anguil sustainability report_12-14-web.pdf

8/10/2019 Anguil Sustainability Report_12-14-Web.pdf

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ANGUIL SUSTAINABILITY 2014


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executive statement \ 3mission statement \ 4

about anguil environmental \ 5human rights \ 6

labor \ 12environment \ 22

TABLE OF CONTENTS


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Anguil Environmental Systems, Inc. is proud to bea 35-year-old family owned and operated company locatedin Milwaukee, WI. We are engaged in an industry thatstrives to ensure future generations a sustainable environ-ment. The organization remains dedicated to our mottos,Commited to a Cleaner Air and Committed to a CleanerEarth. Through our ongoing commitment to fostering per-sonnel development, employee wellness, and responsiblesupply chain operations, Anguil is favorably inclined to ex-

pand our core value statement to Committed to a CleanerAir, Earth, and Sustainability.

Our Anguil family works every day to use our positive influ-ence to secure a better future through the following:

Using our engineering expertise to help our customersminimize their environmental footprint, stay compliant withenvironmental regulations, and reduce operating costs.

Supporting an employee wellness program encouragingvitality through exercise, community farm-to-table agricul-ture, and continued healthy lifestyle education.

Relying on our strong relationships with community suppli-ers to reduce transportation costs and retain money in thelocal economy.

Top-to-bottom responsible corporate practices includingsustainable building updates, energy efficient lighting, andoffice waste minimization initiatives.

I like to say that Anguil has remained in business for allof these years because we provide solutions today thathelp our customers remain profitable tomorrow. Sinceour inception in 1978, we have dedicated our efforts todesigning products to meet or exceed the EPA regulationsin an energy efficient manner. We are proud to be in thebusiness of improving air quality. From the engineering

talents of our employees and local suppliers, to the offices,fabrication facilities, and installation capabilities provided byour partners throughout North America, South America,Asia, Europe, and Australia, Anguil has been a leader in theresolution of a wide range of air pollution issues around theworld. At Anguil, we realize that controlling air pollution iscontrolling our future.

We are proud to share our current initiatives and valueswith you as well as our directives for strengthening ourcommitment into the future.

Gene Anguil, CEO


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To enhance the value of our company by using the strengths of our

employees, suppliers, and integrated operations to provide our customers with

systems and services that are high in quality and competitive in price.

MISSION STATEMENT

GROWTH

QUALITY

PEOPLE

STAKEHOLDERS


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ABOUT ANGUILAnguil Environmental Systems was founded in 1978, shortly after the EPA issued a set of

requirements to reduce air pollution. Since our inception, we have dedicated our efforts to

designing products to meet the EPA regulations in an energy efficient manner. Headquar-

tered in Milwaukee, Wisconsin, we also have offices, fabrication facilities and installation ca-

pabilities throughout North America, South America, Asia, Europe, and Australia. This gives

us the necessary tools and confidence to assess and resolve a wide range of air pollution

issues with a global focus.

We offer multiple oxidizer technologies for the destruction of gaseous pollutants such

as Volatile Organic Compounds (VOCs), Hazardous Air Pollutants (HAPs), and odorous

emissions. We design, manufacturer, service, and install Regenerative Thermal Oxidizers

(RTOs) as well as Direct-Fired, Catalytic, Thermal Recuperative, and Vapor Combustor, and

Concentrator Wheel systems.

Our company also specializes in heat and energy recovery systems that help customers

reduce operating costs and minimize their environmental footprint. Waste heat from

energy consuming processes or exhaust stacks can be captured and returned as process

air, hot water, steam, plant heat, or electricity. Our systems are designed with return on

investment and payback in-mind, which is crucial in these times of unstable energy costs

and global warming concerns.

On the service side, we stock and offer spare parts programs, preventive maintenance

evaluations, equipment retrofits, operating cost reviews and engineering studiesand these

services are offered on competitors equipment as well. On any given year, we service over

400 oxidizers that were manufactured by approximately 20 different oxidizer suppliers.

Anguil has been in business for over 35 years because we provide solutions today that help

our customers remain profitable tomorrow.


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HUMAN RIGHTSSustainability starts with Anguils most valuable resource: our employees. Anguil employees are held to the highest standards of conduct

and integrity to promote a company culture that thrives on respect for human life and for the world in which we operate. Anguils Human

Rights Code of Conduct emphasizes practices of acceptance, inclusion, peaceful relations, efficiency, honesty, and dignity in employee,

stakeholder, and vendor behavior in our mission to conduct business responsibly and ethically.

Anguil is committed to respecting all domestic and international human rights including the Universal Declaration of Human Rights. We

want to send a clear and transparent signal to all stakeholders, internally and externally, that we understand that a strong human rights

policy positively impacts our business and gives us a competitive advantage over our competitors. We strive to be responsible corporate

citizens and build trust both internally and externally within our organization. Our policy on human rights extends to our business partners

suppliers, and stakeholders with whom we choose to do business. Anguil shall use methods to evaluate and select partners and suppliers

that share similar values.


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Open Communications

At Anguil, communication is a joint responsibility shared by the Company, each employee, and our

stakeholders. Employees are encouraged to talk to any member of the management team about

issues at work or within our organization that are of concern. Anguil leadership will provide the most

honest, straightforward responses to all questions, concerns, and comments.

