HUMAN RIGHTS & LABOUR STANDARDS
POLICY
1. Introduction
Chronosys Integrator Sdn Bhd (“CISB”or the “Company”) supports and respects the protection
of internationally recognised Human Rights as established in the Universal Declaration on
Human Rights and the International Labour Organisation’s Declaration on Fundamental
Principles and Rights of Work. This Policy embodies CISB’s commitment to conducting its
business in a manner that respects the rights and dignity of all people, complying with all
applicable regulations and laws. The Company strives to work towards ensuring that basic
rights inherent to all human beings are upheld across the businesses within the Company,
across the value chain and within the communities in which the Company operate
2. Objectives
The primary objective of human rights is to safeguard the inherent dignity and fundamental
freedoms of all individuals, ensuring they can live with respect, equality, and justice. This
involves promoting a society where everyone's basic needs are met, and they are empowered
to participate fully in all aspects of life. Human rights education is crucial in fostering a culture
of respect and understanding, while also addressing discrimination and promoting social
progress. Our Human Rights Policy (“Policy”) is an extension of the Group’s commitment to
good workplace practices and includes people in communities in our areas of operation.
3. Scope
This Policy is applicable to the Company’s Directors and Employees. The Company’s Suppliers
and other Business Associates are encouraged to be guided by this Policy when performing
business on the Company’s behalf. This Policy shall be applicable to all countries in which the
Company has business activities.
4. Definition
The following definitions shall apply to this Policy:
i. “Employees” include full-time, part-time, probationary. contract and temporary employees.
ii. “Suppliers” include the Company’s contractors, sub-contractors, agents, suppliers’
representative, agent representative, consultants, distributors, or any parties performing work
or services for or on behalf of the Company.
iii. “Business Associates”” include the Group’s joint-venture entities, joint-venture partners
and business partners, as well as Suppliers.
Date : 10th March 2025 (Updated) CHRONOSYS INTEGRATOR SDN BHD
Revision : 3
5. The Group’s Stance on Human Rights and Labour Standards
i. Non-Discrimination
The Group strives to embrace equal opportunities at the workplace. The Group believes
everyone should be treated with respect and dignity regardless of their background. The
Company is committed to the elimination of discrimination in respect of employment and
occupation.
ii. Workplace Safety and Health
Managing and maintaining a safe and healthy workplace is an integral part of our
operations. The Group is committed to provide a safe and healthy workplace by
internalisation, engagement and personal ownership of every employee, as well as
management and leaders, are expected to demonstrate visible commitment through
their behaviour. The Company is committed to complying with applicable safety and
health laws and regulations, including internal requirements.
iii. Workplace Security
The Company is committed to upholding a workplace for all employees that is free from
any acts of physical coercion, violence or threats of violence, verbal, sexual or
psychological harassment, bullying, intimidation, abuse or other harsh or inhumane
treatment by either their managers or fellow employees.
iv. Child Labour
The Company does not use or tolerate the hiring of child labour under any circumstances.
The Company abides and strictly complies with international child labour conventions and
child labour laws and regulations establishing a minimum age for employment in the
countries in which it operates.
v. Forced or Involuntary Labour
All employment with QL Group is voluntary. The Company does not tolerate any form of
forced or involuntary labour in any of our operations. These include bonded labour, slave
labour, indentured labour or human trafficking.
vi. Wages, Working Hours and Benefits
The Group shall ensure full compliance towards all applicable laws and with respect to
wage, work hours, overtime, and benefits law. The Company complies with local
minimum wages and compensate employees competitively relative to the market and
industry standards. The Company ensures that all employees have the right to sick leave
and annual holiday as well as all leave types provided by the legislation in the countries
where we operate in.
vii. Freedom of Association and Collective Bargaining.
The Group respects our employees’ right to join or not join a trade union, or to have
recognised employee representation in accordance with the local law without fear of
reprisal, harassment, intimidation or termination of employment.
Date : 10th March 2025 (Updated)
Revision : 3
6. Addressing Human Rights and Labour Standards Impact
The company recognises that we must take steps to identify and address any human rights
and labour standards infringements that we may be involved directly or indirectly through
our business activities or our business relationships.
The company understands that human rights and labour standards are an ongoing process
so we will continually evaluate and review how best to strengthen our approach to addressing
human rights and labour standards. The Company will conduct on-going human rights and
labour standards due diligence to assess and mitigate potential human rights and labour
standards infringements. The Company is committed to acting on the due diligence findings,
monitoring, and tracking of our actions.
7. Compliance
Employees, Suppliers, and Business Associates are expected to adhere to this Policy, Employee
and Supplier Code of Conduct specifically with reference to the section on Workplace and
Human Rights matters.
The Group expects all employees, suppliers, and business associates to respect human rights
and be alert to any evidence of human rights infringements in QL operations or in the
operations of our suppliers and business partners.
Compliance with this Policy by the Group, its Employees, Suppliers, and Business Associates
is mandatory. Any violation of this Policy will be dealt with seriously by the Group and will
lead to, but not limited to, review of contracts, employment, or appointment,
disciplinary actions, dismissal, cessation of business relationship, and reporting to the
authorities, consistent with relevant laws and regulations.
8. Reporting and Whistleblowing
Reporting and mitigation of issues and concerns on human rights and labour standards
infringement are made available via CISB’s Policy.
Reporting can be made by:
• CISB’s employees, including employees on contract terms, temporary or
short-term employees and employees on secondment, where applicable;
• people performing services for CISB, including contractors and service providers;
• members of the public.
9. Policy Review and Revision
The Policy will be held in custody of the Management of CISB. The Management will on an
ongoing basis review, assess and proposed amendments to ensure the relevancy,
adequateness and effectiveness of this Policy. Any requirement for amendment shall be
deliberated and approved at the Management level.
Date : 10th March 2025 (Updated)
Revision : 3