We acknowledge that running our business has an effect on society. In particular, we have a responsibility to our clients, our employees, sub-contractors, partners and agents as well as the broader community in which we operate.
We are committed to taking responsibility for our actions and encourage a positive contribution towards improving our standards, minimising our impact on the environment (refer to our Environmental Policy) and improving the quality of the local community.
We are committed, wherever possible, to...
We communicate this policy to our staff, clients and other stakeholders by means of our website and internal staff communications.
We aim to adopt the highest professional standards, and to act in accordance with all applicable laws, statutes, rules and regulations, and not to act in such a way as to compromise our integrity.
We recognize that our staff are our most important resource. We actively seek to offer our staff a positive and healthy working environment and ensure that they have rewarding careers and job satisfaction.
We seek to ensure that all staff have access to the training they need both for their own development and to enable them to deliver a high quality service to our clients and partners.
We consider all staff to be equal and we strive to create a working environment which is free of unlawful discrimination. In this regard we adopt a ‘zero tolerance’ policy towards harassment and/or discrimination in any way, shape or form (be it race, religion, disability or sexual orientation).
We actively encourage our staff to report any harassment or discrimination to senior management, who will fully investigate the allegations and act accordingly. The appropriate authorities in Hong Kong or PRC may be contacted for guidance and support. The results of this investigation will be reported back to the complainant along with the action being taken.
In considering our impact on the wider community we have resolved to sponsor or otherwise support local charities as, and when, we can.
We are committed to delivering a high level of service to all our clients. We fully understand our business operates in a very competitive marketplace and in order to retain our clients, and secure new ones, we need to deliver a professional, courteous and timely service.
We acknowledge our responsibility to protect our client’s identities and any personal information we obtain about them and this is recognized in our data (privacy) protection policies. This requirement extends to our sub-contractors, agents and partners with whom we work.
We are committed to eliminating unlawful discrimination and to promoting equality and diversity in our professional dealings with suppliers and third parties.
This is evidenced by our Company being signatories to both the FIDI Anti-Bribery and Anti-corruption Charter and the FIDI Anti-Trust Charter.
We are committed to behaving responsibly and to minimising our impact on the environment. Refer to our Environmental Policy.
Responsibility for this policy rests with all senior management personnel who have staff reporting to them. This policy will be reviewed periodically to ensure it remains relevant and is being complied with accordingly.
We recognize our activities impact on the environment. Consequently we embrace the principles of sustainable development and we are committed to a process of continual environmental improvement and pollution prevention.
We shall identify opportunities to reduce the resources we consume including energy, water and other natural resources, thereby also minimizing the amount of waste we produce. Where practicable, we shall reuse materials, recycle waste and procure recycled products.
We shall endeavor to comply with all relevant environmental legislation and regulations. Moreover we shall treat these as the minimum standard and seek to exceed them wherever possible.
We shall document and communicate our policy to employees, suppliers, business partners and the public and provide guidelines to support the implementation of our policy.
Asian Express fully support the government by minimizing waste, conserving energy, promoting “re-use” and “recycle” of resources and reinforcing all staff members’ awareness and participation in conserving the environment by observing the following:
The Environmental policy is communicated to all staff during Induction Training.
Throughout the office and warehouse there is signage and reminders.
Asian Express provides international, domestic, local, office move services as well as storage services to a wide variety of customers from around the world. As an industry leader in both China and Hong Kong, it is critical for Asian Express to set the standard for the protection of information assets from unauthorized access and compromise or disclosure. Accordingly, Asian Express has adopted this Information Classification Policy to help manage and protect its information assets.
All Asian Express associates share in the responsibility for ensuring that company information assets receive an appropriate level of protection by observing this Information Classification Policy:
All Asian Express information and all information entrusted to Asian Express from third parties falls into one of four classifications in the table below, presented in order of increasing sensitivity.
Information is not confidential and can be made public without any implications for AEMovers or its customers. Loss of availability due to system downtime is acceptable risk. Integrity is important but not vital.
Examples:
Information is restricted to management approved internal access and protected from external access. Unauthorized access could influence Asian Express' operational effectiveness, cause an important financial loss, provide a significant gain for a competitor, or cause a major drop in customer confidence. Information integrity is vital.
Examples:
Information received from clients in any form for processing client shipments. The original copy of such information must not be changed or reproduced in any way without written permission from the client. The highest possible levels of integrity, confidentiality, and restricted availability are vital.
Examples:
Information collected and used by AEMovers in the conduct to of its business to employ people, to log and fulfill client services, and to manage all aspects of corporate finance. Access to this information is very restricted within Asian Express. The highest possible restricted availability is vital.