Fair Labor

Anguil has an employment policy that is voluntary at will and no employee shall be forced, bonded, or

indentured to perform any labor. Child labor, slavery, or human trafficking is not acceptable at Anguil or

by any of its partners, suppliers, or stakeholders. All employees must meet

the minimum age requirements set by local law. Compensation to paid workers

shall be in compliance with all wage laws, overtime requirements, and legally

mandated benefits.

Americans with Disabilities Act

Anguil complies with all aspects of the Americans with Disabilities Act (ADA), as amended, and state

disability laws. Anguil will not discriminate against qualified individuals with a disability in any phase of

the employment relationship including application for employment, hiring, promotions or advancement

opportunities, termination, compensation, training, and any other conditions or privileges of employ-

ment. All requests for reasonable accommodations will be considered consistent with the business

needs of the Company in accordance with state and federal law.

Equal Employment Opportunity

Anguil is an equal employment employer and gives all employees and applicants an opportunity foremployment. Anguils success depends on the effective utilization of qualified individuals regardless of

their race, creed, color, religion, sex, age, national origin, disability, sexual orientation, marital status,

arrest and conviction records, or any other characteristic protected by federal or state law. Anguil will

not discriminate on the basis of these characteristics in any personnel action including, but not limited

to: hiring, training, promotions, transfers, demotions, benefits, compensation, discipline, termination,

and any other conditions or privileges of employment.

It is the responsibility of everyone at Anguil to support a non-discriminatory workplace through leader-

ship and personal example. In addition, it is the duty of every employee of Anguil to help create a

welcoming workplace for all stakeholders.

Immigration Status

In accordance with federal law, it is the policy of Anguil to employ only those persons who are legally eli-

gible to work in the United States. The Immigration Reform and Control Act of 1986 requires employ-

ers to verify the identity and work eligibility of all persons hired by Anguil within three days of employ-

ment. The required documentation will be consistent with the current immigration laws, as amended.

0Child LaborViolations


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ANGUIL EMPLOYEE CODE OF ETHICSThis Employee Code of Ethics and Conduct (Code) details Anguil Environmental Systems, Incs policies for employees. Anguil is commit-

ted to a quality business and reputation that values integrity, respect and truthfulness, and a strong commitment to the highest ethical

standards. The principles apply to employee interactions with all stakeholders including management, coworkers, vendors, customers,

government, and regulatory agencies and the general public.

All stakeholders of Anguil are to be committed to upholding Anguils code of ethics both domestically and internationally. This applies to al

workers including temporary, migrant, student, contract, direct employees, and any other type of worker.

COMPLIANCE WITH APPLICABLE LAWS AND REGULATIONS

Anguils policy is to observe all laws, rules, and regulations of government agencies and authorities. If federal, state, or local law exists

that is either contradictory or stricter then this policy, employees must apply the law.

BUSINESS ETHICS

All employees of Anguil are held accountable to high standards of honesty, integrity, and impartiality in the performance of their duties.

The Company and its employees will, at all times, transact business in full compliance with federal and state law and in accordance with

the highest principles of business ethics and conduct. While many laws and regulations exist to guide decisions, we believe nothing can

substitute for common sense and sound judgment.

EMPLOYMENT PRACTICES

Discrimination and Harassment

Anguil shares a common belief that every employee should be able to work in an environment free from

any form of harassment. Anguil prohibits any offensive physical, written, or spoken conduct of a sexual orderogatory nature or based on an individuals race, creed, color, religion, sex, age, national origin, disability,

sexual orientation, marital status, arrest and conviction records, or any other characteristic protected by federal or state law.

Violence/Weapons

Anguil will not tolerate any type of workplace violence. This applies to employees of the Company, visitors, customers, independent contractors,

or vendors. Stakeholders are prohibited from making threats or engaging in threatening or violent behavior at any time. Anguil strictly prohibits

weapons of any type at Company owned or leased buildings, Company owned or leased cars, and at any Company-sponsored events.

Illegal Drugs and Alcohol Policy

Anguil believes in and is committed to providing a safe working environment that is free from the harmful effects of alcohol, illegal drugs,

and misuse of legal drugs. This policy applies to everyone who works for Anguil in any capacity.

REPORTING

Employees must act in good faith and shall not misrepresent material facts in Anguils reports or in any internal or external correspondence,

proposals, or communication of any type, including telephone or electronic communications. All Anguils funds, assets, liabilities, and receipts

must be recorded in accordance with generally acceptable accounting procedures. Off the books accounts are prohibited.

0DiscriminationCases on File


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USE OF COMPANY RESOURCES

Internet and Electronic Mail PolicyIn general, Anguil views websites, web blogs and other information published on mediums accessible by the public by its employees posi-

tively, and it respects the right of employees to use them as a medium of self-expression. If an employee chooses to identify as an Anguil

employee or discusses matters related to Anguils business, they are reminded that although information published will generally be

viewed as a medium of personal expression, some readers may nonetheless view the expression as representative of Anguils views.

