INSP IRAT IONAL WORKPLACE & CULTURE 08 Sect ion 58 Ranhi ll Ut i l i t i es Berhad STATUTORY PAYMENTS FOR EMPLOYEES’ RETIREMENT FUND AND MEDICAL INSURANCE Statutory Payments FY2020 (RM’Million) FY2021 (RM’Million) FY2022 (RM’Million) Total payments made to employees in terms of salaries, bonuses and benefits 120.7 267.5 275.0 Total statutory payments made for employeesʼ retirement benefits (EPF) 15.8 27.7 28.4 Total payments in medical insurance (SOCSO) for employees 1.7 3.2 3.4 COLLECTIVE BARGAINING AND FREEDOM OF ASSOCIATION Ranhill SAJ’s Collective Agreement provides for employees’ right to bargain collectively for wages and benefits. The Group respects the right to freedom of association in Malaysia which is provided for in the Trade Union Act 1959, Industrial Relations Act 1967 and Immigration Act 1956 / 63 of Malaysia. There is an active employees’ union for all eligible staff at Ranhill SAJ. As of December 31, 2022, Ranhill has 63.8% of its employees covered by collective bargaining agreements. Employees are constantly updated on their rights and Group Management continues to communicate actively with employees, including employee interest groups and unions. General Workforce Data FY2020 FY2021 FY2022 Percentage of Employees (%) 63.8 61.2 63.8 Beyond remuneration, the collective bargaining agreements addresses healthcare and other benefits. Besides formal collective bargaining agreements, employees may also choose to bring up issues or grievances in a collective manner to the Management. Informal collective bargaining mechanisms are recognised and employees may choose to appoint representatives to represent their interests in discussions with the Management. In addition, Ranhill respects employees’ rights to join or be affiliated with any professional, or political body or any society or cultural groups so long as such entities are not deemed illegal by the law. MINIMUM NOTICE PERIOD FOR OPERATIONAL CHANGES As much as possible, all subsidiary companies provide sufficient notice periods for major operational changes. These include changes in working hours, location of work or change in job scopes. At times, due to emergencies or urgent situations such notices may not be possible. Notices are provided if there are changes in the working hours. While there are no formal or fixed notice periods, all subsidiary companies provide sufficient notice periods at the discretion of Management based on the circumstances of each situation. There are, however, fixed notice periods provided for probationary periods, notices of termination and resignation and other change in job circumstances as mandated by the Employment Law 1955. In FY2022, there were zero complaints received with regard to operational changes. GRIEVANCE MECHANISM & PROCEDURES Employees have multiple avenues to voice grievances. These avenues include reporting grievances to their immediate superiors, HR or to the Group’s whistleblowing mechanism. The availability of multiple channels provides options to employees and ensures that grievances can be voiced and resolved. In some cases, grievances may be against a superior or confidentiality may be preferred due to fear of victimisation or harassment. While employees are encouraged to attempt to resolve issues informally, management unequivocally supports employees’ rights to bring up issues via this official channel for redress or further action. The Group recognises all forms of grievances. These include complaints on sexual harassment, discrimination in any form, abuse, violence, coercion and human rights violations. In FY2022, there were zero cases of grievance reported. INSP I RAT IONAL WORKPLACE & CULTURE
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