Sustainability
Statement
OUR PEOPLE
SAMEE views its employees as its most valuable resource and continuously
invests in their growth and development. We prioritise the health and safety
of our workforce through established policies and procedures, fostering
a positive workplace that attracts and retains top talent and supports the
company’s success.
SAMEE is committed to preventing unjust discrimination and promoting
human rights in our business practices. We take proactive measures to combat
sexual harassment, child labour, and forced labour, including implementing
our Code of Ethical Conduct and Conflicts of Interest policies. These initiatives
protect our employees from discrimination and harassment.
Building strong relationships with stakeholders is key to SAMEE’s sustainable
growth and long-term value creation. To achieve these goals, we focus on
creating a strong, supportive community.
LABOUR PRACTICES AND RIGHTS
(GRI 405)
SAMEE prioritises the well-being of our employees. We ensure they are treated fairly, respected, and valued, upholding
good labour practices and safeguarding their rights. Our commitment extends globally, covering our facilities in Malaysia,
Thailand, and Singapore.
We actively prevent the use of forced, bonded, or indentured labour, involuntary prison labour, exploitative slavery,
exploitative child labour, or trafficking of persons as stipulated by law. To maintain consistency and transparency, we
proactively address company policies and labour standards across all locations. This ensures that our policies and standards
are uniformly upheld and communicated, promoting ethical practices and high standards throughout our organisation. To
eradicate exploitative practices from our operations and supply chains, we maintain strict policies and practices, as outlined
in our Company’s Employment Policy.
Commitment to Labour Rights
Management Approach
SAMEE values inclusivity and diversity in the workplace and emphasises the importance of protecting our staff’s labour
rights. Our policies are designed to comply with local employment laws, such as the Malaysian Employment Act 1955, and
align with industry standards like the RBA, ensuring fairness and equality for all employees. This commitment is further
reinforced by our Child Labour Prohibition Policy, Labour and Ethics Policy and Religious Accommodation Policy, which
guide our efforts to maintain an equitable and just work environment for all.
SAMEE is committed to ensuring that all employees are well-informed about the Company’s commitment to upholding its
Labor and Ethics Policy through dedicated training and resources available on the company intranet.
Our framework for labour rights includes:
Figure 11: Labour Rights Upheld at SAMEE
This financial year, we successfully ensured all of our employees, including new hires and subcontractors, have completed an
RBA awareness course. Our ongoing goal is to continue educating and communicating with all employees on labour rights
and practices in line with RBA standards.
Grievances Mechanism
It is essential for employees to have a platform to express their dissatisfaction or grievances to address and tackle the
problems before they escalate and harm employee morale. SAMEE encourages its employees to bring up any labour and
ethics concerns and report any violations to the company.
In line with this, we have established a Disciplinary and Grievances Policy that provides a clear process for employees to
raise concerns about grievances, dissatisfaction, or potential violations of our Code of Conduct. The policy also outlines
procedures for handling disciplinary actions related to employee misconduct, including complaints of sexual harassment.
Every possible effort shall be made to settle any grievance or complaint from the employees at the lowest possible level and
as expeditiously as possible. The substance of the grievance will be treated in strict confidence.
Expatriate or Migrant Worker Management
SAMEE maintains a policy of treating all employees
equally, regardless of their gender or nationality. For
instance, our non-Malaysian employees in Malaysia are
not hired on a fixed-term contract but are considered
“permanent” employees on our payroll, which entitles
them to the same benefits and terms as our Malaysian
employees. They are provided with their bank account in
Malaysia, into which we transfer their wages directly and
they retain possession of their passport. This approach
is guided by our Employment of Foreign Workers Policy,
which ensures fair, ethical, and responsible recruitment
of foreign workers within our supply chain.
The policy encompasses all aspects of foreign worker
employment, including the recruitment process, contract
terms, training, health screenings, passport handling,
and post-employment support.
Independent Verification
SAMEE follows the standard procedure of having our
operations evaluated by third-party audits on an adhoc basis. The audits are performed by our customers,
regulators and independent auditors to assess how well
our systems can handle potential ESG issues, such as
labour and human rights, in compliance with applicable
laws and regulations and established best practices.
In FY2024, we continued to follow this philosophy and
practice and no significant issues were identified during
the audits.
Performance Data
SAMEE received zero complaints on human rights during
FY2024.
Diversity and Inclusion
Management Approach
SAMEE acknowledges the critical role of diversity and
inclusion in fostering a fair and equitable workplace.
SAMEE is committed to maintaining the practices of nondiscrimination and equal employment opportunity in all
aspects of employment. As outlined in our Employment
Policy, we hire, train, promote, and compensate
employees based on personal competence and potential
for advancement without regard to race, national origin,
religion, age, gender, or any other status protected by law.
