CDL values our
employees as they are our key pillar of success.
We endeavour to cultivate and nurture our talents,
and provide them with a safe, fair and conducive
workplace. In doing so, we hope to develop and
realise their potential as well as bring out
the best in them.
believes in cultivating and nurturing
our employees, who are our greatest
asset. We are committed to creating
a positive workplace where our people
can work in an inclusive environment
and are rewarded fairly.
At CDL, we want
to be the employer of choice for our employees.
We have over 300 employees in Singapore and
are a signatory of the Employers’ Pledge
of Fair Employment Practices with The Tripartite
Alliance for Fair Employment Practices (TAFEP)(1).
We have put in
place a number of systems and processes, and
identified Key Performance Indicators (KPIs)
to track, collate and analyse useful information
for the development and retention of necessary
skills and capabilities. CDL has a wide array
of programmes and policies aimed at cultivating
and developing the competencies and wellbeing
of our employees. We believe in developing our
employees and providing them with the opportunities
We are committed
to promoting and advocating the importance of
work-life harmony and workplace health. Our
programmes and policies have proven to be successful
as shown by some of our achievements in 2009.
We attained an annual employee turnover rate
of less than 11% and four days or less of medical
leave taken per employee per year in 2009. CDL
aspires to be the industry leader in the areas
of work-life and workplace health initiatives
and we have received a number of awards that
have affirmed our commitment in valuing our
Tripartite Alliance for Fair Employment
Practices (TAFEP) was formed in May 2006
to promote non-discriminatory employment
practices and to shift mindsets among
employers, employees and the general public
towards fair employment practices for
all workers. Members include employer
representatives, union leaders and government
CDL stands by
our policy on non-discrimination and fairness,
and ensures that our people processes, including
the recruitment process, adhere to strict guidelines.
There is no preference of gender, ethnicity,
religion or age in our recruitment processes.
In 2008 and 2009, there were no reports of incidences
of discrimination by our employees.
We attribute our
business success to the support of a dynamic
and diverse workforce. We value their contributions
and shall continue to capitalise on their competencies
and strengths while providing equal opportunities
for them to develop and grow.
We hire based
on competencies and the appropriate fit within
the Company. We emphasise on merit and performance.
At CDL, we have more females than males across
the ranks. In 2009, female Heads of Departments
represented 57.1% (12 of 21 Heads of Departments)
of the workforce in the same cohort.
The Company is
represented by a balanced mix of employees with
the majority (59.9%) falling between the ages
of 31 and 50. CDL leverages on the knowledge
and wisdom of our more experienced employees
while capitalising on the drive and enthusiasm
of our younger ones who may bring with them
an alternative perspective to enhance our business.
to value the tacit know-hows and experiences
of our senior (by virtue of age) employees and
has extended employment to employees who have
passed the retirement age of 62 under the Singapore
Retirement Age Act. They will be able to continue
their employment on a yearly contract basis,
if they are performing up to expectations and
are certified medically fit. In 2009, 2.5% of
our employees are over the age of 62.
At CDL, we continue
to offer full remuneration to older employees
who are beyond 60 years old even though the
Singapore Retirement Age Act gives Singapore
employers the discretion to reduce wages by
up to 10% when extending employment to those
72% of our employees
hold tertiary qualifications and above (this
includes holders of diploma, degree and Masters
qualifications). Our employees are strategically
placed in their roles, given their experiences,
competencies and potential.
employee engagement for the development of better
employee relations is a priority at CDL. We
firmly believe that our employees should have
access to various constructive dialogue mechanisms
within the Company to voice their concerns and
advance their interests. More information can
be found here.
i) Freedom of Association
At CDL, we respect
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 that allows representation of employees
by trade unions for collective bargaining thus
providing them with an avenue to seek redress
on their disputes.
As part of our
efforts to recognise employees’ participation
in professional bodies, CDL supports employees’
subscription to these professional bodies.
ii) Resolving Grievances
We have a process
in place to manage employee grievance, if any,
to ensure the matter is heard in a fair and
impartial manner. We also have in place an internal
Whistle-blowing Policy that deals with the receipt,
retention and treatment of complaints regarding
the Company’s accounting, financial reporting,
internal controls and auditing matters, as well
as protection of the confidential or anonymous
reporting by employees of legitimate concerns
regarding these matters.