Here are some topics that were asked and discussed during the Transformation Town Hall.
Hand, Foot and Mouth Disease (HFMD)
There is no official government policy on HFMD. We understand that the number of cases have gone up a lot as we read in the newspaper. We are not sure if there is a direction from government in terms of quarantine policy like the COVID-19. We will follow the guidance from the government if there is one. There is also another disease which is the monkeypox, so let’s take it step by step on this.Â
Maternity and Paternity Leave
This is a new bill and we will be reviewing all of our policies in line with that now. We will definitely follow the government guidelines.
Annual Leave for Deepavali
The site operates with eleven mandated compulsory holidays as designated under the Employment Act. Generally, as the years go on, these are in accordance with workers’ preferences. In lieu of that, we have given additional leaves to all the site personnel. These site personnel can then take these additional leaves for those days that are not designated as official holidays for the site. This varies from site to site and in accordance with the project needs as determined by the Project Director.
Yoga Class
We have great plans with sports activities pre-COVID and now that things are opening up, we are looking into this again.
ASPIRE Membership
ASPIRE is targeted for the young and for the young at heart! The goal of ASPIRE is to target a great sense of fellowship within the age of 35 and below category. We are definitely happy for all ages to join us and the activities.
Induction Programme
We are constantly looking at improving our induction programme and we’ll take this into account also for foreigners.
Scholarship
All our scholarships are handled by the YTL Foundation. They have a thorough process of going through interviews and understanding the needs. It is essential to upskill our own people. So we do have some people on programmes that are sponsored by the company. But, firstly get recommendations from the HODs and then we have a thorough process that YTL Foundation can go through. HR can guide you towards that if you have any queries. Drop an email to HR at [email protected] to explore further.Â
Access to Panel Clinics
When we studied the process a year ago, it was merely depending on your location. There are more clinics in certain areas and less in certain areas. We can register additional locations for the clinics that we have requests.
If there is a number of you who would like to to go the clinic near to the location where we are, can we put through the site admin and admin will put in the request. If there is a sufficient number of people, we will inform QUALITAS to include this particular clinic. They can easily onboard the clinic into their system as their system is simple and integrated.
For staff based in Menara, there is a new clinic in Starhill. The doctors are good and they have long term interest to collaborate with YTL as a Group.
Reimbursement & Claims
It’s part of the Account system that has been set up and we trust our HODs to be responsible for giving the people back and we know that they will be and HODs are given an amount they can just distribute out to people and this is the most efficient way and you will get your money faster this way than waiting for Accounts team to process it. It is more beneficial for you to get your money back faster. Nevertheless, we will explore this further for better efficiency!
Minimum Wage & Salary Increment
Indeed we followed the regulation and we have a basic salary of RM1500 for all our employees. This is being implemented now by the HR Department for the company.
There will be salary increment this year and we are going to do the assessment starting very soon in July for increments and promotions across the board. We look forward to like last year giving many promotions and new kind of opportunities for everybody. We understand the situation that everyone is in as the inflation is going high. This is a global phenomenon and our country is blessed seeing we still produce our oil and certain food. There are the global factors that we have to look at.
Transportation Allowance
This is about fuel prices and we will look into it and will try to do the adjustment. Previously, it was done during COVID-19 when there weren’t much travel so we will look into it this period as the country is transitioning to the endemic phase and reopening economic sectors.
When we formulated the first policy during MCO, we wanted to come out with a scheme that is fair to everyone and the company as well. We were fortunate that the Board of Directors agreed and decided not to take salary for a long period of time during the MCO. They believe that the staff should not be affected and the company should not do any salary cuts or any retrenchment exercises for the company.
One of the policies that we decided as the Management team during that time was the transportation allowance adjustment was needed if we could and weren’t travelling that much. However, the economy has opened up and everyone will be travelling a lot, so we are definitely going to look into this in this quarter. Rest assured that we will get back to you guys on this matter!
Opportunities in Pan-Borneo Project
The government has various project priorities and as a sizable and reputable company, we are obviously involve in this type of work like Pan-Borneo, MRT and others. We have to follow our project priorities of the government and as they roll-out the projects, we want to be competitive and we want to be there. But this timeline is determined by the government in its fiscal position so we will focus on MRT first.
Department Transfer
If you would like to take up a new role in another department, feel free to send chats to Yuan, Yeen or Tsen. The great thing about our organisation is we are relatively flat. We are open, you can come talk to us anytime and we will get back to you. We will try to do something about it if you have an interest to take up a new role.Â
Alternatively, when an opening comes up, we encourage you to recommend yourself and take the initiative to speak to your HODs. There is not too much of the hierarchy in the company and we are open about this!
For internal opportunities, please visit the Jobs page for an updated positions available.
Flexible Working Arrangement
We will study this carefully as we craft policies moving forward. The pandemic has given us the opportunity to show that in certain functions, flexible working can result in minimal loss of productivity. But in certain other departments and functions create a lot of loss of productivity, creativity and time. Even though we feel like we are working, because of unproductivity, we spend a lot of time talking on conference calls.
