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2010 (3rd Edition)

Good employment practice

Good practice	Never Always
*Employment*
We assess manpower requirement carefully before commencement of recruitment activities.	0	1	2	3	4
Our job adverts are specific and accurate without discriminatory statements.	0	1	2	3	4
Our job adverts specifically call for applications from qualified people without discrimination.	0	1	2	3	4
Our job adverts are in both English and Chinese where reasonably practicable.	0	1	2	3	4
We acknowledge receipt of job applications whenever possible or specify in the job adverts the period of time after which applicants should consider their applications unsuccessful.	0	1	2	3	4
We only collect job-related information for selection purpose.	0	1	2	3	4
Our job interviews are conducted by trained interviewers who respect interviewees’ privacy.	0	1	2	3	4
We give each candidate a clear understanding of the job.	0	1	2	3	4
We encourage each candidate to show his or her capabilities and suitability for the job.	0	1	2	3	4
The selection of candidate is based on genuine occupational requirements.	0	1	2	3	4
We have clear and consistent job-related selection criteria that we use to select candidate(s).	0	1	2	3	4
We review the contents and standard of assessment tests regularly.	0	1	2	3	4
We record the assessment on each candidate immediately after the interview.	0	1	2	3	4
If possible, we give preference to internal candidates over external candidates.	0	1	2	3	4
Selection results and decisions are properly documented and kept for a reasonable period.	0	1	2	3	4
We make written job offers at a reasonable time.	0	1	2	3	4
Our job offers are clear and contain all terms and conditions of employment.	0	1	2	3	4
Our job offers meet the standard Labour Department example.	0	1	2	3	4
We have obtained the written consent from the appointee for reference check.	0	1	2	3	4
All new employees have a structured induction programme.	0	1	2	3	4
The programme includes work arrangements, employment policies (whether written or verbal) and formal and informal work practices.	0	1	2	3	4
We assign a coach or mentor to each new employee.	0	1	2	3	4
We write to unsuccessful applicants shortly after the new employees have joined the organisation.	0	1	2	3	4
We properly handle the employment-related personal data according to the Personal Data (Privacy) Ordinance.	0	1	2	3	4

*Remuneration*
We have a clear remuneration philosophy that guides our remuneration practices.	0	1	2	3	4
We have a systematic pay structure or set of ranges showing mid–point pay standard of good performance.	0	1	2	3	4
We are open with our employees about their pay.	0	1	2	3	4
We decide employees’ pay by reference to market rates and the value of work done.	0	1	2	3	4
Employees doing work of equal value, with equal qualifications and performing equally well receive equal pay.	0	1	2	3	4
We give employees a statement regularly showing the breakdown of their pay.	0	1	2	3	4
We pay our employees on time.	0	1	2	3	4
We do not withhold or deduct pay without an employee’s consent.	0	1	2	3	4
We make all statutory payments on time.	0	1	2	3	4
We have never and will never terminate employment simply to avoid making statutory payments.	0	1	2	3	4
Our incentive schemes are clear, fair and open.	0	1	2	3	4
The rules of our benefits packages are clear, and fairly and consistently applied.	0	1	2	3	4
Our retirement scheme complies with the provisions of the MPF Ordinance.	0	1	2	3	4
Our top-up retirement provisions are registered and comply with current regulations.	0	1	2	3	4
We would consult employees and obtain their consent on reductions in salaries or benefits before implementing them.	0	1	2	3	4
We would inform employees if and when we may be able to restore their earnings or benefits.	0	1	2	3	4
We keep abreast of and comply with current legislation on pay and benefits.	0	1	2	3	4

*Performance management*
Our top management serves as a role model to support performance management.	0	1	2	3	4
We have in place an open and fair performance appraisal system to assess and award our employees’ performance.	0	1	2	3	4
We use the performance management system to decide how much more employees who perform well should be paid compared to those who perform less well.	0	1	2	3	4
Our managers have at least one meeting a year to discuss each of their subordinates’ performance.	0	1	2	3	4
We tell our employees about the organisation’s goals and values.	0	1	2	3	4
Employees are involved in setting their goals and objectives.	0	1	2	3	4
We give under-performing employees the opportunity to improve with counselling and follow-up performance reviews.	0	1	2	3	4
Performance improvement and review plans and results of performance review of employees are properly documented.	0	1	2	3	4
There is a clearly defined channel for resolving disagreement between appraises and appraisers.	0	1	2	3	4
If further action has to be taken for unperformed employees without satisfactory improvement, the course of action would be well communicated and documented.	0	1	2	3	4