Political Activity

Anguil encourages employees to participate in the political process on their own time. Employees may not use Anguils resources, reputa-

tion, or assets to support a political candidate.

Non-Work Related Interests

Anguil employees may not use Anguils facilities to promote non-Anguil or non-work related interests of the employee or of third parties

without prior consent of their supervisor.

Proper Use of Organizational Assets

Anguil employees may only use, transfer, or dispose of funds or assets for the lawful and legitimate business purposes for which they

were approved by Anguils President or Chief Operating Officer.


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PRIVACY AND CONFIDENTIALITY

During employment with Anguil, employees may have access to commercially valuable technical and non-technical information. It is every em-

ployees responsibility to maintain the confidentiality of this information. To protect the legitimate interests of Anguil, employees are required to

respect and maintain the confidentiality of information, including processes, machinery, product designs, inventions, customer lists, supplies,

payroll, and miscellaneous data from computer printouts, software, profits, costs, and any other information not available to the public. These

items listed above, are considered confidential information, even if not specifically marked CONFIDENTIAL.

CORRUPTION

Anguils policy is to conduct all business matters in a fair, professional, honest, and ethical manner. We strive to do business with integ-

rity. We will uphold all laws relevant to countering bribery, fraud, waste, abuse, and corruption.

REPORTING ACTUAL OR SUSPECTED VIOLATIONS OF THE CODE

It is also the obligation of all employees and stakeholders to notify the Company if they become aware of a violation of this Ethics Code of

Conduct policy or any other policy at Anguil by any other employee, contractor, or individual working on behalf of Anguil and to assist in

any investigation of a potential violation of these or other Company policies. Employees are required to report any actual or suspected

violations of policies to the President or Chief Operating Officer.

Employees and stakeholders will not be retaliated against or subject to any form of reprisal for raising a good faith concern under this

policy or participating in an investigation into any such concerns. Retaliation is a serious violation and employees are encouraged to

report incidents immediately. All inquiries, complaints, and reports will be promptly investigated.

ZERO-TOLERANCE POLICY TOWARD VIOLATIONS OF THE CODE

Anguil takes a zero-tolerance approach to violations of this Code, failure to report actual or suspected violations of the Code, or retaliation

against whistleblowers. Employees that are found to have violated this Code or retaliated against whistleblowers will have their employ-ment with Anguil terminated.


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HUMANRIGHTSGOA

LS|201

4-2015

Goal Actions Evaluation Period AccountabilityVerify that all majorsuppliers have zero

tolerance toward humanrights violations

Develop communicationplan, communicateexpectations to suppliers

Annually Director of Operations

Improve communicationprocess for employee

feedback and participa-tion

Develop step-by-stepimplementation plan,

communicate process toemployees, develop anddocument as an AnguilStandard Practice (ASP)


Maintain record of zerocases on file of discrimi-nation and child labor

violations

Develop communica-tion plan for employeesemphasizing Anguilszero tolerance policy

towards discriminationand human rights viola-

tions, foster an inclusiveenvironment


PROGRAMS FOR IMPROVEMENT


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Anguil is committed to respecting all domestic and international labor. We want to send a clear and transparent signal to all stakehold-

ers, internally and externally, that we understand that a strong labor policy positively influences our business and gives us a competitive

advantage over our competitors. We strive to be responsible corporate citizens and build trust both internally and externally in our orga-

nization. Our policy on labor extends to our business collaborates, suppliers, and all stakeholders with whom we choose to do business.

Anguil shall use methods to evaluate and select partners and suppliers that share similar values.

All stakeholders of Anguil are to be committed to uphold the labor policies of workers and to treat them with dignity and respect both

domestically and internationally. This applies to all workers including temporary, migrant, student, contract, direct employees, and any

other type of worker.

LABOR

Anguil Environmental was distinguished as a Southeastern Wisconsin Top Workplace for 2013 and 2014 by the Milwauk

Journal Sentinal. This distinction is awarded based on the results of an employee survey measuring qualities such as compa

leadership, communication, career opportunities, working environment, managerial skills, pay, and benefits.


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ANGUIL AT A GLANCE

71Current Employees*

56%

49 39 48 18

28% percentage of employ-that have been with

guil 5 years or more.

Health Insurance Vision Insurance Dental Insurance Supplemen

Life Insura

The percentage of employ-ees that have been withAnguil for over 14 years

49 67

4

22

Male 49Female 22

Full Time 67Part Time 4

BENEFITS ENROLLMENT NUMBERS (by Number of Employees)

Graphs and charts based on number of employess


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WORKING HOURS

To maximize employee motivation and productivity, Anguil employees enjoy flex scheduling to accommodate work life balance and active

lifestyles. Anguil also protects and respects employee time. An Anguil workweek shall not exceed the maximum set by local law. Anguils

defined workweek shall not be more than 60 hours per week, including overtime, except in emergency or unforeseen situations. All em-

ployees are guaranteed at least one day off per seven-day week regardless of work classification.

