Our Human Resources

The key element in our sustainability agenda is our people. Behind the Company’s success and  proven track record in its 22-year history is a set of talented people who we value. We commit to nourish such talent and reinforce our people’s ability to work effectively and ensure that they are  recognized and rewarded for their contributions.

In 2010, our workforce investment supported programs that benefit our employees and address issues that are most relevant to their jobs. We focused our energies and resources in:

a) Promoting a safe working environment. The Company’s health and safety management system has established a structure and mechanism to mitigate occupational risks and hazards in the workplace and operations.

b) Developing employee competencies. To achieve business and organizational growth, a competency development plan has been established for each employee. The Company provides learning opportunities through varied approaches: coaching, immersion programs, cross-posting and through participation in in-house and external/public seminars. These help employees gain knowledge and develop skills that contribute to their current job and career advancement.

c) Supporting work-life balance. Through the Company’s wellness program (CHI PLUS) and employee volunteer activities, the Company helps employees stay healthy, manage the demands of work and personal life, and appreciate the value of helping people in the community.

d) Encouraging open communication. The Company provides a wide range of communication channels to enable employees to gather information, give feedback and exchange ideas. Employees are given access to resources and activities that help them learn about the Company’s programs, policies and performance, know more about their colleagues and about the external environment that directly and indirectly impacts our Company’s operations.

e) Building productive and harmonious relationships. The Company provides opportunities for people in the organization to interact and collaborate in various projects other than those established in each of the functional teams. These interactions highlight the importance of values while they foster camaraderie, creativity and innovation. All these elements help create a high-performance culture within the organization.

Total Workforce by Category

In 2009, CHI’s total workforce registered 114 employees. This includes CHI’s subsidiaries Cebu Property Ventures and Development Corporation and Cebu Leisure Company, Inc.

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Human Rights and Labor Policy. CHI supports and respects the protection of human rights within the circle of the Company’s influence, and ensures that the institution does not tolerate human rights abuses.

Provision of a Good and Safe Working Place. The Company identifies, evaluates and eliminates any kind of risk to a safe working place. It provides appropriate access to needed resources, fair remuneration, training, education and  satisfaction of basic needs.

Percentage of Local Senior Management. Four out of six (or 67 percent) management committee members are  from Cebu.

Working Hours. CHI does not require workers to work more than the maximum hours of daily labor set by local laws. The Company complies with overtime pay requirements.
 

Entry Level Wages. All employees hired are paid above minimum wage. Those hired to fill entrylevel positions are paid about 40 to 50 percent more than the minimum wage.
 

Benefits to Full-Time Employees. On top of the regular statutory benefits, permanent employees receive medical and clothing allowances and are entitled to vacation, emergency and sick leaves. They are also covered under a group life, health insurance and retirement program.

Performance and Career Development Reviews. Yearend performance reviews are regularly conducted in the Company. All regular employees as of October 2010 were covered in this review. On a similar basis, probationary employees are given a performance review at least a month prior to the end of their probationary period.  Contractual employees undergo the same review to determine whether their contract is to be renewed, extended or terminated.
 

Retirement Plan. The Company has a funded, non-contributory retirement plan covering all its regular employees.  The benefits are based on the employees’ years of service and final monthly salary.

Non-discrimination. There are no incidents of discrimination in the workplace. Equal opportunity is given from hiring employees to transfers or movements, promotions, crossposting and training and development. The Company prohibits discrimination of race, color, age, gender, sexual orientation, gender identity and expression, ethnicity, religion, disability and political affiliation.

No Child Labor. The Company does not practice child labor in the workplace. There are no risks related to child labor in any of its operations and development sites. CHI strictly adheres to local minimum age laws and requirements.

Freely-chosen Employment. The Company ensures that the overall terms of employment are voluntary. There has  been no significant risk for incidents of forced or compulsory labor in all areas of operations.

Percentage and Total Number of Business Units Analyzed for Risks Related to Corruption. The Company, through  its audit department continues to conduct audits and risk assessments for all departments in relation to corruption. These audit results are reported and discussed with the head of the division and after, to the president. In addition,  the Company’s Quality, Environment, Health and Safety procedures on accreditation, purchasing and bidding, evaluate and accredit technical and financial capability of the suppliers and service providers prior to business  transactions.

Training on Anti-corruption Policies and Procedures. The Company’s Code of Ethics covers the Conflict of Interest  Policy, which states that all employees are expected to promote primarily the Company’s interest. No employee shall compete with the Company, nor shall he or she allow business dealings on behalf of CHI to be influenced, or even appear to be influenced, by personal or family interests. The Code of Ethics covers the Company’s stand on  anti-corruption.

Annually, the Company releases the Disclosure Statement form to all employees before yearend in compliance with  the Conflict of Interest Policy. The policy covers areas such as: 1) abuse of authority for personal advantage; 2)  personal or business involvement or vested interest with CHI or competitors, suppliers and customers; 3) vested  interest with the Company’s suppliers, competitors and customers; 4) unauthorized disbursement of funds; 5) use  of Company resources and information for personal gain; and 6) acceptance of gifts or bribes. This applies to all  employees.

Monetary value of significant fines and total number of non-monetary sanctions for noncompliance with laws and regulations. The Company is steadfastly compliant with the applicable laws and regulations of its business, aside from the environmental and product responsibility laws. Hence, the Company was not sanctioned nor fined by  regulatory agencies for non-compliance with laws and regulations.

EMPLOYEE HEALTH AND SAFETY

The Health and Safety Committee is the Company’s planning group in all matters pertaining to employee health  and safety. The total workforce is fully represented in this committee with representatives from all categories:  associates, supervisors and management team levels.

a. Work Assessment Measurement (WEM)
WEM is conducted by the Health and Safety Committee annually to identify hazards in the workplace and to  recommend and implement appropriate corrective actions for the improvement of the work environment. For the  year 2010, WEM conducted on July 5 to 9 covered offices at Cebu Holdings Center, CHI-managed properties Ayala  Center Cebu, The Terraces, eBloc Tower, The Walk, Amara, Park Tower One and Park Tower Two.

b. Automation of  Environment, Health and Safety (EHS) Significant Aspect Recording System
A workshop on the  EHS Automated  System was held on August 10, 2010. The EHS automation was pursued to do away with the manual  updating of significant EHS aspects by each department. The orientation was attended by the Health and  Safety Committee members and department process owners.

c. Corporate Emergency Preparedness Plans
All managed properties have completed their respective emergency preparedness plans including the updating of  Emergency Brigade Teams.

Property Management established problem escalation chart and checklists to guide the concerned personnel on  emergency response.