1. Human Rights
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Principle I |
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Business should support and respect the protection of internationally proclaimed human rights within their sphere of influence. |
| Principle II |
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Business should make sure that they are not complicit in human rights abuses. |
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| Action taken in Respect of Principles I and II |
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| i. |
Bank has well formulated HRM, HRD, Employee Relations and Industrial Relations Policies which stress respect for human dignity and pivotal role of Human Resources in organizational development. View Policy sheets >> |
| ii. |
Corporate Strategies revolve around these policy statements. |
| iii. |
A code on “Sexual Harassment is now in force” |
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| 2. Labour |
Principle III |
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Business should uphold the freedom of Association and the effective recognition of the right to collective bargaining. |
| Action taken |
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| i. |
In recognition of our superior HRM standards, our Bank was ranked among the 'Super Ten' and awarded a 'Gold Award' at the NATIONAL HRM AWARDS 2007 - SUPER 10, which reflects among other things, our adherence to ILO Standards and the impressive IR record.
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| ii. |
Presently, there are three Associations / Unions within the Bank, which are represented by both non executive and executive staff. The Bank has an IR Policy and deals with the unions on the basis of mutual reciprocity. |
| iii. |
The Bank signs two Collective Agreements with Ceylon Bank Employees’ Union through Collective Bargaining Process, in respect of various categories of staff for a period of three years. (Collective agreements covering Non Executive Grades and Junior Executive Assistants & Allied Grades have been signed for the period 2006 – 2009)
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| iv. |
There is no discrimination on grounds of holding union membership and involvement with union activities, when it comes to Career Progression, which is done purely on merit. |
| v. |
We have embarked on an initiative of "Workplace Cooperation" with the three Trade Unions / Associations under the guidance of the ILO and Employers' Federation of Ceylon. Already a mechanism is in place, enabling a group of representatives from the three Unions / Associations and the Management to engage in joint initiatives towards promoting common interests.
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Principle IV |
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Business should support the elimination of all forms of forced and compulsory labour. |
| Action taken |
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| i. |
All labour is voluntary and out of free will. |
| ii. |
In respect of non executive staff, terms and conditions of employment are negotiated and agreed upon every three years while for executive staff, regular review is being undertaken in respect of their terms and conditions of employment in line with market trends. |
| iii. |
Bank has a well established Counselling Mechanism and also a Grievance Handling Procedure setting out a process to resolve employee grievances – Presently a joint project is underway with the participation of the Management and the three Unions / Associations to enhance the effectiveness of the Grievance Handling Procedure of the Bank. |
| iv. |
In respect of outsourced staff, payments are based on market rates. An outsourcing unit has been formed to ensure that the Service Providers pay all statutory and other dues to the outsourced staff on time. |
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Principle V |
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Business should support the effective abolition of child labour. |
| Action taken |
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| Minimum age limits are specified and in any event it is not less than 18 years. |
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| Principle VI |
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Business should support the elimination of discrimination in respect of employment and occupation. |
| Action taken |
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| i. |
It is specifically stated in the Employee Guide Book that the Bank does not discriminate on grounds of sex, race, ethnicity or disability, etc. |
| ii. |
All business decisions are taken strictly on business imperatives and merit. |
| iii. |
Our Bank is a party to the “Employer Network on Disability” which explores job opportunities in the private sector for disabled persons. This initiative is supported by the ILO and Motivation Lanka (an NGO supported by USAID). Under this initiative, the Bank obtained the services of 5 disabled persons during year 2007/2008.
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| 3. Environment |
| Principle VII |
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Business should support a precautionary approach to environmental challenges. |
| Action taken |
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| i. |
The Bank also falls in line with national or municipal laws or by laws dealing with environment, health and safety; in its dealings with employees, customers and general public. |
| ii. |
All project lending facilities are undertaken only if they satisfy “Environment Impact Assessment” studies. |
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| Principle VIII |
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Business should undertake initiatives to promote greater environmental responsibility. |
| Action taken |
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| i. |
The Bank has completed re-construction of four tanks in the North-Central Province under the "Dahasak Wew" Irrigation Tank Development Project. This was
implemented with the objective of enhancing productivity in the agricultural sector, whilst preserving the environment. (This project includes awareness building programmes among the folks living in these areas on how to avoid polluting the Tank) |
| ii. |
Continuously providing “Safety Bottle Lamps" to the people who are living in areas where Electricity is not available, with a view of eliminating fire hazards. |
| iii |
Continuously engaged in a Waste Paper Management Project in order to protect the environment. All waste paper material are collected & sent for recycling and arrangements are being made to purchase selected recycled paper items from the recycling company.
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| iv |
Providing Loan Facilities at concessionary rates, for Entrepreneurs who are keen on creating Cleaner and Greener Environment.
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| Principle IX |
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Business should encourage the development and diffusion of environmentally friendly technologies. |
| Action taken |
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| i. |
Environmentally friendly technologies are used and promoted in our own building projects. |
| ii. |
Special emphasis is also given for this aspect when granting credit facilities for large scale projects. |
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| Principle X |
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Businesses should work against corruption in all its forms, including extortion and bribery. |
| Action taken |
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