LABOR DATA S O N D J F M A M J J A

OVERTIME HOURS 486 558 567 682 788 446 312 397 375 394 593 613

MONTHLY HOURS WORKEDOVERTIME HOURS WORKED

September 2013 - September 2014September 2013 - September 2014

Hours Hours


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WAGES AND BENEFITS

In an effort to attract a workforce of the highest quality, Anguil strives to offer a competitive wage and benefit package. Compensation

paid to employees shall comply with all applicable wage laws, including those relating to minimum wages, overtime hours, and legally man-

dated benefits. In compliance with local laws, workers shall be compensated for overtime at pay rates greater than regular hourly rates.

Medical Coverage Continuation / (COBRA)

In the event of a death, termination of employment (including retirement), certain reductions of hours, or entitlement to Medicare benefits,

participants and their eligible dependents will qualify to continue medical coverage through Anguil. The term medical coverage may include health

insurance, dental insurance, vision insurance, and a flexible spending account. This benefit is provided in accordance with the requirements of the

federal law on continuation of health insurance (commonly known as COBRA).

401(k) Plan

Anguil values each employees future as much as we value each employees working contribution now. Anguil offers a voluntary, pre-tax

401(k) retirement savings plan with a monetary match of a specified percentage based on each employees contribution.

Social Security

Social Security is a federally sponsored program that pays benefits to employees who have made regular contributions to the program

during their working years. In addition to employee contributions made automatically through payroll, Anguil contributes an equal amount

each pay period.

Unemployment Insurance

In the case of layoffs or termination, Anguil pays the full cost of unemployment insurance based on eligibility and payment amounts de-

cided by state law.

Paid Time Off

Anguil believes every employee deserves time out of the office to restore and rejuvenate. Anguils generous paid time off program pro-

gressively rewards accumulated years of service.

Workers Compensation

Employees are covered by Workers Compensation insurance if injured in the course of work or if an employee falls ill due to work-related causes.

This insurance is paid for by the Company and may cover medical costs, as well as partial income replacement, if an employee is unable to work.

Family and Medical Leave Act (FMLA)

Anguil complies with all requirements of the Federal Family and Medical Leave Acts (FMLA), as well as other applicable state FMLA

laws. Generally, an eligible employee will be granted up to 12 work weeks of FMLA leave during a calendar year period. The leave may be

paid, unpaid, or a combination of paid and unpaid, depending on the reason for the leave and the benefits to which the employee may be

eligible. This policy will be administered in compliance with the National Defense Authorization Act of 2008 as it amends the Family and

Medical Leave Act. The taking of leave under this policy will not be used against an employee in any employment decision, including the

determination of promotions, discipline, or compensation.


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SAFETY POLICIES AND GUIDELINES

No one wants to get hurt, and no one wants to see another person injured. It is the inten-

tion of Anguil to provide and maintain a safe and healthful place of employment. Anguil

strives to continuously improve health and safety performance in all aspects of the orga-

nization. Every stakeholder is expected to fully and completely support a safe and healthy

workplace. Anguils Safety Workplace Practices Manual provides a more complete and

comprehensive manual. However, Anguil strives to emphasize our commitment to safetyguidelines and regulations consistent with the Companys standards of conduct. Employees

are responsible for following safety procedures at all times in the performance of their job

duties. Stakeholders are strongly encouraged to provide input to make their workplace a

safer environmental. Employees are also encouraged to ask for any additional education or

training they may need to solve and prevent health and safety issues in their workplace. No

stakeholders shall be disciplined for raising concerns or requesting additional education or

training for in regards to safety.

Emergency Action Plan

Employees are trained on the proper procedures for fire, evacuation routes, tornadoes,

shelter areas, chemical spills, and other emergencies, as applicable.

Bloodborne Disease Control

Anguil believes that as part of providing and maintaining a safe place of employment, it is

necessary to communicate and train employees about the hazards of possible exposure to

diseases through contact with blood or bodily fluids. Only trained first responders are au-

thorized to provide medical aid to an injured stakeholder and to coordinate the clean-up anddisposal of potentially infectious materials. All employees will be trained on our bloodborne

disease control policies and procedures upon hire and periodically after, as necessary.

147,731 0Hours worked by average of 68employees Work-Related Incidents

SAFETY BY THE NUMBERS (2013 OSHA LOG)


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Hazard Communication Program

Employees are responsible for making sure they are familiar with the chemicals and materi-

als they are using, handling, or coming in contact with in the working environment. Anguil

provides training and information regarding hazardous materials and where they are used.

Lockout/Tagout Procedures

Anguil provides safety guarding, where required, which is to remain in place at all timesunless the equipment is being shut down for setting up maintenance, servicing, or making

major adjustments, and other safety procedures are properly substituted for the safety

guarding. These substitute safety procedures are known as safety lockouts and are

designed to protect the involved stakeholders from injury by de-energizing the equipment or

process while maintenance is being performed.

Tools and Equipment Operations

Employees are instructed to decline operation of any tools, equipment, or processes unless

they have undergone proper safety training and are

authorized to do so.

Hearing Protection

Anguil will provide appropriate hearing protection to em-

ployees working in certain jobs or production areas where

the noise level is considered to be potentially damaging.

Safety Eyewear ProtectionEye safety of employees is a prime consideration. Anyone entering a designated safety eye pro-

tection area during times of operation is required to wear approved safety eyewear protection.

