Corporate

Environmental Policy

A. Our commitment

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.

B. Our aim – to minimise and conserve

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.

C. Comply

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.

D. Involve and communicate

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.

Mission Statement

ALS Moving 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:

• Minimize the use of paper by using both sides of a sheet of paper for drafting and photocopying. Once both sides are used, put it into the “Recycle Box” and it will be shredded as packing materials.
• Reduce copies of documents and make copies only when deemed necessary.
• Reduce paper usage whenever possible, use email for communicating where possible or computer based telephone directories.
• Re-use files and envelopes by putting labels over the old details.
• Use the blank side of old paper to make note pads.
• The use of paper drinking cups is limited to guests and visitors only.
• Use of hand dryer in washroom instead of using paper tissues and towels.
• Remember to switch off all the lights in the corridors.
• Keep lighting to a minimum after office hours
• Replace ordinary light bulbs with energy saving bulbs where possible.
• Maintain the cleanliness of the air ducts regularly.
• Switch off all electrical equipment and appliances when they are not in use, such as photocopiers, printers and computers.
• Recycle waste wherever possible.
• Return the used fax and laser printer toner cartridges to the supplier for recycling.
• Save packing materials by re-using all paper cartons for local moves, where possible.
• Save fuel and fuel emissions by switching off the engine while the truck is parked at the client’s residence.
• No smoking in the Office or Warehouse.
• Save water usage where possible.

The Environmental policy is communicated to all staff during Induction Training.

Throughout the office and warehouse there is signage and reminders.

What every HR Manager should know

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.

Looking Good to Your Expats

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:

• Centralize Employee Relocation Responsibility
• Understand the Employee and Family's Needs
• Create a Relocation Policy
• Educate the Transferee and Family
• Remember the "Little Things"
• Partner with a Helpful Moving & Relocation Company

Centralize Employee Relocation Responsibility

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.

Understand the Employee and Family's Needs

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.

Create a Relocation Policy

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.

Educate the Transferee

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.

Remember the "Little Things"

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.

Partner with a Moving & Relocation Company

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.

How ALS Moving Can Help HR Managers

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.

ALS Moving Introduction

ALS Moving was found in 2000 with the goal of providing the highest quality relocation services, while satisfying the needs of each and every client. Over the years, ALS Moving has grown to include over 100 highly trained staff members in 4 locations covering the main entry ports of China.

Today, ALS Moving is proud to be a leading relocation company in China, 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.

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