INSP IRAT IONAL WORKPLACE & CULTURE Sect ion 08 53 SUSTAINAB I L I TY Report 2022 INSP I RAT IONAL WORKPLACE & CULTURE ADHERENCE TO LOCAL LABOUR LAWS AND INTERNATIONAL CONVENTIONS Ranhill is governed by the Malaysian Employment Act 1955 and all other relevant labour laws of Malaysia. These are in line with the statutes stipulated by the International Labour Organisation (“ILO”) and the Universal Declaration of Human Rights. RPI and RPII comply with the Sabah Labour Ordinance and Employment Act 1955. In addition, the Group complies with the following UN Global Compact Principles: In FY2022, Ranhill continues to uphold its track record for zero reported incidents of infringements of the rights of any persons, adult or child, nor any incidence of, forced or compulsory labour. Neither there has been any violation of human rights involving the rights of indigenous people at any time in the Group’s history. Consistent with the aforementioned, Ranhill has put in place policies and procedures to ensure the following is achieved across Group operations: Elimination of excessive working hours Procedure on Fatigue Management Compliance with minimum wage Compliance with Minimum Wage Order 2018 Right to freedom of association and collective bargaining Policy Statement on Human Rights and Labour Standards Prevention of child or forced labour Policy Statement on Recruitment for both employees and vendors Written policies that address non-discrimination, the creation of an equal opportunity workplace, gender and ethnic diversity ENGAGEMENT WITH ASSOCIATIONS ON TALENT MANAGEMENT MATTERS In FY2022, Ranhill SAJ, RWS, RPI and RPII have continued to actively engage the Malaysia Employer Federation (“MEF”) on talent related matters, including safeguarding the rights of employees and all workers operating on sites controlled by the forementioned companies. Engagement has also been pursued with universities and academic institutions towards developing more industry ready and employable talents. The two-way engagement has proven beneficial to both parties and in improving labour standards for workers in the water and energy sectors. RISKS ASSESSMENT ON LABOUR ISSUES Ranhill SAJ conducted a comprehensive risk assessment for labour issues in FY2022. The focus of the assessment was to determine if there were human rights infringements within its operations. The assessment was conducted as part of the procedures for the Business Continuity Management System (“BCMS”). The assessment identified zero incidents of infringement of labour rights or human right abuses. Ranhill SAJ may consider conducting a further risk assessment in FY2023. Human rights, labour, environment and anticorruption Prohibiting child and forced labour Prohibiting retaliation or any form of physical and mental disciplinary practice UN Guiding Principles on Business and Human Rights Ensuring non-discrimination and equal opportunity Respecting worker’s right to freedom of association International Labour Law Supporting a harassment-free and violence-free workplace Ensuring compliance with laws governing working hours and wages
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