Our policy aligns with the UN Sustainable Development
Goal 8: Decent Work and Economic Growth, which seeks
to boost economic productivity through diversification.
Diversity, as outlined in our sustainability policy, is a
key component of social sustainability, emphasising the
importance of respecting social diversity and ensuring
that the Group prioritises social capital.
Target, Strategies and Initiatives
Our Board of Directors
To recognise the importance of women in decision-making
and enhance board governance and effectiveness, it
is crucial to have a diverse Board of Directors in the
company. Our commitment to Diversity, Equity and
Inclusion (“DEI”) extends to our boardroom, where we
are actively working to increase gender diversity and
ensure equal representation. SAMEE is committed to
promoting diversity within its workforce. This initiative
is a key component of our broader DEI strategy, which
aims to create a more inclusive and equitable workplace
at all levels of the organisation.
Percentage of Directors by Gender
Figure 12: Percentage of Directors by Gender
All members of SAMEE’s Board of Directors are aged
over 50 years.
SAMEE’s operations are overseen by a Board of
Directors consisting of eight (8) members. The board
consists of four Singaporeans, three Malaysians, and
one Thai member. At SAMEE, we are committed
to promoting greater diversity in all aspects of the
business as we recognise the importance of having a
diverse range of perspectives and experiences at the
highest level of our organisation.
Our Employees
Our company’s success is rooted in the hard work and
dedication of our employees. We value human capital,
recognising our 2,040 employees as our most important
asset. To reflect this, in FY2023 we have updated our
Employment Policy to integrate it into our operational
structure. This policy includes clauses such as No Forced
Labour, No Child Labour, Non-Discrimination, AntiSexual Harassment, Equal Opportunity, and Freedom
of Association. These provisions ensure a workplace
that is safe, ethical, and inclusive for all employees and
stakeholders.
EMPLOYEE LEARNING AND DEVELOPMENT
(GRI 404)
Management Approach
At SAMEE, we recognise the importance of employee
learning and development in reaching our business goals
and our broader dedication to sustainable development.
We have consistently prioritised the enhancement of
our employees’ skills in alignment with UN Sustainable
Development Goal 4: Quality Education. To guide our
employees’ learning and development, the company has
developed a comprehensive General Training Policy that
provides a structured approach to continuous education
and skill-building opportunities, ensuring employees
acquire the necessary skills and knowledge to perform
their jobs effectively.
Target, Strategies, Initiatives
SAMEE has established a Training KPI goal of providing
an average of 25 training hours per employee annually. In
FY2024, SAMEE not only met, but significantly exceeded
this target and achieved an impressive average of 60
training hours per employee.
Each employee participated in various training
programs that covered a wide range of topics,
including sustainability practices, health and safety,
and environmental stewardship. These programs were
meticulously developed and delivered by SAMEE.
These training initiatives were designed to equip
our employees with the necessary knowledge and
skills to improve their performance and to empower
them in contributing effectively to the organisation in
achieving better business outcomes. Moreover, they
foster a culture of continuous improvement within the
organisation, ensuring that our workforce remains adept
and forward-thinking.
Our commitment to investing in our employees at all levels
remain unwavering. We recognise that this investment is
crucial for keeping our workforce current with the everevolving business landscape, thereby enabling them to
drive innovation and meet customer needs effectively.
Maintaining a Skilled Workforce
SAMEE conducts an annual Training Needs Analysis
(“TNA”) to identify knowledge and skill gaps among
employees, considering industry changes, regulations,
employee expectations and technological advancements.
In FY2024, we conducted training in accordance with
the TNA to refresh, upskill and continuously develop
our employees professionally through various courses
in finance, HR, IT, quality, EHS, soft and technical skills,
including tailored “On-the-Job Training” (“OJT”) for
different employee categories. We strongly emphasise
practical experience through our prioritisation of “On-theJob Training” (“OJT”). To ensure comprehensive training,
we rely on the expertise of both internal professionals
and external trainers who provide guidance on the latest
techniques, machinery and systems used within our
organisation. We provide annual Quality Improvement
training to ensure high standards. Soft skills training and
team building activities foster team spirit and update
employees on leadership, management, stress and people
management.
Additionally, SAMEE offers a Company Sponsorship
Program that supports employees in attending relevant
external training, both locally and overseas. This program
is based on our TNA and focuses on opportunities crucial
for technology transfer and new business ventures.
Performance Data
Total Training Hours by Employee Category
Figure 13: Training Hours by Employee Category
EMPLOYEE WELL-BEING, HEALTH AND SAFETY
(GRI 403)
Management Approach
SAMEE prioritises the safety and well-being of our employees in the workplace. We carefully manage and mitigate risks
associated with hazardous activities and processes, aiming to prevent injuries from fires, explosions, or exposure to toxic
materials.
