that there are no hidden threats or contraband.
6.3 X-ray screening: Cargo may undergo X-ray screening to look for any hidden items or suspicious contents. This can include scanning the cargo as a whole or individual packages or containers. X-ray machines vary in sophistication, but advanced systems are capable of detecting different materials, densities, and shapes.
6.4 Explosive detection: To identify the presence of explosive materials, cargo may be subjected to explosive detection technologies such as trace detection, swabbing, or canine teams. These methods can detect even minute traces of explosives or explosive residue.
6.5 Radiation screening: In some cases, cargo may be screened for radioactive materials using radiation detection devices. This helps to identify any potential nuclear or radiological threats.
6.6 Physical search: If there are any suspicious indications from the previous screening steps, physical searches may be conducted. This involves physically opening and inspecting the cargo to find any hidden items, illegal substances, or potential threats. Physical searches are typically carried out as a last resort or when other screening methods raise concerns.
6.7 Documentation recording: Throughout the screening process, detailed records are typically kept to document all the procedures, observations, and outcomes. This documentation is important for accountability and for future reference.
7. Secure Transfer and Storage
The Company shall establish secure procedures for the transfer and storage of airfreight cargo to minimize the risk of theft, tampering, or unauthorized access. Vehicles and storage facilities used for airfreight transportation shall be equipped with appropriate security measures, including GPS tracking, alarms, and secure locking systems.
8. Documentation and Recordkeeping
Accurate and up-to-date records shall be maintained for all airfreight cargo, including shipping documents, tracking numbers, and screening reports. These records shall be securely stored and made available for audit and regulatory compliance purposes as required.
9. Incident Reporting and Response
All security incidents or breaches, including theft, loss, tampering, or suspicious activities, shall be promptly reported to the designated security officer or supervisor. A formal incident response plan shall be established to ensure appropriate actions are taken to address and mitigate any security incidents.
10. Continuous Improvement
The Company shall regularly review and assess the effectiveness of this airfreight security program to identify areas of improvement and implement necessary changes. Feedback from employees, regulatory authorities, and customers shall be taken into account for enhancing the security measures and ensuring compliance with updated regulations.
11. Non-Compliance
Non-compliance with this policy may result in disciplinary action, ranging from warnings to termination, depending on the severity of the violation. The Company reserves the right to take legal action against individuals involved in intentional misconduct or willful disregard for airfreight security procedures.
12. Policy Review
This policy shall be reviewed and updated at least annually or as necessary to ensure compliance with changing regulations, industry best practices, and any specific security requirements imposed by relevant authorities.
CARGO FREIGHT STATION SECURITY POLICY
Cargo Freight Station Security and Occupational Health and Safety (OHS) Program Policy
1. Purpose
Movements International PTE LTD is committed to ensuring the security and safety of our cargo freight station operations. This policy outlines our commitment to establishing and maintaining a comprehensive security and OHS program to prevent incidents, protect employees and stakeholders, and comply with relevant regulations and standards.
2. ScopeThis policy applies to all employees, contractors, visitors, and anyone else involved in cargo freight station operations at Movements International PTE LTD.
3. Security Program3.1 Risk Assessment: A thorough risk assessment will be conducted regularly to identify potential security threats and vulnerabilities within our cargo freight station premises.3.2 Access Control: Access to the cargo freight station will be controlled through measures such as the use of identification badges, restricted entry points, and visitor registration protocols.3.3 Security Training: All employees and relevant stakeholders will receive comprehensive training on security protocols, including identifying suspicious activities, handling dangerous goods, and emergency response procedures.3.4 Surveillance Systems: We will install and maintain appropriate surveillance systems, such as CCTV cameras and alarm systems, to monitor and record activities within the cargo freight station.
4. OHS Program
4.1 Risk Assessment: A regular risk assessment will be conducted to identify and address potential occupational health and safety hazards within our cargo freight station premises.4.2 Hazard Prevention and Control: Suitable measures will be implemented to prevent and control identified hazards, including the use of personal protective equipment (PPE), regular equipment maintenance, and safe work procedures.4.3 Employee Training and Awareness: All employees will receive comprehensive training on OHS policies, safe work practices, and emergency response procedures. Regular safety meetings and campaigns will be conducted to raise awareness and promote a safety culture within the organization.4.4 Reporting and Incident Management: Employees will be encouraged to report any work-related incidents, near misses, or hazards promptly. An incident management system will be in place to investigate and address incidents effectively, including implementing corrective actions to prevent reoccurrence.4.5 Emergency Preparedness: We will establish emergency response plans and conduct regular drills to ensure employees are prepared to respond to emergencies such as fires, chemical spills, or medical emergencies.
5.Compliance and Continuous Improvement
Movements International PTE LTD will comply with all applicable security and OHS regulations, standards, and industry best practices. We are committed to continuously improving our security and OHS program through periodic reviews, audits, and employee feedback.
This policy is communicated to all employees and stakeholders and is available to the public upon request. It will be reviewed annually or as needed to ensure its effectiveness and relevance.