*Termination*
We have different levels of disciplinary actions commensurate with the offence committed.	0	1	2	3	4
We have established fair and open written procedures for disciplinary action to be taken.	0	1	2	3	4
There is always opportunity for employees to appeal to a higher level of management (where available) on any disciplinary action applied.	0	1	2	3	4
We are consistent in our approach to discipline and treat all cases of the same offence in the same way.	0	1	2	3	4
Except in cases of serious misconduct justifying summary dismissal, employees with poor performance would have sufficient opportunities and reasonable time to remedy their shortcomings.	0	1	2	3	4
Thorough investigation would be undertaken before any summary dismissal is made.	0	1	2	3	4
Summary dismissal needs the approval of a manager to whom the offending employee’s supervisor reports, i.e. at least two levels up.	0	1	2	3	4
We comply with the provisions of the Employment Ordinance relating to termination of employment and severance packages.	0	1	2	3	4
We communicate our redundancy criteria to employees.	0	1	2	3	4
We provide redundant employees with counselling and job finding assistance.	0	1	2	3	4
We offer ex-gratia payment to employees in addition to statutory compensation for redundant employees.	0	1	2	3	4
We will re-employ the terminated employees as far as practicable when we re-open the same positions.	0	1	2	3	4

*Employee relations*
We treat all our employees with dignity and respect.	0	1	2	3	4
We accept that we have responsibility for their welfare while they are at work.	0	1	2	3	4
We encourage employees to balance their work and personal lives.	0	1	2	3	4
We have implemented an Employee Assistance Programme.	0	1	2	3	4
We encourage our employees to do voluntary work.	0	1	2	3	4
We have regular social events for all employees.	0	1	2	3	4
We respect our employees’ privacy.	0	1	2	3	4
We respect the law in collecting and handling employee personal data.	0	1	2	3	4
We have written policy communicated to employees on employee surveillance.	0	1	2	3	4
We comply with the anti-discrimination ordinances and provide a workplace free of discrimination, harassment, vilification and victimization.	0	1	2	3	4
We have written policies communicated to employees on equal opportunities.	0	1	2	3	4
We have grievance procedures in place.	0	1	2	3	4
In the event of a potentially serious labour dispute we would involve the Labour Department from the outset.	0	1	2	3	4
We encourage open communication between management and employees with effective communication channels in place.	0	1	2	3	4
We respect employee organisations and trade unions where they exist.	0	1	2	3	4
We recognise employees’ right to participate in trade unions and understand the associated statutory requirements of the employer.	0	1	2	3	4

*Communicating with employees*
We have an employee handbook that every employee receives.	0	1	2	3	4
We give details to employees regularly on the organisation’s financial and commercial position.	0	1	2	3	4
All our managers know their responsibilities to communicate with – and receive communications from – employees.	0	1	2	3	4
We conduct employee surveys and focus groups on a regular basis.	0	1	2	3	4
We include employee representatives on our committees to aid our business decision making.	0	1	2	3	4
We use a range of communication channels, such as newsletters, notice boards, and suggestion boxes.	0	1	2	3	4
We have regular social events for all employees.	0	1	2	3	4

*Employee development*
We have regular reviews of employee potential.	0	1	2	3	4
We encourage our employees to develop themselves through continuous learning.	0	1	2	3	4
We assess staff’s training needs before providing training solutions.	0	1	2	3	4
We evaluate the training service provider’s suitability in fulfilling the identified training needs.	0	1	2	3	4
We provide assistance for employees to learn and to adapt to change.	0	1	2	3	4
We provide training sponsorship e.g. reimbursement, time off, etc to encourage employees’ continuous improvement.	0	1	2	3	4
We provide job-related training for all employees.	0	1	2	3	4
We provide tools and mechanisms to facilitate self-learning of employees.	0	1	2	3	4
There are pre/post training evaluation mechanisms and post-training reinforcement mechanisms in place.	0	1	2	3	4
We undertake succession planning for key posts.	0	1	2	3	4
We provide necessary training and development support for succession planning.	0	1	2	3	4

*Safety health & Welfare*
Safety is a top priority for every employee in our organisation.	0	1	2	3	4
We accept our full responsibility to provide a safe working environment for employees.	0	1	2	3	4
Our senior managers are passionate about safety.	0	1	2	3	4
We have a system to identify, assess and mitigate any hazards in the workplace.	0	1	2	3	4
We provide safety training, workshop and safety standards to all employees.	0	1	2	3	4
We carry out regular rehearsals for fires and other major incidents that could affect lives or health of employees.	0	1	2	3	4
We have maintained our workplace, equipment, devices and systems in an efficient working order.	0	1	2	3	4
We provide all relevant employees with proper training / instruction on the correct use of equipment, devices and systems.	0	1	2	3	4
We will ensure that employees will wear / use proper protective clothing and equipment in the work site.	0	1	2	3	4
We provide our employees with comfortable working environment.	0	1	2	3	4
We have established a policy which maintains a work environment free from the adverse effects of alcohol and drugs.	0	1	2	3	4
We provide suitable rest breaks to employees.	0	1	2	3	4
We have a Safety Charter based on the template from the Labour Department.	0	1	2	3	4

*Code of Conduct*
Our management sets itself as a role model in upholding high standard of ethical principles.	0	1	2	3	4
We follow the most up-to-date practices of good corporate governance.	0	1	2	3	4
We have a Code of Conduct and/or a written policy on anti-corruption.	0	1	2	3	4
We provide training or staff meeting to facilitate employees’ understanding on the Code.	0	1	2	3	4
We encourage our employees to report suspected corruption.	0	1	2	3	4
We would refer any possible corruption to the ICAC rather than try to deal with it ourselves.	0	1	2	3	4

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