KUMPULAN FIMA SUSTAINABILITY REPORT 2018

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6 6 Sustainability report
SUSTAINABILITY REPORT 2018
Other negotiated terms and conditions of employment
contained in our collective agreements include, among others,
matters such as wages and performance management.
During the year, the Group did not experience any situations
with the unions that resulted in a work stoppage.
Malaysia Indonesia
Total No of Employees 870 1,216
Unionized Employees 150 188
% of Unionized Employees 17.2% 15.5%
We are against any forms of forced labour and underage
workers, and we rigorously enforce these principles at all our
places of work. Each employee’s profile and identity document
are maintained in our HR data system, and we continuously
monitor compliance with the minimum legal working age
requirements enforced by the local authorities in the countries
where we operate our businesses. All employees work on their
own free will and without coercion. During the year, there has
been no incidence of child or forced labour in the Group.
All our operations have grievance mechanisms that are
accessible, accountable and fair, enabling concerns to be
raised without fear of recrimination. This includes the Group’s
‘whistleblowing’ policy and procedures in place for any
issues identified. Our whistleblowing policy can be viewed at
Benefits and Welfare
The Group’s compensation structure includes fixed and
variable components depending on the employee’s job grade.
Each location within the Group has its own locally defined
employee benefit schemes. For eligible employees, these
include:
• contributions to retirement fund;
• medical benefits for outpatient, specialist and
hospitalisation treatment for employees, spouse and
eligible children;
• group term life and personal accident insurance;
• alternative working hours;
• provision of housing with clean running water and
sanitation to our plantation workers.
The Group pays at least minimum wage as required by law in
the countries in which the Group operate and in no areas of
operation does minimum wage varies by gender.
In Indonesia, PTNJL’s employee wellness is managed through
an on-site clinic staffed by full-time clinic assistants. PTNJL
also provides free transportation for the workers’ children to
nearby local schools. There is also a crèche at the estate which
is subsidised by the company that caters to the needs of the
plantation staff and workers. The provision of these facilities
has enabled women to join PTNJL’s workforce.