Job Creation And Employment

CDL adheres to the Tripartite Guidelines on Managing Excess Manpower issued by the Ministry of Manpower (MOM) and its tripartite partners, Singapore National Employers Federation and the National Trades Union Congress. The company supports and shares a similar philosophy as the Tripartite Guidelines, which strongly encourage companies to manage excess manpower and consider reorganisation as a last resort. The Guidelines also suggest providing company retraining programmes for workers, redeployment of workers to alternative areas of work, implementing shorter work weeks, temporary layoffs, flexible work arrangements, and managing wage costs through a flexible wage system.

In the event of termination or employee resignation, a minimum notice period of one to three months needs to be fulfilled, depending on the employee’s job grade. Due to operational requirements, middle and senior management are required to provide a notice period of two and three months respectively.

Our Employees

As at 31 December 2016, CDL has a total 413 employees. Close to 7% of our employees are hired on permanent contract basis.

93% of the Heads of Departments (HODs) are Singaporeans or Permanent Residents, hired from our local community. In 2016, 40% of our HODs were female.

Employee Retention

CDL’s successful employee engagement is evident from our employees’ length of service. The average tenure of our employees is about 9.4 years and more than 55% of our employees have been with CDL for more than five years. CDL’s employee turnover rate of 15.8% continued to remain significantly lower than the national average of 22.4% in 2016.