Non-Discrimination and Anti-Harassment Policy
1. OBJECTIVE
- 1.1 This Non-Discrimination and Anti-Harassment Policy (the “Policy”) sets out Rex International Holding Ltd’s (the “Company” and together with its subsidiaries, the “Group”) non-discrimination and anti-harassment compliance framework, management systems and standards, such that we conduct our global business and operations ethically and in full alignment with Rex’s Vision & Values, with zero-tolerance towards discrimination and harassment.
- 1.2 The Group abides by the Tripartite Guidelines on Fair Employment Practices (for Singapore companies) and local employment regulations.
- 1.3 Rex is an equal opportunity employer fully committed to creating and maintaining an organisation that embraces and celebrates diversity, allowing the Group access to a greater pool of talent and can help to drive better business performance over time. Employees are recruited based on merit (such as skills, experience or ability to perform the job), regardless of age, ethnicity, gender, religion, marital status, family responsibilities or disability.
- 1.4 We all deserve to work in an environment where we are treated with dignity and respect. Rex is committed to creating such an environment because it brings out each of us’ full potential, which, in turn, contributes directly to our business success.
- 1.5 The Group is committed to providing a workplace free from discrimination, abusive, offensive or harassing behaviour of any kind, based on race/ethnicity, colour, gender, age, religion, national origin, marital status and family responsibilities, disability, or any other protected characteristics under applicable laws and regulations.
2. DISTRIBUTION
This Policy applies to and shall be distributed to all Rex employees and the CEOs/General Managers of the Group’s subsidiaries by Rex’s Head of Human Resources. The CEOs/General Managers of the Group’s subsidiaries shall then ensure distribution of the Policy to their employees.
3. ROLES AND RESPONSIBILITIES
The Heads of Human Resources of Rex and the respective subsidiaries are responsible for overseeing compliance with the Policy and investigating and carrying out appropriate follow-up action on any reports made (save for reports made through the confidential whistle-blowing channel which will be dealt with in accordance with Rex’s whistleblowing policy).
4. SCOPE
4.1 Harassment is defined as any unwelcome conduct that is based on race, gender, religion, national origin, age, disability, sexual orientation, gender identity, or any other characteristic protected under applicable law. Examples of harassment include but are not limited to:
- Verbal conduct: derogatory comments, jokes, slurs, or threats;
- Physical conduct: unwanted touching, physical assault, or interference with normal work movement;
- Visual conduct: displaying offensive images or gestures;
- Sexual harassment: unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature.
5. DISCIPLINARY ACTIONS
- 5.1 Any employee who is found to be responsible for harassment will be subject to appropriate disciplinary action, which may include termination. The severity of the disciplinary action will be based on the circumstances of the infraction.
- 5.2 Disciplinary measures will be proportional to the severity of the offence and may include counselling, suspension, or other appropriate actions.
6. REPORTING AND COMPLIANCE
- 6.1 Rex is committed to promptly addressing any breaches or alleged breaches of this policy. Any breaches or suspected breaches of this policy will be thoroughly investigated, and appropriate actions will be taken in accordance with applicable laws and regulations, internal policies, and in line with best practices.
- 6.2 To maintain trust and confidence, we provide confidential reporting channels for all stakeholders, including employees and suppliers. Any individual who feels harassed or discriminated against, or perceives any human rights breaches or concerns, should make a report to his/her immediate supervisor, the Human Resources Department, or through the confidential whistle-blowing channel. Please refer to Rex’s whistleblowing policy on https://investor.rexih.com/whistle_blowing_policy.html for more information.
- 6.3 All reports will be handled with utmost confidentiality and will be appropriately addressed.
7. AWARENESS BUILDING & TRAINING
The Company provides an anti-harassment training slide deck at the induction of all new employees. Refresher materials and updates will be periodically sent via email to reinforce awareness and ensure continuous understanding and adherence to the Policy.
8. REVIEWS
The Company will regularly review the effectiveness of the Policy and procedures based on feedback or changes in regulations to remain updated, relevant and in line with best practices.