Our robust safety management system is designed to prevent incidents, guided by our comprehensive Occupational Safety
and Health (“OSH”) Policy, which applies to all levels of our operations. This policy is reviewed annually to ensure ongoing
effectiveness.
SAMEE has set ambitious targets to reduce the number of man-hour-lost per employee from work hazards by 20% by 2025
and 30% by 2030. These goals guide our ongoing efforts to enhance occupational health and safety throughout
our operations. We uphold a firm commitment to safety, with an expectation that all employees and contractors take
responsibility for their own health and safety.
The Environmental and Safety Health (“EHS”) Committee actively supports our commitment to safety and sustainability by
offering regular training programs such as EHS induction for new employees, established and reviewed Hazard Identification,
Risk Assessment, and Risk Control (“HIRARC”) and Job Safety Analysis (“JSA”) periodically. These training sessions enhance
awareness and competence among employees and contractors, promoting safe practices across all operations. In addition,
the department performs regular reviews of work permits to uphold safety standards and enhance risk management.
Quarterly EHS committee meetings are held to assess our Environmental, Health, and Safety (EHS) performance objectives,
ensuring we stay on course.
Dedicated Safety Governance
The EHS Committee within our organisation is responsible for directing and advising all employees on matters related to
health and safety. Each location has its committee of qualified individuals who collaborate closely with the overarching
Group EHS Committee. Along with aiding in creating and evaluating health and safety systems and programmes, the EHS
Committee has several significant duties and obligations, some of which are outlined below.
Responsibility of the EHS Committee
- Carry out studies on accident trends, incidents and diseases.
- Safety officers advise and monitor the Group’s compliance with relevant laws and regulations and review and update safety & health policies.
- Perform advisory measures on safety & health measures on ergonomic issues such as lifting aids for manual handling tasks.
- Provide medical surveillance for occupational health monitoring (e.g., acid and organic solvent monitoring).
- Assigned medical services in the vicinity (e.g., 24-hour clinic, specialist centre & district government hospital).
- Convene bi-monthly to review regulatory and licensing compliance monitoring programs and discuss environmental, health, and safety (EHS) matters.
- Facilitate corrective action for observed safety hazards through interactions with Management, Facilities personnel and other EHS Representatives.
- Promote EHS training and awareness programs.
- Assist in Evacuation drills and the planning of emergency response procedures.
- Conduct periodic inspections to identify unsafe conditions and to develop and implement safe work procedures.
Apart from the legal and regulatory requirements to comply with the occupational health and safety (“OHS”), SAMEE puts
the safety of our employees and workers first. Having an efficient OHS system in place helps to reduce the risk of workplace
accidents and illness, which can lead to cost savings and improved productivity.
In terms of actions taken or underway to eliminate other
work-related hazards and minimise the risk of a workrelated injury, SAMEE does this by engineering control
by installing safety devices such as safety light curtains,
enclosing the hazards and installing machine guarding.
Other than that, continuous provision of safety and
health-related information, instruction, training and
supervision are in place to ensure safety and health at
the workplace.
In FY2024, SAMEE achieved an outstanding safety
record with zero fatalities.
SAMEE recorded a loss time incident rate of 0.35 for
FY2024.
In conclusion, SAMEE has investigated work-related ill
health incidents and implemented control measures to
prevent future occurrences. By continuing to monitor and
address potential health hazards, SAMEE is committed
to ensuring the health and safety of its employees.
Instilling Safety Culture
We believe that every employee bears responsibility
for fostering a workplace culture that prioritises safety
in order to achieve our goal of “Zero Accident & Zero
Compound.” New hires are given an overview of our
safety policies and culture, and this same approach is
extended to our contractors during their annual EHS
awareness training.
To prevent and mitigate significant negative occupational
health and safety impacts from our operations, products,
or services, we conduct periodic assessments such as
chemical health risk assessments, noise risk assessments,
and chemical exposure monitoring. These evaluations
help us identify and manage hazards and risks for a
safe work environment, supported by our RoHS Policy
on Chemicals and Hazardous Materials, which ensures
chemical handling and usage meet the safety standards
of OSHA (Use and Standards of Exposure of Chemicals
Hazardous to Health) Regulations 2000 and all regulations
and needs in the Environmental Quality Act 1974.
We have also created an Emergency Response Team
(“ERT”) that is responsible for preparing for and
managing any emergencies that may occur on-site.
These team members undergo mandatory training to
attain competency certification, which equips them to
handle any incidents that may arise.
