Our Policy and Goals include:

1. To require our employees and our business partners to understand, to respect, to support, and to adhere to the 4 principles on Labour.

2. To monitor and resolve Labour-related risks within the company.

3. To periodically review and promote human resource development.

4. To periodically review and promote employee welfare policies, allowances, bonuses and employee benefits.

4 principles on Labour (The United Nations Global Compact)

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Principle 3: Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining;
Principle 4: the elimination of all forms of forced and compulsory Labour
Principle 5: the effective abolition of child Labour; and
Principle 6: the elimination of discrimination in respect of employment and occupation.

Employment / Equal Opportunity Policy

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KMD Group of Companies understands and supports that the equal opportunity policies are important for employment, and it brings the fairness among employees and diverse talents to the company.
The following policy guidelines were adopted.

• It is our commitment to a policy of equality of opportunity in all our employment practices, and to eliminating discrimination within the company whether on grounds of gender, marital status, race, color, national or ethnic origins, disability, age, sexual orientation, political associations or religion.

• We aim to promote practices and procedures which ensure equality of opportunity and to eliminate any practices which may unfairly discriminate directly or indirectly.

• If their complaint has not been resolved informally, they can ask to speak to the next upper level (or) Manager and inform to make a formal complaint.

• All employees’ recruitment data will be kept as evidence to reflect our equal opportunities policy.

• All our staff involved in recruitment, training, assessment and support will be aware of our equal opportunities policy and will actively implement this in meeting the needs of employees.

• All our resources that are relevant for employee’s nature of work will be accessible for relevant employees.

Work/Sexual Harassment, Gender Discrimination Policy

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KMD Group of Companies is committed to providing a safe environment for all its employees free from discrimination on any ground and from harassment at work including sexual harassment, LGBTQ (lesbian, gay, bisexual, transgender, queer/questioning) discrimination. KMD Group of Companies will operate a zero tolerance policy for any form of work or sexual harassment, gender discrimination in the workplace, treat all incidents seriously and promptly investigate all allegations of these harassments. Any person found to have harassed another will face disciplinary action, up to and including dismissal from employment. All complaints of these harassments will be taken seriously and treated with respect and in confidence. No one will be victimized for making such a complaint. Anyone, including employees of KMD, clients/customers, suppliers, business partners, contractors, casual workers, or visitors who harasses another within KMD premises will be taken action in accordance with this internal policy.
All harassments are prohibited whether it takes place within KMD premises or outside, including at social events, business trips, training sessions or conferences sponsored by KMD Group of Companies.
The victim or any person can make either a formal complaint or an informal complaint to his/her superior.
The person who initially received the complaint will refer the matter to a senior human resources manager to initiate a formal investigation. The senior human resources manager may deal with the matter him/herself, refer the matter to an internal or external investigator or refer it to the Management Committee of KMD.

Health & Safety Policy

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KMD always tries to provide its employees with a safe and healthy workplace, and ensure reasonable access to drinkable water and sanitary facilities, adequate lighting and ventilation and fire safety. The following policy guidelines and procedures were adopted.

Policy guidelines:

• To prevent accidents and cases of work-related ill health and provide adequate control of health and safety risks arising from work activities
• To provide adequate training to ensure employees are competent to do their work
• To implement emergency procedures - evacuation in case of fire or other significant incident
• To maintain safe and healthy working conditions, provide and maintain equipment and machinery, and ensure safe storage / use of substances

Procedures:

• Health and safety notice poster is planned to display.
• First-aid box and accident book are planned to locate.
• All areas are well lit including dark area of stairs.
• Cleaner staffs keep work areas clear daily.
• Toilets are cleaned daily.

Complaints Policy and Whistle Blowing Policy

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The following policy guidelines were adopted.

• KMD welcomes comments on the quality of its service and encourages those with concerns to raise them sooner rather than later, so that matters can be resolved at the earliest possible opportunity.
• If customers or employees are not satisfied with the way they have been treated, explain the problems to the member of staff with whom they are dealing. (Many complaints can be easily resolved at this stage without the need to make a formal complaint.)
• If their complaint has not been resolved informally, they can ask to speak to the next upper level (or) Manager and inform to make a formal complaint.
• If in doubt, Customer Service staff can advise customers to whom customer should address complaint. Complaint can be done by letter, telephone, email or in person.
• All complaints at this level will be dealt with within 2 working weeks.
• HR Management & Senior Management keep all these complaints as confidential, and treated it as only need to know basic for essential Management group, in order to protect an employee/person who complains or who reveals illegal/unethical behavior, from retaliation of other person.

Malpractice Policy

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The following policy guidelines were adopted.

• In cases of suspected malpractice by employees, upper level Manager will make employees aware that their malpractice will be taken a disciplinary action if the case is proven.
• The member of employee who suspects any form of malpractice must inform the Head of Department / Manager about his/her findings in writing with supporting evidence.
• The investigation will be carried out by a task-force audit team which is independent of the management of normal working relationships with the malpractice happen, or external audit will be involved.
• The investigation team will carry out a full investigation of any allegations of malpractice and provide a comprehensive report to the relevant parties.
• In all cases where there is clear evidence of deliberate malpractice, the relevant parties will be informed.
• Disciplinary action will depend on how serious the malpractice appears to the investigators.

All these policies Code of Conduct are endorsed as of May 2020, and it is subject to regularly review by KMD Management Committee which consists of management executives, directors, senior managers, internal verifiers of the Company and occasional external consultants, and it may be revised periodically to reflect changes in the procedures, missions and visions of the Company.