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64 ENVIRONMENTAL, SOCIAL AND GOVERNANCE REPORT 2020 CONTRIBUTING TO STAKEHOLDERS 65

Our employees are also guaranteed freedom of
Management Attracting and Retaining Staff association in the workplace and may join the
Approach We have developed and instituted a wide range of organisations and professional bodies of their choice.

employment practices, including family-friendly policies Members of associations are also allowed to participate
We are committed to providing an inclusive and and competitive remuneration packages well above in association activities during working hours, reflecting
rewarding work environment that leads to high the regulatory minimum, in order to make Towngas a the high degree of freedom they enjoy at Towngas.
engagement and enables our staff to grow and rewarding and attractive place to work.
develop their potential in their careers with us. Although Hong Kong has no regulatory requirement
Benefits for full-time employees include maternity and with regard to collective bargaining, we consult our staff

All human resources matters at Towngas are overseen paternity leave, medical and dental insurance, group life on a range of employment issues through our internal
by our Corporate Human Resources Department and insurance, town gas allowances, education allowances communication channels. We send a formal notice at
handled according to the Towngas Human Resources and performance-based bonuses in Hong Kong. We least two to four weeks ahead of time to all employees Apart from technical and engineering subjects as well as
Policy Manual and Employee Handbook. We comply also provide a maternity allowance and counselling when significant operational changes are about to non-technical subjects such as leadership development
with local laws and regulations in relation to recruitment for managing emotional issues. Subject to eligibility, be implemented. In mainland China, we comply with and interpersonal skills, we also identify emerging areas,
and promotion, compensation and dismissal, working the children of our staff can take advantage of an applicable legal obligations concerning freedom of such as innovation, digitalisation and climate change, to
hours, rest periods, equal opportunity, diversity, anti- education allowance and scholarship for attending association and collective bargaining. help staff develop new skills or refresh their knowledge.
discrimination, and the provision of other benefits and overseas exchange programmes and local universities. To equip potential employees with management skills
welfare. To help our staff balance their work and family While the labour unions of our joint ventures (JVs) have and build a sustainable leadership pipeline, we offer a
responsibilities, we have established a variety of family- not entered into any collective bargaining agreements, variety of career advancement programmes. Delivery
Our Code of Conduct outlines the expectations we friendly practices. These include flexible working hours we continue to maintain open communication with channels include classroom training, e-learning, Virtual
set on our people, their responsibilities and all relevant and special provisions for taking time off for family union representatives on staff-related matters. Reality (VR) training, frontline attachments, workshops
policies and procedures our employees should follow reasons, such as marriage, compassionate and casual and site visits.
in their everyday work duties, including behaving leave. Training and Development
ethically in their business practices, promoting equal We also encourage our employees to supplement
opportunities and eliminating acts of discrimination. Any Our remuneration packages are periodically reviewed Training our people and developing their skills and their development through external courses, seminars,
employee found to be in violation of the Towngas Code and adjusted according to trends in the labour market. competencies are essential for our long-term success visits and conferences, according to identified training
of Conduct, Equal Opportunities Policy or relevant as a company. needs. Subsidies are provided for staff who pursue
ordinance will be subject to disciplinary action. The retirement benefits we offer include the defined further education related to their job duties, according
contribution schemes and Mandatory Provident Fund Training and development programmes, including to the Towngas Human Resources Policy Manual.
schemes in Hong Kong. In mainland China, staff competency and skills based courses, are organised
In managing our people, we take a systematic approach
that spans their entire career lifecycle at Towngas. participate in social security plans organised by the and delivered internally through our Learning &
relevant municipal and provincial governments. Development function and the Towngas Engineering
Academy (TEA) in Hong Kong. We also have
Attraction
We also collaborate with various education institutions five training bases in mainland China, as well as
to provide training programmes that not only create partnerships with education institutions.
Retention Recruitment a pipeline of future workers for Towngas, but also
contribute to the dissemination of gas knowledge and Our training begins with our new joiners, who during
advancement of the gas industry. their orientation with us become familiarised with
Towngas, our corporate culture, policies and business
Talent Employee Engagement processes. Recognising that individual employees
Management
Inclusion Engagement have different learning needs, we identify and provide
We recognise that close communication with our a wide range of training and development opportunities
staff is critical for maintaining a harmonious and for our general and technical staff as well as our

Development productive work environment. To keep our employees management colleagues.
engaged and informed, we provide multiple two-way
communication channels.