Safety Shoes

Steel toe safety shoes are a requirement for individuals working in certain conditions or

where required by customers and suppliers.

Safety Harnesses

To be in compliance with OSHA regulations, all employees working more than six (6) feet above

ground will be required to wear a safety harness while working on an Anguil job site. These har-

nesses, which will be furnished by Anguil, are to be taken with the employee to all job sites.

Personal Protective Equipment (PPE) Benefit

Employees performing certain duties may be required to wear personal protective equip-

ment (PPE) such as safety glasses, shoes, hard hats, and safety harnasses. The Company

may provide basic equipment, such as non-prescription safety glasses and safety harnesses.

Electrical Fall Protec-

tion

Forklift

Certified

Lock Out/

Tag Out

19 20 12 18

TRAINING CERTIFICATIONS


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ANGUIL WELLNESS

BUILDINGASTRONGWORKFORCEThe Anguil Wellness Program promotes the nurturing of themind, body, and the communities in which we live. We are proudof our commitment to wellness and the role it plays in the qualityof our employees lives. Anguil seeks to offer a diverse varietyof wellness opportunities to make living and working well as ac-cessible as possible, including Biggest Loser fitness challenges,

team ultimate frisbee, onsite yoga classes, delivery of CommunitySupported Agricultural (CSA) baskets, extended lunch breaksif used to exercise, lunch and learns, healthy lifestyle educationresources, and the much loved onsite chair massages around

the holidays.


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ELLNESS PROGRAMS

Wellness education classes

Onsite fitness room with shower facilities

ommunity Supported Agriculture (CSA) basketlivery program

unchroom healthy snacks

ree annual Health Risk Assessments (HRAs)

Motivational exercise challenges

Onsite group exercise classes

dopt-a-Highway clean up

haritable giving and community service opportunities

Onsite chair massages

MMUNITYWELLNESSguil actively seeks opportunities to get involved in oural community to make a positive difference. Anguilently became an Adopt-a-Highway sponsor to pick upsh in our neighborhood. Other charitable giving recipi-s include Toys for Tots, Hunger Task Force, St. Judessearch Hospital, and American Cancer Society.

37 16 30 18Annual Health Risk

Assessment

CSA Basket

Deliveries

Average Lunch and

Learn Attendance

Biggest Lo

Challenger

WELLNESS PROGRAM PARTICIPATION (by Number of Employees


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Housekeeping

Good housekeeping is having a place for everything and everything in its place. Employees are expected to always keep work areas

orderly and walkways free from obstructions.

Industrial Hygiene and Physically Demanding Work

Employees whom may be exposed to chemical, biological, and physical agents are to be identified, evaluated, and controlled. Engineer-

ing or administrative controls must be used to control overexposures. When hazards cannot be adequately controlled by such means,

worker health is to be protected by appropriate personal protective equipment programs. Employees performing physically demanding

tasks, including manual material handling and heavy or repetitive lifting, prolonged standing, and highly repetitive or forceful assembly

tasks are to be identified, evaluated, and controlled.

Work Related Injuries and Accidents

Employees who are unable to work because of a work-related injury or illness will be given an unpaid leave of absence. The length of theleave and the amount of compensation will be in keeping with state Workers Compensation laws. This leave may run concurrent with

other leaves offered through the Company.

Procedures and systems are in place to prevent, manage, track, and report occupation injuries and illness. It is the responsibility of all

stakeholders to familiarize and follow these procedures. There are certain procedures that will be followed when employees are injured

on the job. In general, these procedures are:

An employee who is injured on the job is expected to report the injury or illness to Anguil as soon as the injury or illness happens, no

matter how slight the injury.

Anguil will ensure that the injured employee receives proper treatment, completes the appropriate paperwork, and that the employee

returns to work as soon as possible.

Investigate causes of injury or illness and implement any corrective actions to minimize or eliminate these causes.

A written return-to-work report will be required for all employees upon return to work. Workers Compensation cases may be consid-

ered closed when the employee returns to work, when all therapy and treatments have been completed, or when the employee has

reached a healing plateau as determined by state Workers Compensation laws.

Prohibited Unsafe Conduct

Horseplay or any form of unsafe conduct has no place in a working environment at Anguil and is prohibited. It is the responsibility of everyemployee and stakeholders to follow the safety guidelines and work safely.

Sanitation, Food, and Housing

Employees, while out in the field, shall be provided with access to clean toilet facilities, potable water and sanitary food preparation, stor-

age, eating facilities, and clean comfortable housing.

Smoking

The Company supports a no-smoking policy by offering smoking cessation assistance and benefits for employees.


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Goal Actions Evaluation Period AccountabilityEnsure that allemployees are workingunder 60 hours perweek

Communicate expecta-tion to employees andmanagement, monitoremployee working hours


Make Anguils safetyprogram more

transparent

Task to safety team,develop a company

communications plan,define an access pointfor all safety relatedinformation


Maintain EMR Ratingbelow 1.0

Task to safety team,develop a company com-munications plan to bringawareness, monitor andassess implementationof safety procedures



LABO

RGOALS|2014-2015


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ENVIRONMENTOur corporate slogans Committed to Cleaner Air and Committed to a Cleaner Earth are the foundation of the sustainability practices

at Anguil. We are in the business of air pollution control and energy recovery. Our goal is to provide pollution control and energy solutions

today to help our customers remain profitable tomorrow. We may be a small company, but we do recognize that we too still make an

impact on our environment from soil, to air, to water, and everything in between. As such, the surrounding environment is at the focus of

how and why we do business the way we do.