In addition to this training, we provide them with
information on how to report accidents and medical
incidents through our Incident Reporting Procedure,
which supports their overall preparedness and swift
response to any issues. Our Safety Handbook outlines
policies and processes allowing workers to step away
from situations they perceive as dangerous or harmful to
their health. This Handbook ensures workers understand
their right to a safe workplace and guarantees protection
against retaliation for exercising this right.
All employees working for SAMEE are provided with
coverage under the EHS programme, ensuring that
each individual is fully protected and supported by this
comprehensive initiative.
Table 10: List of Safety Training Conducted in FY2023
- Fire Fighting and Prevention Awareness
- First Aid and CPR
- Overhead Crane
- Hearing Conservation Training
- Forklift Safety & Maintenance
- Occupational Safety & Health Administration (“OSHA”)
- OSH Coordinator Trained Person Programme
- Professional in Scheduled Waste Management
- Fire Prevention Awareness Programme
- Safe Chemical Handling and Spillage Training
In FY2024, all 2,040 employees have completed training
on health and safety standards.
SAMEE supports the well-being of its employees by
facilitating access to non-occupational medical and
healthcare services. We provide employees with access
to a network of panel clinics and offer a health screening
benefit, ensuring they receive comprehensive healthcare
services. We offer voluntary health promotion services
to address major non-work-related health risks, such as
our annual medical surveillance program by occupational
health doctors. This initiative identifies potential health
issues and helps employees proactively manage their
health, reflecting our commitment to their well-being and
quality of life.
ATTRACTING, DEVELOPING, REWARDING
AND RETAINING EMPLOYEES
(GRI 401)
Employee Turnover
Management Approach
To retain top talent across genders, SAMEE focuses on
offering career advancement opportunities and fostering
a more inclusive, supportive workplace culture. We also
provide flexible work arrangements and benefits that
promote a healthy work-life balance for our employees.
Target, Strategies, Initiatives
We offer a variety of plans and programmes as part of
our employee benefits package designed to attract,
retain and motivate our top-performing employees,
who are essential to our growth and achievements. Our
actions are governed by our Human Resource Policies
and the regulations of the countries where we operate.
To ensure their well-being, we provide a comprehensive
insurance and medical benefits package encompassing
outpatient coverage, dental care and health screening
benefits. In addition to the insurance and medical
benefits, our Sports and Recreation Committee actively
organises various activities focused on promoting health
and wellness among our employees. Recognising the
hard work and dedication of our employees, we also
prioritise remuneration and rewards. We believe in
acknowledging and appreciating their contributions by
offering competitive compensation packages.
Regular performance and career development reviews
are essential for the growth and success of both
employees and the company. In an effort to emphasise
the personal and professional growth of our employees
regardless of gender, SAMEE will provide regular
feedback, coaching and support needed to improve
employee’s job performance, especially the female
personnel and to advance their careers, which will
lead to higher morale and increased job satisfaction.
Initiatives include the Penang FTZ Factories Badminton
Master Open Championship, blood donation and organ
donation pledge drives, participation in the Penang
International Peace Run, a bowling tournament, a futsal
tournament, and hiking activities.
Additionally, SAMEE has implemented programs for
employee development, such as Succession Planning
for Successor, to ensure a continuous focus on career
advancement and talent development within the
organisation. In FY2024, we organised various employee
appreciation events such as Appreciation Dinners,
Quarterly Team Bonding sessions, Festival Giveaways,
and Long Service Awards to foster camaraderie and
celebrate achievements within our team.
Performance Data
Management Level Employee Data
Management Level Employee Data
by Gender
Management Level Employee Data
by Age
Figure 14: Management Level Employee Data by Gender
and Age group
Non-Management Level Employee Data
Exempt Level Employee Data
by Gender
Non-Exempt Level Employee Data
by Gender
Exempt Level Employee Data
by Age
Non-Exempt Level Employee Data
by Age
Figure 15: Non-Management Level Employee Data by Gender and Age group
In FY2024, SAMEE employed a total of 382 contractors and temporary staffs across our operations in Malaysia (286),
Singapore (12) and Thailand (84). Contractors and temporary staffs account for 15.8% of SAMEE’s total workforce.
Employee Turnover
Employee Turnover
by Employee Category
Figure 16: Employee Turnover by Employee Category
The employee turnover rate for FY2024 is 21.4%, marking a significant improvement from 33% in FY2023. Our efforts to
restructure our compensation and benefits to make them more attractive and aligned to market practices should provide
some respite from these market forces moving forward.
BURSA PERFORMANCE DATA TABLE
BURSA MALAYSIA SUSTAINABILITY REPORTING GUIDE CONTENT INDEX