We definitely want to move with the time and be a more nimble and flexible organisation, but we have to craft a policy that balances it and to be fair to all. We will put our mind to it and start thinking about it especially as we all move to the office now.
If needed, we also offer Counseling support. Read more about the Mental Health Programme here. You can register for a session!
Direction for Contract Staff
To us, contract or permanent staff is the same and is part of the YTL Group and YTL Family. But, to be fair to the company as we understand, in construction there are peak periods and non-peak periods. That is why we have the situation with the contract staff versus permanent staff. However, given the fact that we have new business opportunities, we would sure to keep people as our priority. We spend so much time training and working together, having the contract staff together in the culture of the company, so it’s only apt that we do that.
As we confirm these contracts, it would surely be a 2 year or 4 year contract and this will create a lot of certainty for everybody. We do understand that when it comes to the end of the contract period, many people will feel uncertain. We secured a few contracts and we definitely want you to be on this journey with us. We will review the contracts properly and make sure that it is beneficial for you in the long term.
We want every single one of you to be in the company for a long term and we don’t want you to be jumping ship. We will try our best and give priority to every single staff that is within our organisation first before looking outside. This is our assurance to you. Additionally, we encourage you to have an open conversation with your department heads if you have any concerns.
Q: What is the company’s employment policy in regards to those who have reached above the age of 60?
A: t’s not something we’ve thought of because all our 60-and-above employees are still working like they’re 40! We will check with HR.
Q: Thanks Yuan, Yeen and Tsen for the informative town hall briefing! Speaking of major infrastructure projects such as MRT 3 and HSR that are very exciting — are we going to bid for them?
A: We have discussed MRT 3 extensively and definitely want to be involved in it. For HSR, both governments are discussing it earnestly and it’s another project that with all of our expertise and knowledge, it’s not a matter of yes or no, but when.
Q: ​​Do you still have some space for my name on the Wall of Fame?
A: The Wall of Fame is an organic thing that we are going to update every year. This coming June, if anyone has reached 20 years of service (we’re sure there are many), we will add them to the list. So hopefully, if you stay long enough you will be on that wall!
Q: Will there be any staff price for all YTL hotels?
A: As mentioned during the last town hall, we would love to! We used to have stuff like this and it’s something we should see whether we can bring back. We’ll be suggesting this to the top management of YTL Hotels.
Q: What does the company think of work-life balance?
A: Generally, we are big believers in work-life balance. Although there will be seasons where you have to stay back late, it’s important that everyone takes time off because it’s not healthy to be working all the time, and our productivity also takes a hit. We want everyone to be able to perform their best.
Q: When will the Yes 5G SIM card be supported by iPhones?
A: We are working with Digital Nasional Berhad (DNB) for the 5G rollout. Currently, Apple has not completed network optimisation between its product and the DNB network, which is why it can’t be used. But if you insert your SIM card, the iPhone should work on 4G. Try it out and let us know!
Q: What is the company’s vision towards young engineers that are still under contract employment after several years of service in YTL?
A: Being in an industry that is constantly going up and down, we encourage you guys to keep working hard and rest assured that the company is doing all it can to grow. As part of our Transformation plan, we have very big targets and want to grow even bigger, with bigger turnover within the next three years.
Q: Are we exploring to increase our leave policies to make it more competitive with what other companies out there are offering?
A: We did this last year, comparing with the market and other major construction companies. We were pleased to find out that we are quite equal or even above industry standards at times.
Q: With COVID-19 positive cases currently increasing, are we going back to Work From Home?
A: With countries starting to drop COVID-19 restrictions, we want to emphasise the importance of safety and vaccines. As a company, we also need to support all the businesses out there. For now, we are happy with the work arrangements and have made a serious push to get every person (including subcontractors and workers) boosted within this month of February. We will continue to monitor the situation through weekly meetings with the HODs.
Q: If the appraisal system doesn’t seem to really impact our bonuses, will we improve the appraisal system to reward and motivate high performers?
A: This is exactly what we are trying to do — we will revamp the system this year, with the input of HODs and consultants. This will make the appraisal system more transparent, objective and systemised.
Q: Are we having CNY Annual Dinner this year?
A: This isn’t the best time to be having an annual dinner with the COVID-19 cases rising but we’re with you in spirit!
Q: How will the company handle workplace bullying and toxic work environments involving department seniors / heads?
A: We are striving to create a culture of communication. Through scheduled face-to-face sessions with your superiors and the feedback form in the newsletter, you have a chance to voice out or escalate issues. In 2021, we focused a lot on leadership programmes with HODs, communication skills, etc. We hope this has helped foster an open and receptive work environment.
Q: As we have job openings internally, what if we’re interested and we know that we are eligible for the positions? We still need HOD approval to go for it, right? What if the HOD does not really fancy the idea, is there any way?