We recognize the importance of providing high quality products while minimizing our impact on the environment around us. We believe

strongly that transparency within our supply chain leads to maximizing our efficiency while minimizing our environmental footprint. Con-

sistently practicing sustainability will take some creativity by all levels of our organization, but continues to positively affect our overall finan

cial health by giving us a broader overlook at who we are, who are stakeholders are, and strengthens our community and environment

around us. Our business is more robust and healthy when our partnerships, community, and environment are at their strongest.


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Materials

To minimize our impact on the environmental, we use raw materials efficiently and strive to conserve resources. We are committed

to recycling all of our raw materials, finished products, and other resources including reusing packaging material, shipping boxes, and

pallets. We are in the business of protecting the environment and as such, we strive to protect it and minimize our impact on it. Anguil

encourages all of our business relationship partners to do the same.

Energy Conservation

Anguil has looked both internally at our building and office areas and externally at our product offerings to find innovative ways to conserve

energy. The recent expansion of the Anguil corporate headquarters has given us the opportunity to renovate, which has included better insula-

tion, high efficiency lighting, and increased use of motion detector lighting in areas that are less frequently used to reduce our electric usage.

Anguil has also performed an energy audit through Focus on Energy to look at ways to further reduce our energy usage. This audit led

to the installation of a more efficient boiler and AC system and elimination of air leaks throughout our property. Anguil now has a pro-

grammable HVAC system thus allowing comfort when needed and eliminating unnecessary energy usage. This audit also led us to install

strip door material in our warehouse to help increase energy efficiency within our building.

Anguil has also undertaken smaller initiatives, such as installing paper towel dispensers to reduce our paper usage around the office.

Anguil reusable water bottles were given out to our employees to eliminate usage of disposable plastic water cups and bottles. Anguil

asks their employees to turn off monitors and computers when not in use.

As for our product offerings, our standard Regenerative Thermal Oxidizer (RTO) is designed to recover a nominal 95% thermal efficiency

(TE) and we have designed systems up to 97%. We are constantly looking at ways to reduce the operating cost on our equipment to give

our customers the most cost effective and efficient products.

Anguil designs and installs energy recovery products for even further conservation of energy. We offer plate and shell -and-tube heat

exchangers. Hot oil coils, waste heat boilers, and concentrator wheel systems are all product offerings to help our customers harness

wasted heat and turn it into something useful within their facilities and minimize their impact on the environment. A few examples of ways

facilities use their energy in innovative ways are to use it as process heating and/or cooling, plant comfort heat, parts drying air, air pollu-

tion control, preheated combustion air, heated process water, and plant power generation.

2013 UTILITY COSTS J F M A M J J A S O N D

GAS (Therms) 1391 1841 1592 1210 387 716 59 169 224 253 754 1827

ELECTRIC (kWh) 42000 37600 36800 38800 37600 38000 48800 39200 42400 33200 29200 32800

2013 TOTAL ENERGY USAGE (kWh) 2013 TOTAL GAS USAGE (Therms)


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Water

Anguil strives to be good stewards for water conservation and understands that water

is a precious resource that we must not take forgranted. Our own operations are not

very water-intensive. As such, we will measure our water usage and over the next yearand find ways to monitor our water flow internally, but also within our supply chain by

asking them to be more transparent.

Biodiversity

Our current operations are in areas that have not been in identified as protected or high-risk biodiversity areas. However, even though we

may not be in areas that are high at risk, we value the biodiversity around us and realize it is vital to human life. Anguil aspires to prevent

further destruction of natural habitats and preserve the unique ecosystem in which we live. We ask all of our stakeholders to do the same.

Emissions

In order for us to understand our emission footprint, Anguil will undertake a detailed assessment of our greenhouse gas emissions to establish

our footprint. Compared to other parts of our supply chain, we have a very low energy intensive process. However, we will continue to work

internally and externally with our supplies to reduce our greenhouse gas emissions from processes used in the manufacturing of our products

The air pollution control products we design and install destroy Volatile Organic Compounds (VOCs), Hazardous Air Pollutants, (HAPs),

NOx and odorous air emissions. Our customer are guaranteed compliance with EPA, state, province, and international regulations. Weguarantee a VOC Destruction Efficiency (DRE) as high as 99% or an outlet concentration of 20 ppmv as C1 (methane), whichever is less

stringent per US EPA Method 25A.

Products and Services

From air pollution control, to cleaning up soil contamination, to cleaning waste water, to energy conservation, our product offerings help

protect the environmental and allow companies to maintain their own sustainability commitments. In essence, our customers look to our

expertise to help them achieve their sustainability goals for air, water, soil and waste heat and energy recovery. Anguil works with our

customers, representatives, manufacturers, and independent consultants to offer ways to make our products better both for safety and

quality. Encouraging research and development will strengthen our commitment to sustainability as well as provide new and innovative

ways to design and build our products. By getting everyone involved, we are able to design the best overall product and services for our

customer to meet their needs and minimizing time, energy, materials, and emissions waste.