Examples:
Let's face it, moving to China is not a small step for anyone. When relocating both to and from China, expatriates and their families have to deal with the language barrier, cultural differences, job change, and moving their home. Changing to a job and moving a home are two of the most stressful experiences one can have. If your company decides to transfer employees, it's part of your job as HR Manager to manage the expectations of your relocated expats and their families. When transferring employees, you are responsible for ensuring that the move runs as smoothly as possible, minimizing stress for the transferee and his family. If a transferee's relocation does not go as planned, the employee's relationship with the company or their length of stay could be negatively affected. Considering the high costs of recruitment and employment of expatriates, the HR Manager must be knowledgeable and helpful when relocating an expat.
First impressions only happen once. Looking competent, caring and helpful to your senior expatriate managers and their families begins and ends with a successful relocation into and out of China. Effectively managing your expatriate's relocation plays a major role in how you, the HR Manager, are remembered. A well-organized relocation always helps you look good in the eyes of your expatriate managers and their families.
Here are 6 ways to look good to your expatriate transferees:
If your company has a high number of transfers each year and a well-staffed HR department, assign one person or a group solely to relocation. With specific people to consider all aspects of the relocation, the chances for a problematic transfer will be reduced. If the company is smaller or has few transfers, be sure to assign a one-contact person for the employee to communicate regarding the relocation. With one-contact person, the transferee will know who to call with concerns, saving time and improving communication with the HR department.
Begin the relocation process by asking your employee about his needs surrounding the move. First determine his expectations including monthly housing allowance, housing standards, and travel. Take into account how the employee's family is affected by asking about the family members' needs as well. Are the kids in school ? What is the spouse's career ? Also, ask about the employee's desired timeline; you don't want to rush the process or take too long. Finally, ask the employee about his goals, desires, and career motivations to gain an understanding of his long-term plans. Knowing what the employee needs will take the guess-work out of satisfying his expectations.
When developing a relocation policy, it is important to include information covering all aspects of the relocation. topics to consider are home sale and purchase, shipping of household goods, travel, temporary living upon arrival at the new location, and allowances. Adjustments for the cost-of living or transfer incentives should be included as well. Be sure to construct a clear financial policy to avoid haggling with the employee leaving the company or the relocation does not work out. Including these points in the policy allows for clear communication between you and the employee. You are also protecting the company from potential dispute with the transferee in the future.
Be sure to inform your employee of all necessary information for the move. Provide a relocations manual with a timeline and charts illustrating the relocation process. Periodically update the transferee with progress for reassurance that the process is running smoothly.
Moving to a new location is a big change in anyone's life. By providing the little "extras" that facilitate the moving process, the employee will be more satisfied with the move and the company as a whole. A company is wise to include a welcome package with the new location information such as directions, shopping, tips, bars, restaurants, medical treatment, activities, and nearby school information. Providing a handyman and/or maids to clean the apartment before arrival is also helpful. Some companies ask the transferees for special requests provided upon arrival. It's the little things that count when settling into a new home.
Helping you understand how to address the needs and impress your expatriates and transferees is what a professional moving and relocations company is all about. The right company will be able to help you create a program to address these 6 tips. As an HR Manager, it is worthwhile to consider meeting with an expert in the moving and relocations industry to see how they can help. Even if your company currently uses a specific moving and relocations company, take the time to consider other options. There are many more choices available today when it comes to moving and relocations companies. Each has different offerings, levels of services, and quality of staff. Don't rely on your predecessor's decisions of what company to use; see for yourself what is available. You may be surprised of what other services and options are out there.
In order to meet your objectives as a HR Manager, Asian Express centralizes the process by assigning one single point-of-contact person for relocation concerns. The company offers services such as performing a needs assessment and creating a relocation policy. Asian Express provides you and transferees with a relocations "Welcome package" described in the "Remembering the Little Things" section above. Services include complete door-to-door relocation services, home searches, pet relocations, orientation programs, and others. Asian Express addresses needs on 3 levels: Relocating Expatriates and Transferees, the HR Department, and the Corporate Client.
Asian Express was found in 1979 with the goal of providing the highest quality relocation services, while satisfying the needs of each and every client. Over the years, Asian Express has grown to include over 250 highly trained staff members in 4 locations covering the main entry ports of Hong Kong and China.
Today, Asian Express is proud to be a leading relocation company in China and Hong Kong, setting the standard for expertise and service quality in Asia. We attribute our success to our personalized services, international partnerships, high quality standards, dedication to customer satisfaction, talented staff and modern facilities.
Copyright 2016 Asian Express International Movers Ltd.