HUMAN RIGHTS
The Group has always upheld the fundamental principles of human and workplace rights in places where we operate. Since 2005, the Company has been a signatory to the UNGC’s principles on Human Rights and Labour, and is guided by international human rights principles as derived from the Universal Declaration of Human Rights and the International Labour Organisation’s Declaration on Fundamental Principles and Rights at Work.
In 2022, the Company launched a review of our Human Rights policy to further streamline our human rights due diligence process and human rights mitigation and remediation mechanisms. We aim to work with affected stakeholders or their legitimate representatives in relation to the following labour rights issues: freedom of association and the effective recognition of the right to collective bargaining; forced labour; child labour and non-discrimination in respect of employment and occupation. The policy further strives to align with remediation and mitigation processes that complement CDL’s Whistleblowing policy and grievance processes.
This policy complements CDL’s Sustainable Investment Principles in identifying and assessing risks by geographic context, sector and business relationships throughout the Group’s activities and our value chain.
Human Rights Mitigation and Remediation
In all contexts, the Group shall comply with all applicable laws and respect internationally recognised human rights, wherever we operate. CDL’s Human Rights policy is aligned with remediation and mitigation processes that complement the Group’s Whistleblowing policy and grievance processes. Where it is necessary to prioritise actions to address actual and potential adverse human rights impacts, the Company will seek to prevent and mitigate those that are most severe or where delayed response would make them irremediable. Should we identify areas in which our operations have caused or contributed to adverse impacts, we provide for or cooperate in remediation through legitimate processes. We will also work with affected stakeholders or their legitimate representatives in relation to the following labour rights issues: freedom of association and the effective recognition of the right to collective bargaining; forced labour; child labour and non-discrimination in respect of employment and occupation.
Employer’s Pledge of Fair Employment Practices
The Company is a signatory of the Employers’ Pledge of Fair Employment Practices with Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). TAFEP works with employer organisations, unions and the Singapore Government to create awareness and facilitate the adoption of fair employment practices. Our key subsidiaries, CBM Pte Ltd and M&C (Singapore-based operations) have similarly adopted TAFEP’s Tripartite Guidelines on Fair Employment Practices and Tripartite Standards respectively. M&C (New Zealand) adopts an Equal Employment Opportunities policy.
Anti-Child and Anti-Forced Labour
In Singapore, legislations such as the Employment Act, Retirement Act, Workplace Safety and Health Act, and Factories Act mitigate risks and incidents of child and forced labour. For example, the Employment Act prohibits the employment of children below 13 years of age and stipulates a clear set of laws for the employment of children between 13 and 15 years old, including their working hours and the type of work they can be engaged for. The Commissioner for Labour must be notified if they are engaged in industrial undertakings or have obtained permission to work on their rest days.
In addition to the existing legislations, the Company and M&C (New Zealand) ensures that all employees are issued employment contracts specifying clear employment terms and conditions. We also require our suppliers to adhere strictly to such legislation.
Respect for Freedom of Association & Collective Bargaining Agreement
The Group respects all employees’ fundamental rights to freedom of association and the right to be members of trade unions. Although the Company is not unionised, we are guided by the Industrial Relations Act which allows trade unions to represent our employees for collective bargaining, providing our employees with an avenue to seek redress for disputes. Our key subsidiaries M&C, CBM Pte Ltd and Tower Club employ staff who are trade union members, providing them a channel for collective bargaining. 9% of CDL Group’s workforce are represented by an independent trade union.