A: We leave it to both HODs to come to a decision that is beneficial for all departments. That being said, we do look at and assess every application. If you are a key player in your department, it might be about the transition and finding someone to replace you. Although the move might not happen immediately, you can trust the HODs to act in the interest of the entire company.
Q: As vehicle maintenance costs have gone up over the years, is there a possibility of reviewing the mileage rate?
A: HR does review these policies from time to time. We will take note of this and ensure they go through it during their next session.
Q: For career development, besides the vertical path route, is there any horizontal path for those who prefer not to move up to management?
A: Why not? If people are comfortable and happy in their roles, this is also something we will take into account as we look at how to redo the appraisal system. We encourage people to apply to new departments if they would like try new things. So far, it has worked out because it’s great when everyone is in a place where they can help or suit each other best.
Q: Talking about transparency, can performance review scores be shared to the staff, as well as how it is tied to the bonus so that staff can understand the scores they were issued by their bosses and how it affects their bonuses. It has been demotivating not understanding the low scores given.
A: We will definitely improve this as we revamp the appraisal system. You will be able to know your score and discuss it with your HODs during the face-to-face appraisals.
Q: The new Vivo 5G phone that was given is cool. Should we return it or will it fully belong to staff like the Yes phone before?
A: The company is paying for the plan, so the new Vivo phones are company assets, like your laptops and such. Please ensure you take care of the phone (don’t damage or lose it) as the repair and maintenance costs are quite high. If the phone needs to be replaced, the cost will be borne by the employee.
Q: Any increment this year?
A: We are fortunate that although the last few years have been difficult — especially during the first MCO when site productivity was basically zero — the Board of Directors decided there would be no salary reductions. We’ve also been able to implement our own bonus policy when certain other companies within the Group have had no bonus. As things improve and there is growth in the company, we will leave this decision to the wisdom of the Directors.
Q: Any plan for the next activity by Aspire Club?
A: There should be, we will check with the committee and announce something soon. It’s true, we need to go and do something fun!
Q: It is a fact that the YTL Construction management is generous and you do, at least, have bonus this year. Employees who are WFH but are not working efficiently and effectively, are taking advantage of it. I hope these people are not asking for company benefits while not contributing to company growth.
A: Some of us may have to work harder from time to time, but we do believe that every one of us is trying to pull our weight. Just like in the YTL Group, when YTL Construction is not doing so well and others are doing better, we support one another. We are a team and a family. Let’s start with asking how we can contribute better so that our colleagues and friends, YTL Construction, the YTL Group, and finally Malaysia can benefit.
Q: For contract staff, we always get our contracts late. We hope to get them a month earlier or the status, as we also need to prepare for a new job and our finances.
A: This might be happening due to the couriering, locations, or approvals taking some time to go through. We will take note of this and ensure HR improves the process so that people can plan.
Q: I am a part of ERL, maybe this question is a bit confidential. What about the ERL concession extension which may end after 30 years of operation? And what about the modernisation of the system as most of them are now obsolete?
A: As the last few years have been difficult, we would like to thank everyone in the ERL team and YTL Construction for continuing their work. In terms of investment in required maintenance, it’s no problem — ERL has strong shareholders and a strong balance sheet.
Q: Will there be a safe way for staff in Menara YTL to walk out from the back of our building instead of walking down the ramp from Level 1 of the car park as cars are driving up?
A: For security reasons, you are meant to enter the building through the lobby. But if you are using the ramp, please be careful!
Q: Booster dose is mandatory for Sinovac recipients by the end of this month, what about Pfizer / AZ / other recipients? Is the deadline the end of this month as well?
A: Due to the Omicron variant, we encourage Pfizer / AZ / other recipients to get their booster doses as soon as possible in order to keep everyone safe.
Q: Will Menara YTL provide motorcycle parking for female riders?
A: We do have motorcycle parking available in Menara YTL. We will communicate with you directly to further clarify.
Q: KJNPP needs many engineers and supervisors for both C&S and M&E to help with the 5G rollout. Can HR help us to compile the list of available staff for internal hire?
A: HR will be able to handle that and the positions will be advertised through the internal job postings. Please don’t hesitate to volunteer!
Q: Do you feel OKR is a better model for goal setting and that it has improved morale by setting a healthy level of challenge for people? Would you recommend other companies in the Group to implement this?
A: We see that when reports are due, there is a big push and it incentivises people. For example, the HSE department was at 20% one quarter and bounced back to 100% the next quarter. If we can model this successfully, being able to say we became No. 1 with this method, we can probably roll it out to other companies as well.
Q: Can we use own laptop or do some reviews on laptop performance if it has been lagging and delaying work productivity? Opening a PDF file is taking minutes to get done.
A: Using your own laptop is not allowed. Some of these performance-related issues have been alleviated as the IT team has changed a lot of HDDs to SSDs. But if you are still having problems, please contact the IT helpdesk at https://helpdesk.ytl.com. We will be tracking all submitted issues and laptop performance as well.