Suppliers

Our long term goal is to create a system for tracking and monitoring suppliers, as well as develop a Supplier Code of Conduct to adhere

to our standards for ethics, employee relations, management systems, health, safety, sustainability, reliability, and quality. We hope to

introduce a step-by-step system and policy set up over the next couple of years to help us assess the performance of our major suppliers.

2013 WATER USAGE Q1 Q2 Q3 Q4 2013 TotalWATER (CCF) 37 49 102 117 305

2013 TOTAL WATER USAGE (CCF)


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50

Boxesof

8.5 x 11paper ordered

in 2013

We believe that collaborating and interacting with our suppliers and partners is critical in managing our business and our sustainability

mission. Having higher expectations for our suppliers ensures the supplier has a vested interest in our business and allows us to have a

better collaboration and transparent environment.

Corporate Recycling Program

Environmentally responsible employees continue to make recycling a priority at Anguil. To minimize our copy paper

usage, Anguil strongly encourages their employees to use electronic tools, recycling paper stations are provided

at all employee desks, and our printing stations are defaulted to double-sided printing.

Over the past decade, our business has shifted from hardcopies to increasing electronic avenues.

However, when hardcopies are needed, we do use green printing products. Our main hard copy marketing

materials are produced using green printing practices and mixed sources, which ensures that the product is

from well-managed forests and other controlled sources.

In our lunch rooms, Anguil has multiple recycling stations set up for recycling of paper, glass, aluminum, and plastic. There is no excuse

within our offices not to recycle. All of lunch rooms have energy star energy efficient appliances.

Anguil has installed a dishwasher to encourage their employees to reduce unnecessary landfill waste. Anguil has minimized our dispos-

able plastic silverware, paper plates, and plastic cups usage by provided reusable dinnerware and silverware.

TransportAnguil does not have any of our own distribution vehicles to move our products, so developing relationships with fabricators worldwide is essen-

tial to minimizing our transport costs and environmental footprint. No longer is it a necessity to build a large system near our headquarters and

ship it overseas. Instead, we have worked with and will continue to work with partners throughout the world to fabricate our products closer to

where they are being purchased. This in turn, decreases transportation cost, the dependence on fossil fuels, and improves carbon efficiency in

our logistics supply chain.

Another area we have worked on to reduce our transportation cost is replacement parts for our systems. We try to drop ship mate-

rial directly to site instead of routing them through our headquarters and then to the customer, eliminating unnecessary emissions and

transportation costs.

Business travel is important part of what we do, whether it be for closing a deal for a new piece of equipment or servicing equipment at

customer sites. As we continue to expand in the global arena, we realize we must be creative and innovative in how we do business. We

continue to identify more efficient and creative ways to make our business travel go further, including the use of online web conference

and phone services to visiting multiple sites within a geographic area to make the trip more productive.

We also recognize that we cannot be everywhere all the time, and we have worked hard and continue to find a representatives to aid us


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in the selling of our units and servicing our products worldwide. Developing those relationships and strengthening the bonds of our repre-

sentatives and certified service engineers will continue to be a sustainable focus for us as we do more business internationally.

Another way we have decreased our travel expenses is all of our oxidizers include a modem or are VPN-connected, which allows Anguil

to remotely log on to each of our units and see any issues that our customers may be experiencing. This capability helps reduce trans-

portation expenses, system downtown, and emissions by allowing us to troubleshoot service issues at all times and make any program

changes remotely.

Compliance

At Anguil we recognize the importance of setting goals and using identified metrics to show whether we have met those goals or not.

Tangible results are the foundation of our sustainability program. In order to determine what goals we should set and what metrics are

best to measure those goals, we must know our entire supply chain and have a transparent work flow so that we can control how our

products are made from the material to the end product.

At times, governmental or customer compliance requirements may arise without warning and having a fluid sustainability program that

includes contingency planning is essential for our organization. Our sustainability program cannot be so rigid that adaptation does not

exist. We instead will focus on what is at the forefront for our stakeholders and participate in our industry association and within our

community to stay on top of upcoming regulatory developments and trends.

Anguil strives to comply with all environmental and social policies globally, internationally, nationally, statewide, and locally. Our framework

and standards coincide with internationally recognized standards. We acknowledge that as we grow and evolve, so too does the world

around us. Our ability to adapt and adhere to these requirements and new challenges will be key to our success.

Sustainability is a cultural element that impacts all aspects of the organization. It is an awareness in all activities performed and a big pic-

ture understanding of how our processes and products affect the world around us. Anguil will continuously train, assess, monitor, and ask


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questions about how and why we do the things we do and keep in the forefront that our stakehold-

ers rely on us to do this.

GOVERNANCE / ACCOUNTABILITY

Several teams have been created to ensure the mission outlined in our sustainability reports is

a key focus throughout the organization. This teams focus is to assess, improve, implement, and

integrate the strategies into Anguil.

