CP has about 50 employees as of FY2022, comprises an almost equal proportion of males and females at a ratio of 50:50. All the workers are directly employed by CP. Target Resort has about 200 (10% female) directly employed by the hotel operator.
Human Resources Policies and Procedures: CP has a corporate HR handbook applicable to its operations. Target Resort prepares HR policies and employee handbook following the national legal requirements. These HR policies and employee handbook are general consistent with IFC PS2 requirements, including working hours, overtime limits and payments, annual and maternity leave, salary and benefits and health insurance.
Working Conditions and Terms of Employment: All the employees under the project have an employment contract with the key employment terms and conditions including the job description, duration of employment, working hours, salary and allowances, leave entitlements, welfare and social responsibility, probation and notice periods, provision of trainings etc. Target Resort provides accommodations with modern amenities including air conditioners and own washroom for their employees. CP will work closely with the hotel's HR management team and to monitor employee data and conduct employee surveys at least a half-yearly basis. The compliance status also is confirmed through ESDD as part of the acquisition process. CP did not conduct nor plan lay-offs of any workers due to the COVID-19 pandemic, and no reduction on salary has been planned nor implemented previously.
As part of the ESAP 2, CP and the hotels to be acquired under the project will update/develop HR policies and procedures in line with IFC PS2, including but not limited to grievance mechanism, freedom of association, and retrenchment procedure. CP will require that the HR policy/guideline is adopted and implemented throughout the hotels under the project and will take the relevant measures to supervise implementation and compliance.
Non-discrimination and Equal Opportunity: Non-discrimination and equal opportunity are described in the CP’s corporate ESG policy and employee handbook. These policy and handbook include principles to against child/forced labor, unlawful discrimination and sexual harassment which applicable to all the hotels operations under the project. Target Resort has also prepared relevant own policy in line with CP’s corporate policy.
Workers’ Organization: According to CP management, the company respects its staff’s right to freedom of association (FoA) and being members of trade unions. Although currently there are no employee unions at CP and Target Resort, as stated in ESAP 2 CP and Target Resort will update/develop HR policies to include freedom of association.
Worker Grievance Mechanism: At CP, employees can raise their grievances as per open door policy described in HR handbook, relevant supervisor, or HR department can handle the issue in a confidential manner. Target Resort has own worker grievance mechanism including anonymous mechanism applicable to its employees. No substantial complaints in the past three years.
As stated ESAP 2, CP will update its worker grievance mechanism procedure in line with IFC PS2 which will be available for its employees, and contracted workers, as applicable. This procedure will include steps to be taken by workers to manifest any concerns, engage in a mediation process, contact responsible persons, and provide timely feedback. The company will also reinforce the policy of confidentiality and non-retribution, along with ability to raise anonymous grievance.
Occupational Health and Safety: Safety management procedures applicable to CP’s office operations are included in the CP’s employee handbook. Target Resort has own OHS management system including identification of hazards and risk assessment, workplace safety, standard operating procedures relevant to their operations. There are no fatalities nor major incidents have been reported over the past three years.
All employees at Target Resort are required to take a mandatory OHS training covering their operations. Target Resort’s engineering and HR team is in charge of trainings for employees and contractors including, compliance requirements, incident reporting, safety and emergency preparedness. There has been no significant health impact due to COVID-19 on the workforce. CP and Target Resort have prepared COVID-19 response procedures to ensure employee health and safety in line with government guidelines.
Workers Engaged by Third Parties: No major construction activities are expected due to the project other than minor room improvements and enhancements activities which are developed by third party contractors selected. Target Resort assigns contractor management persons in charge to oversee safety operations and compliance with local government and other legal requirements, as well as its policies and procedures. Contractors are required to ensure that their staff are sufficiently trained or are briefed on EHS requirements such as the deployment of personal protective equipment, the reporting of accidents, and proper disposal of waste.
Supply Chain: Target Resort has a Supply Chain CoC including human rights, health and safety, as well as environmental management and the legal compliance of local laws. However, CP does not have a formal supply chain screening process or a documented supplier CoC. Going forward, as part of ESAP 3 CP will establish a supplier CoC articulating its commitment to prohibit forced, or child labor and significant occupational health and safety risks; and a procedure to assess supply chain E&S risks applicable to the hotels under the project. CP will monitor each hotel’s primary supply chain on an ongoing basis in order to identify any significant changes in its supply chain and if new risks or incidents of child and/or forced labor are identified. If such risks are identified, CP will develop processes together with the hotels to prevent and remedy such practices including termination of contracts if risks are not adequately addressed in a reasonable period of time.
