Our Approach to Human Rights responsibility

Human Rights

The Bank is committed to uphold the human rights standards enshrined in the United Nation’s Universal Declaration of Human Rights and the conventions of the International Labour Organisation (ILO). These cover:

• Freedom of association and the right to collective bargaining
• The elimination of all forms of compulsory labour
• The effective abolition of child labour
• The elimination of sexual harassment in the workplace, and
• The elimination of discrimination with respect to employment.

These principles are followed when formulating all policies and practices of the Bank.

As a signatory to the UN Global Compact initiative, the Bank is also pledged to uphold the ten principles discussed.

Our Policy Commercial Bank is committed to safeguarding the human rights of all employees and will not subscribe to or undertake any activity that could lead to the suppression of said human rights.

Goals and Performance

The Bank enshrines human rights values and practices in all its operations. We shun aberrations such as forced/compulsory labour, discrimination and sexual harassment and abide by best practice governing aspects such as minimum working age limits, working hours, health and safety in the workplace and collective bargaining principles.

Organisational Risk Assessment and Impact Assessment

The Bank ensures that its human rights obligations and requirements are met through its management processes and regular dialogue with employees, as discussed in detail in the preceding sections of this Report.

Regarding outsourced staff, the Bank monitors the labour practices of the respective agencies. For instance, the Bank ensures that half-yearly EPF and ETF return statements are submitted for scrutiny.

The recently concluded Employee Engagement Survey supports in assessing the level of work satisfaction amongst permanent staff of the Bank. It is to be carried out once in every three years. Further, the periodic branch visits by the officials of the Human Resource Management Department provide the Bank with a platform for staff in Branches to voice their grievances and address matters pertaining to their welfare. This supports in identifying probable risks and addressing human rights and welfare concerns of the employees.

The procedure of adopting collective bargaining pertaining to employee compensation and other human rights concerns help foster stronger ties with the trade unions and executive association.

Organisational Responsibility

Human rights issues are the responsibility of the Deputy General Manager - Human Resource Management, a member of the Corporate Management team. He is assisted by a Chief Manager and a Senior Manager on the implementation of Human Rights policies at the Bank. In addition, he is assisted by another Senior Manager on the Human Resources Development. These officers handle all matters connected to human rights as they may apply to or concern the Bank.

As discussed previously, collective bargaining is encouraged and due recognition is given to all employees’ representative organisations within the Bank.

The Bank’s variable bonus scheme is transparent. All executive staff members are informed on the quantum of bonuses that he or she would be entitled to, which are based on the Bank achieving pre-determined performance criteria.

The Board of Directors of the Bank overlooks the Human Resource aspects including human rights through the ‘Board Human Resources and Remuneration Committee’.

See the Report of the Committee here.

Training and Awareness

Staff attached to the Human Resource Management Department undergo periodic training on matters related to human rights, grievance handling, etc. They guide other members of staff when the need arises. The Bank is also committed to provide needs-based on-the-job and in-house training to bring employees up to desired levels of performance in this area.

Monitoring, Follow-Up and Remediation

The Bank has entered into agreements with reputed recruitment agencies to ensure that they follow the specifications laid down by the Bank when nominating candidates for recruitment by the Bank. The Internal Audit Department also undertakes periodic reviews to ensure that the Bank follows the relevant procedures.

In addition, the Bank’s intranet site of the Human Resources Department, to which all staff members have free access, has clearly laid down the procedure to be followed in instances where there is any kind of grievance, including breach of human rights.

Key Performance Indicators of Human Rights Responsibility

Training Employees on Human Rights

During the year, the Bank provided 419 staff members with training on policies and procedures concerning various aspects of human rights that are relevant to the Bank’s operations. The total investment amounted to 12,026 person-hours. Considering the impracticability of providing training to staff attached to branches and all departments of the Head Office, such training was only provided to the staff of the Human Resource Management Department, who are available to assist other staff members when they need assistance on matters connected to human rights.

Non-discrimination

The Bank’s strict adherence to Human Rights best practice as enshrined by the United Nations and the ILO and our own strong ethical grounding have ensured that to date the Bank has not recorded any incidents of discrimination.

Freedom of Association and Collective Bargaining

In furtherance of Convention No. 98 of the International Labour Organisation on the ‘right to organise and collective bargaining’ and Principle 3 of the Global Compact which reads ‘Business should uphold freedom of association and the effective recognition of the right to Collective Bargaining’, the Bank has afforded recognition to the two employee organisations established by the staff of the Bank. As discussed previously, the Bank maintains dialogue and has in place collective bargaining agreements with them. In doing so, the Bank also acknowledges that the ‘right to organise’ and the ‘right to form and join a trade union’ are fundamental rights granted to all citizens by the Constitution of Sri Lanka.

Child Labour and Forced & Compulsory Labour

All employees of the Bank are engaged at their free will. The minimum age for employment is 18 years.

Going further, the Bank’s outsourcing agreements with labour contractors requires that the Agency providing services or personnel to the Bank shall not engage/supply persons who are under the age of 18 years, and as a condition to doing business with the Bank, must not employ or supply underage persons in their enterprise even in their business dealings with other external parties.

Security Practices>

The Bank’s policies and procedures concerning aspects of human rights have been communicated in writing to all the security service providers. They have also been advised to communicate the same to all security officers outsourced to the Bank. The Bank’s Senior Manager - Security periodically verifies the awareness of these security officers on the above practices to ensure that they are fully aware of the requirements.

In addition, 5% of our employees received training on security aspects, including Information Technology security, during the year under review.