| Employee benefits |
| All employers in Singapore have to comply with statutory requirements
such as employer contributions to the Central Provident Fund (CPF). In
addition, Singtel provides a variety of employee benefits which include
comprehensive healthcare insurance, annual leave, flexible family leave,
health and wellness programmes and staff discounts on Singtel products
and services. Part-time employees enjoy similar benefits on a pro-rated
basis. When we require the services of temporary workers, usually for
periods of less than three months, Singtel uses reputable recruitment
agencies and are subject to the terms and conditions of the respective
agency contracts. |
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| Work-life integration |
| To help our people manage the balancing act between work and home-life
priorities, Singtel offers a flexible approach to working where possible, with
initiatives relating to work schedules, telecommuting and various forms of
leave arrangements to suit families. Our people appreciate these options
with more than 70%[4] of our eligible staff adopting the various initiatives. |
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| We also organise a wide variety of events to cater to different staff
segments. This ranges from mass participation in sporting events to karaoke sessions. We believe that these activities can help to foster
teamwork and camaraderie. Over 6,600 of our people took part in this wide
selection of programmes during the year. |
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| [4] The FY2013 Flexi Family Leave (FFL) utilisation rate includes NCS employees. |
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| A healthy and safe work environment |
| Singtel supports and promotes a healthy lifestyle to our people. This
includes the provision of a flexible medical scheme for regular employees
that allows them to select from a choice of plans that best suits their
individual or family healthcare needs. The scheme now includes traditional
Chinese medical treatments (TCM) and employees are also given the option
to put their unused flexible dollars into their own CPF Approved Integrated
Shield Plan as subsidised premiums. Other initiatives include talks and
workshops focusing on both physical and mental health and wellness. |
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| As part of our ‘Health and Wellness’ programmes we also actively promote
awareness on workplace occupational health. In FY2013, 170 health
managers attended an Occupational First Aid course approved by the
Ministry of Manpower through our training vendor. We also support our
people by providing recreation clubs and gymnasiums located on-site at our
company premises. |
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| ‘Love Life, Live Well’ |
| Our ‘Love Life, Live Well’ programme continues to provide lunchtime talks and presentations on various health themes, professional counselling services as
well as disease management programmes and treatments. This year there was a mental health and wellness focus with talks on topics such as Traditional
Chinese Medicine to manage medical conditions and How to protect your health the greatest wealth. They were held in conjunction with initiatives such as free
massage sessions and healthy cooking classes. |
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| We offer a free health screening for our staff who can also opt for more medical tests at subsidised rates. More than 1,000 of our employees benefited
from this annual exercise. Our Employee Assistance Programme (EAP) utilisation rate declined from 0.16% to 0.09% in 2013 and visits to General Practitioners
for stress-related illness decreased from 3.2% in 2007 to 2.7% in 2012. We believe that our many initiatives over the last few years have contributed to our
employees' overall well-being. |
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| Workplace Safety and Health |
| The Workplace Safety & Health (WSH) Act in Singapore was extended to
cover all workplaces in 2011. The Singtel Health, Safety & Environment
(HSE) policy statement supports the WSH Act and guides our people in all
aspects of WSH. Our HSE policy statement can be found at
http://info.singtel.com/about-us/sustainability. |
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| Singtel believes that providing a safe work environment can only be
achieved in partnership with our employees and everyone has a personal
responsibility to support our commitment. |
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| The WSH Committee, chaired by Group Director Human Resources who also
manages the Group CSR function for continuity across these interlinked
issues, has continued to build our WSH capabilities and educate our
people on the implications of the Act. This has been done though the onboarding
process for new hires, staff reminders and an online WSH portal
on ESPRESSO. The portal contains all WSH-related information as well
as additional resources like a video on ladder safety and sharing of past
accidents to generate awareness and prevent future occurrence. The Staff
Safety Guidebook containing key information such as incident reporting guidelines, how to prevent injuries from common office hazards and
emergency procedures is also available. |
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| The main aim of the WSH Committee is to provide a healthy and safe work
environment for all our stakeholders. The Committee meets quarterly and
has representatives from key business units. It provides leadership, sets the
standard for the Group and delegates responsibility for implementation of
recommendations. |
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| In accordance with our monitoring and reporting programme for WSH, there
has been no incidence of work-related fatalities or occupational disease
at our Singapore operations in the last five years. Our workplace injury rate
increased in FY2013 which can be attributed to the heightened awareness
of WSH among our people. This has led to increased reporting of minor
work-related injuries, for example, we see more instances of injuries from
falling down, which were usually not reported in previous years. |
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