4.2 Volunteerism (5%) 4. Our Community (10%)
Definition • Scope of volunteer activities: Colleagues can volunteer to take part and/or be of service to help the local community, or a registered charity, or a non-profit organization which the Group/Property have identified as beneficiaries or partners under its CSR efforts. Such volunteeractivities with external stakeholders may be organized in-house or by/with these beneficiaries or partners and shall involve thecommitment of our colleagues’ time, personal effort such as their skills and expertise, and even, in some cases, financial contribution. • The Group is committed to promoting social development and to protecting the environment under its CSR programmes. Colleagues can take part in volunteerism projects under the Rationale • To promote and support the company’s Corporate Social Responsibility (CSR) objectives by encouraging all colleagues to volunteer in at least one activity under the Group or Property’s CSR programmes. • To encourage collaboration and stronger team spirit among colleagues as they work together for a common cause to make a difference in the communities where we operate.
following programmes: o EMBRACE projects o SANCTUARY projects o Group CSR initiatives o Other volunteeractivities organized jointly or on behalf of the Group/Property by appointed 3rd parties.
2. Volunteer Leave • Shangri-La’s Volunteer Leave Policy encourages and recognizes the participation of our colleagues in any of the approved Group and/or Property CSR programmes. • All permanent employees and trainees are eligible for Volunteer Leave, up to a maximum of 8 hours per year. • Colleagues can apply for Volunteer Leave when they participate in any of the approved volunteer activities during their normal work hours. • Non-Group/Property approved volunteeractivities are excludedfrom the Volunteer Leave Policy and cannot be counted towards the total volunteerrate and hours from the Property. • Line Manager’s approval must be secured for Volunteer Leave before participating in the activity. Volunteer leave approval will not be given retrospectively. • All Volunteer Leave cannot be carried forward or be used as part of Annual leave. • All Volunteer Leave are to be properly recorded in the HR Leave system.
3. Maximum score: 6 •Full score is based on volunteer % against total property headcount (3.0 score) and the average volunteer hours per colleague (3.0 score). •Number of volunteer % is rounded up to a whole number. Every 1% increase will gain 0.1 score. Must attain at least 60% to geta score.
•Average hours of volunteerism is kept to one decimal place. For every 0.1 increase in volunteer hours, 0.1 score is added. Must attain at least 2 hours to get a score. •The total property headcount is the sum of permanent employees and trainees, including new employees and employees who have since left the company. •Volunteers who have resigned can still be counted towards the total number of volunteers and volunteer hours in recognition of their effort and contribution under the property’s Balance Scorecard. •The final Volunteerism score in the Balance Scorecard for the property will be the score as of end December.
4. Target •To achieve 80%+ volunteer rate against total property headcount and at least an average of 4 hours’ volunteer time per colleagueduring the year.
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