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Bursa Malaysia is committed to delivering sustainable value for all our stakeholders by creating a vibrant marketplace, protecting the integrity of our marketplace and being a responsible PLC. We constantly engage with our stakeholders to ensure that we integrate key and long-term economic, social and environmental elements into our business strategies and practices.

Statement on Labour Practices and Decent Work Ethics

Statement on Labour Practices and Decent Work Ethics

Communicating our Policies

All our policies are available on Bursa Malaysia’s Employee Information Portal (“My1818”). Any updates to the policies are communicated to our employees through our main communication channel, Bursa@Work. Our policies are mostly in English, it being our main language of communication.

Workforce, Recruitment and Attrition

We have established Hiring and Termination Guidelines to guide our recruitment process. We assess candidates on their core and technical competencies, work experience and qualifications. Various tools are used in the selection process to ensure objectivity in our selection of candidates.

Working Hours

Besides our standard working hours of from 8:45 a.m. to 5:30 p.m., our employees can also opt for alternative working hours from 9:30 a.m. to 6:30 p.m. Three work shifts are applicable to employees who work in departments that operate around the clock such as the Security Department. Saturday is a nonworking day while Sunday is a rest day at Bursa Malaysia. Employees are entitled to rest days and paid holidays on all gazetted Federal public holidays.

Minimum Wage, Remuneration, Benefits and Pensions

Bursa Malaysia complies with the minimum wage requirement. We offer competitive benefits and compensation to attract and retain the best talents for the sustainability of Bursa Malaysia and the marketplace. Our employees enjoy various employee benefits such as retirement benefits and a Share Grant Plan as detailed in the EES Performance Data section of this Report and in the Financial Statements of the AR2016.

Parental Leave

Our alternative working hours provide an option for our employees with families. Our employees are also entitled to annual leave and their entitlements vary depending on various aspects. Besides annual leave, female employees are granted 60 consecutive days of maternity leave for up to five children. We also offer two working days of paternal leave for employees upon the birth of their children. Additional information can also be found in the EES Performance Data section of this Report.

Freedom of Association, Collective Bargaining and Labour/Management Relations

Bursa Malaysia recognises the National Union of Commercial Workers (“NUCW”), which is a trade union of employees registered pursuant to the Trade Unions Act, as the exclusive collective bargaining agency that Bursa Malaysia’s eligible employees are members of.

All our non-executive employees are governed by the terms of the three-year Collective Agreement (“CA”).The CA covers elements including working conditions as well as employment policies such as probationary period, discipline, salary structure, bonus, leave, working hours, overtime, rest days, maternity and paternity leave, redundancy, retirement, allowances, and medical benefits, among others. It also covers employees' health and safety topics such as hospitalisation, prolonged illness, insurance coverage and compensation for accidents as well as provision of safety helmets for floor marshals.

Written notice of not later than three months shall be provided to employees and the NUCW prior to implementation of significant operational changes that could substantially affect them.

There was no report received on violation of employees’ rights to exercise freedom of association or collective bargaining in 2016.

Occupational Health and Safety

Bursa Malaysia is committed to ensuring the health, safety and welfare of all employees, contractors and visitors. For our employees, we support work-life balance and promote health and wellness through activities and programmes such as wellness campaigns, awareness and author's talks. We also issue internal communications on health issues when a situation arises.

We have established Occupational Safety and Health ("OSH") policy, which covers all our employees, contractors and visitors. We also have an OSH Committee, which consists of 10 members. The committee is chaired by the Head of Security Services and supported by a representative from the Building Management Team, four management-appointed representatives and four employee representatives.

Training and Education

We believe in continuous training and development to build talent capabilities. We invested to ensure our people are equipped with functional and technical training to upskill their competencies. This is also in tandem with our concerted effort in building effective leaders within Bursa Malaysia through the strengthening of their managerial and leadership skills.

Bursa Malaysia’s Talent Council provides consultation and guidance to all Bursa Malaysia talent management initiatives including succession management. The council sets the direction, and reviews and approves talent development strategies to ensure a structured development of talents. Development programmes that were mapped to the expected behavioural competencies of employees' respective grades. Our top management also underwent distinct development programmes for knowledge enrichment and global exposure in their respective areas. The objective of the programmes is to ensure that our talents acquire necessary competencies to realise Bursa Malaysia’s aspirations.

With rigorous spending on learning and development, we registered an improvement in average learning days per employee, i.e. from 4 days to 5 days. A detailed breakdown of training received by gender and employee categories can be found in the EES Performance Data.

As part of the learning and development ecosystem, we launched the enhanced Individual Development Plan to document individual training and development needs and planned relevant programmes to address competency gaps. We also conducted an Employee Engagement Survey to identify further improvement opportunities.

To instil the culture of knowledge and personal growth, the online Capital Market Intelligence Report (“eCMIR”) is made available to educate our employees on capital markets. We also support the community via services offered by our Knowledge Centre@Bursa.

Diversity, Equal Opportunity and Non-discrimination

We are an equal opportunity employer and shall remain guided by the principles of meritocracy and fairness in all decisions regarding employment, transfers, benefits, rewards and the professional development of our employees.

We do not practise any form of discrimination based on race, gender or religion and this is clearly stated in our Code of Ethics (“Code”). We provide employment opportunities to people with disabilities and we currently have two in our workforce.

Bursa Malaysia is committed to ensuring that the mix and profiles of our members of the Board of Directors ("Board") and our employees, in terms of age, ethnicity and gender, provide the necessary range of perspectives, experience and expertise required to achieve our objectives. We disclosed the composition of our Board members by age, ethnicity and gender in our annual report. A similar breakdown for our employees can be found in the EES Performance Data.

Grievance Mechanism for Labour Practices

We have established a grievance procedure to handle any labour disputes between our employees or the NUCW and the Management. The procedure is detailed in our Employees Handbook, which is available on My1818. For employees under the purview of the CA, they may refer to the provisions of the Industrial Relations Act 1967 or such other law as may then be in force for any dispute.

There was no grievance report on our labour practices field through formal grievance mechanisms in 2016.