FIMA CORPORATION SUSTAINABILITY REPORT 2019

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Human Rights & Workplace
Relations
We implement our
commitment to supporting
human rights and labour
rights through a range of policies,
strategies and initiatives that reflect
the diverse range of conditions
our business operates in and we
also require our contractors and
business partners to observe these
commitments.
We respect our employees’
right to freedom of association,
to join unions as well as the
right to collective bargaining in
accordance with local laws. We are
committed to working honestly and
transparently with labour unions
and we undertake negotiations
in good faith. As at 31 March
2019, 55.2% of our employees are
represented by labour unions. Our
collective bargaining agreements
with these representative groups
contain provisions covering
grievance and discipline processes,
paid time off, paid maternity
leave and collectively bargained
severance and separation
benefits. 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 519 1,149
Unionized Employees 140 781
% of Unionized Employees 27% 68%
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.
Further, we require that all
employees hired by suppliers/
contractors must have a contract
governed by local labour laws.
All employees work on their own
free will and without coercion.
However, there have been instances
at our estate in Indonesia where
children accompanied their parents
to the fields and assisted in loose
fruit collection and other light
tasks. To deal with this issue, spot
checks are conducted regularly and
facilities such as free transportation
for the workers’ children to nearby
local schools and creches are
provided where parents can leave
their children while they go to
work.
Whistleblowing
Our open-door policy enables
employees to speak directly
with all levels of management
about their ideas or concerns.
We also provide other ways
for employees and external
stakeholders to report concerns,
such as all our operations have
grievance mechanisms that are
accessible, accountable and fair
and in all cases, consequence
management (e.g. official warning,
suspension, dismissal) are in place.
The Group’s whistleblowing policy
sets out guidelines for individuals
who wish to report possible fraud,
illegal acts or misconduct and
we make every effort to provide
appropriate protection and
protect the confidentiality of those
who raise these concerns. The
Group Internal Audit Department
is empowered to conduct
investigations of suspected and
reported incidents.
Our whistleblowing policy can be
viewed at
com/corporate-governance
Benefits & 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.
Social
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