ENRA Group Berhad Annual Report 2021

CORPORATE GOVERNANCE Annual Report 2021 | ENRA Group Berhad 55 H. How we Manage our MSMs (Cont’d) 2. Material Social Sustainability Matters (Cont’d) i. Proactive, dynamic and happy workforce (Cont’d) b. Employee benefits – to attract and retain staff In addition to taking steps to keep within market and industry norms in determining remuneration for our people, while being financially responsible, we provide our employees with medical and expenses allowances, and insurances that extend to their immediate family members for that added peace of mind. The insurance premium over the years is shown in TABLE 10 below. TABLE 10 Annual premium (claim) (RM) FY2016/17 FY2017/18 FY2018/19 FY2019/20 FY2020/21 Group 283,041 255,720 225,746 329,940 200,657 Hospitalisation & Surgical (157,146) (223,798) (205,594) (95,197) n/a Group term life 57,432 59,258 63,049 71,302 77,390 Group personal accident 11,931 9,694 10,901 10,891 8,230 Headcount 82 88 91 95 92 Bonuses and increments are properly and carefully thought out with the input of our Board Nomination and Remuneration Committee based on a merit system. For our Muslim colleagues who have served three consecutive years and who desire to perform their religious pilgrimage, we allow paid leave of 40 consecutive days once during their employment. We have similar benefits for colleagues of other faiths to perform religious pilgrimage of their own. To promote personal development of our people, we pay for the cost of all professional memberships for every employee each year rather than being calculative and limiting it to one for each employee. Offering flexible working hours to our employees within the WFH & WIO arrangement is a strong evidence of our emphasis on a balanced work life. Employees are given the option to start and end their working hours at earlier or later times outside of the primary working hours. This is one of the many non-monetary benefits that ENRA offers which is highly valued by staff especially the working mothers to allow them to balance their career with their family commitments. In fact, ENRA offers 90 days maternity leave that is not practiced by many employers. ENRA also supports staff personal financial planning by accommodating to the request for salary deduction for transferring monies into their asset management fund, Tabung Haji savings accounts and for various zakat . We will annually review the adequacy of such benefits after taking into account among others, fluctuation in commodity prices, inflation rate, consumer price indices and changes in the country’s economy. As a caring and listening employer, the Group has in place a grievance handling platform as set out in our internal Employee Relations policy which provides employees with a trusted platform to raise, discuss and resolve any grievances he/she may have in respect of work, working relationships and/ or the working environment. Grievances include reports of unsafe acts or other QHSE issues. SUSTAINABILITY REPORT