Stage Gate Team This team is focused on processes and procedures for our product delivery

methodology. This team is responsible for the framework for internal and external stakeholders

to optimize information flow and define project needs. This will enhance communication, efficiency,

quality, accountability, cost savings, and customer satisfaction.

Technology Team This teams focuses on processes, procedures, and training for effective and

efficient uses of technology and its deployment to our employees. The team focuses on developing

employees to ensure their commitment to our organization long term.

Cost Reduction Team This team is focused on defining our products standards, designs, compo-

nents, and technologies. This team also is looking at ways to reduce cost while maintaining quality.

Process Improvement Team This team is focused on the creation of our quality management

system and root cause solutions to process issues. This group is tasked with maintaining our

Anguil Standard Practices (ASP) Manual.

Safety Team This team focuses on setting policies and procedures to ensure Anguil is providing

the safest work environment. They are also responsible for training, recording, investigating safety

related incidents, and setting objectives.

Wellness Team This team is focused on providing health and wellness opportunities for our

employees to make them more wel l-rounded professionals.

Executive Management and Steering Committee Team Oversees the entire sustainability

approach at Anguil. The steering committee members are liaisons for their respective team to

ensure the mission and values outlined are those that the company feels are most important.

Reporting

Anguil obtains, maintains, and keeps current all information and reporting requirements. Anguil will pro-

duce an annual sustainability report which will include economic, environmental, social, and governance

performance. This report will serve as our ongoing commitment to transparency and sustainability.


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Supplier Environmental Assessment

Anguil is striving to establish a Supplier Scorecard, which will include a supplier environmen-

tal assessment. At this time, we will remind our vendors, subcontractors, and suppliers that

sustainability is at the forefront of our business to ensure accountability and transparency

in following all laws and regulations applicable to their business.

Anguil will begin the dialogue with our major suppliers on how they can begin to increase

their transparency and accountability with us in the immediate future. Our talks will be holis-

tic in our process to ensure mutual adoption of ideas between our company and suppliers.

Environmental Grievance Mechanisms

Our main contact for all environmental grievances will be our Director of Operations. This

position will be the point person to record and respond to concerns, and will cultivate a

trusting, accountable, and transparent environment with a consistent approach for resolv-

ing potential concerns.

The main objective will be to document and acknowledge, investigate, assess and assign, create/

update procedures or policies, train and communicate the responses, and lastly, follow up and

close out. The outcomes of grievances must be seen as fair, effective, lasting, and consistent.

This systematic process will help allow Anguil to be more proactive in identifying emerging

issues and trends to help facilitate corrective action plans quickly and efficiently. Having a

methodical approach allows those who have identified an issue to know what to expect and

the process involved. This approach also assures a predictable response time.

Anguil continues to be an industry leader and is making steady process internally in

minimizing our impact on the environment. Environmental consciousness is not a onetime

challenge, but rather a continual opportunity and commitment made throughout the orga-

nization to improve our business impact. Anguils main focus over the next year will be to

measure our baseline performance in the areas identified above and reduce risks and liabili-

ties where we find opportunities for improvement. This will allow us to set realistic long-term

goals and objectives for continuous improvement both internally at our office and externally

with our stakeholders in our enduring commitment to sustainability.


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ENVI

RONME

NTGOALS|2014-2015

Goal Actions Evaluation Period AccountabilityImplement program tomeasure water usageinternally and withinsupply chain

Develop record keepingof water usage, ask oursupply chain to be more

transparent


Develop and implement aSupplier Code of Conduct

Develop step by stepimplementation plan,

establish supplier expec-tations, communicateexpectations to suppliers


Develop and implement aSupplier Scorecard

Remind suppliers ofAnguils commitment tosustainability, create asystem for tracking andmonitoring suppliers


Establish Anguilsenvironmental footprint

Develop trackablemetrics, createdocumentation plan


Zero manufacturingwaste going toconventional landfills

Communicate goalto all employees andstakeholders, initiatedevelopment of trackablemetrics


Produce annualsustainability report

Create action plan toimplement sustainabillitygoals, monitor progress

toward obtaining goals




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Anguil World Headquarters

Anguil Environmental Systems, Inc.

8855 N. 55th St. / Milwaukee, WI 53223

Tel 414365-6400 / Fax 414-365-6410

[email protected] / www.anguil.com

Global Technologies

Anguil Environmental Systems, Inc.

8855 N. 55th St. / Milwaukee, WI 53223

Tel 414-365-6430/ Fax 414-365-6410

www.globaltechnologiesinc.com

Anguil Asia, Ltd. - China

69 of Volkswagen Creative Industry Park

Lane 156

Changji Road, Anting Town, Jiading District, Shanghai

(201805)

Tel 86-021-61250788 / Fax 86-021-61250785

www.anguilasia.com

Anguil Asia, Ltd. - Taiwan

9F-3, No. 321, Fu Hsin South Rd.

Sec. 1, Taipei 106 Taiwan

Tel 886-2-2707-9886 / Fax 886-2-2704-3267

A Note About The Numbers:The data contained in this report represents the first time Anguil has attempted to track these

metrics. This data was used to identify areas of opportunity as we established the sustainability goals outlined in this report and

anguil sustainability report_12-14-web.pdf

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