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SUSTAINABILITY REPORT 2017
37
Social: Labour Practices and Decent Work
We have clear policies and processes in place to ensure that candidates are recruited and assessed on merit and rewarded based on their individual
Key Performance Indicator (KPI) performance.
EMPLOYEE TURNOVER RATES
Total
Turnover (%)
5.50
2
4
6
8
5.50
6.01
2015 2016
2017
Turnover
(No. of Employees)
27
23
32
2015
2016
2017
40
80
120
160
103
113
128
130
139
160
Total
Female
Male
Employment Practices
We aim to be an employer of choice in Sarawak through providing our
employees with a value and goal-driven working environment that
encourages our employees to realise their full potential on both an
individual and corporate level.
Grievances
In order to handle all grievances transparently and fairly, we have
organised a formalised structure that provides employees with a secure
solution to their problems. During the year, two cases of grievances were
reported and dealt with according to standard procedure.
Grievances are defined as complaints by an employee that are not
satisfactorily settled once brought to their immediate superior’s or
supervisor’s attention. We have a formalised procedure to handle
grievances transparently and fairly.
Sexual harassment
All forms of sexual harassment are strictly forbidden in our operations.
These include making sexual gestures or requesting sexual favours which
contain implied or overt promises of either preferential or detrimental
treatment. Employees must not subject any other employee to any
written or spoken language, or visual material of a sexual nature or with
sexual connotations.
Our employees are encouraged to report unacceptable behaviour that is
either repeated on numerous occasions or is of such a significant nature
that it is offensive and detrimental to a reasonable person. No case of
sexual harassment was reported in 2017.
Notice period for operational change
The changing of an employees’ roles, or operational change, is another
matter in which we take care to provide the appropriate notice. The
amount of time given in the notice depends on the type of operational
change being made. In the case of a significant operational change which
involves a transfer or secondment to another location, the employee is
given reasonable notice before he or she is required to move. In other
instances, a period of one week is considered adequate. A total of 218
inter-company transfers took place throughout the year in review with
the majority of cases being a transfer of company nominally whilst
maintaining the same physical home base. All cases were handled
according to Company policy and procedures.
Local hiring
As we are committed to the development of the local infrastructure and
economy of Sarawak in all aspects, employing Sarawakians continues to
be a priority in the Group’s employment drive. This endeavour is most
evident in our Construction Materials & Trading Division and Samalaju
Development Division as all members of senior management have been
hired from the local community. If we are unable to recruit locally, other
Malaysians are considered before we look further afield.