Human Rights and Social Policy
It is the Company’s policy to treat everyone in Kenyon and everyone with whom we come into contact with respect, fairness and dignity.
Prevention of Underage Labor and Forced Labor
Kenyon will ensure that all employees are at least 18 years of age.
The Company will not use involuntary labor or require payment of fees or the surrendering of passports as a condition of employment.
Working Hours
Work schedules and overtime hours will be kept consistent with the Singapore’s Employment Act (“Employment Act”).
All overtime work will be voluntary.
Wages and Benefits
The Company will pay employees their wages in a timely manner and payment will include overtime pay at the legal rate as provided by the Employment Act, and benefits that meet or exceed the minimum required by law and/or contract. Wage deductions will not be used as a disciplinary measure.
Freedom of Association
Employees shall have the right of freedom of association and collective bargaining within the appropriate national framework.
Anti-discrimination and Anti-Harassment Policy
The company is an equal opportunity employer. The company does not allow any form of discrimination. Besides that, any form of harassment is unacceptable.
Any reports of discrimination or harassment will be treated seriously and investigated promptly by the management. Any employee who believes that he has been a victim of such conduct should refer to Appendix 1 (Anti-discrimination and Anti-Harassment policy) and follow the procedures within.
Grievance Procedure
Employees who have grievance may reach out to their direct supervisor or to their Head of Department or to file a report by writing to report@kenyon.com.sg.
If the grievance involves another employee, that employee has the right to receive a copy of the allegation against him/her.
All grievances shall be investigated and a resolution shall be recommended.
Protection for Whistle Blower
Kenyon does not tolerate any malpractice, impropriety, statutory non-compliance or wrongdoing by employee in the course of their work. Anyone employee can raise their concerns to their immediate supervisor, manager, Head of Department or by submitting a report to report@kenyon.com.sg.
The Company shall protect the whistle blower’s identity and prohibit discrimination, harassment and retaliation. The matter shall be investigated promptly and the outcome communicated.
If the employee made an allegation in good faith, but it is not confirmed by the investigation, no action will be taken against him/her. However, if an employee makes an allegation knowing it to be false, disciplinary action may be taken against him/her.
This promotes a culture of openness, accountability and integrity.
Appendix 2 outlines Kenyon’s Whistleblowing policy and procedure.
Workplace Health and Safety
Kenyon is committed to provide a healthy and safe working environment for all employees. All employees in turn are obligated to carry out their work in a safe manner without causing harm to themselves or to others. Any potentially unsafe or unhealthy situation must be reported immediately.
Working and Living Conditions
Employees who are provided with housing live in clean and safe living spaces that exceed the requirements of the Urban Redevelopment Authority (URA).
Reports and Corrective Action
The Company shall record and report internally all legitimate human rights issues, in line with this policy. Potential adverse impacts on human rights may be brought to the attention of Supervisors/Managers/Management and these shall be discussed and addressed through prevention or mitigation, while actual issues shall be a subject for remediation.
Any issue that requires remedy will be addressed and when solved, a prevention procedure will be documented and all employees will be briefed.
Review
This policy will be reviewed annually and added to or amended where necessary.