Since 2005, CDL has been a signatory to the United Nations Global Compact and is committed to its principles on Human Rights and Labour, which are derived from the Universal Declaration of Human Rights and the International Labour Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work. Our stand on human and labour rights were first outlined in a Corporate Statement on Human Rights released in 2012. In 2016, we expanded it to a Human Rights Policy to reflect the international growing concerns in this area. The policy is published on CDL’s website and communicated to our builders and contractors for adherence.
Additionally, CDL fully complies with the following legislations on the welfare and rights of our employees. In 2016, there were no incidents and grievances of discrimination, child labour or forced labour at the CDL Corporate Office.
The Employment Act
The Employment Act outlines the statutory requirements of hiring employees in Singapore. Employees are eligible for overtime compensation in accordance with the Employment Act. Beyond compliance, our employee benefits typically exceed the requirements stipulated within the Act. Benefits are extended to managerial and executive level employees who are not covered under the Act. More information on our benefits can be found in the next page.
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 in. 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, CDL ensures that all employees are issued employment contracts specifying clear employment terms and conditions. We also require our suppliers to adhere strictly to such legislations.
Respect for Freedom of Association
CDL respects all employees’ fundamental rights to freedom of association and the right to be members of trade unions. Although CDL is not a unionised company, 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.
On the other hand, our key subsidiaries CBM Pte Ltd and The Tower Club are both unionised, providing their workforce with a channel for collective bargaining.