In the process of striving to fulfill CSR in the field of Employment, Occupational Health and Safety, the Company conducts business activities by complying with regulations and laws based on the Employment, Occupational Health and Safety (K3) practice policy in accordance with the mandate of Law Number 1 of 1970. It is hoped that the fulfillment of these aspects of employment, health and occupational safety can create a safe and conducive work atmosphere, which can ultimately encourage productivity.

The Company’s Participation in BPJS Employment and Sinarmas Insurance

As part of K3 risk mitigation, the Company registers all employees, both central and branch, in the BPJS Employment program in accordance with article 15 paragraph 1 of Law Number 24 of 2011. The BPJS Employment program is useful for ensuring all employees from the risk of work accidents and occupational diseases. In addition, the Company also registers all of the Company’s permanent employees in the Sinarmas Health Insurance program to provide benefits and peace of mind that is expected to increase employee productivity.

Employment Opportunities and Gender Equality

In meeting the needs of human resources in all departments in the organization, the Company continues to be committed and strives to provide equality in equal employment opportunities for every employee. The Company does not have any particular preferences in making decisions to hire, promote or retire workers/prospective workers based on ethnicity, gender, nationality, age, social class, religion, sexual orientation and gender identity. All employees are given the same opportunity to obtain trainings to develop their potential in order to obtain career advancement and increased knowledge to be applied in their respective jobs. The Company also prioritizes the principles of harmony and harmony with the Company’s work culture so that it is hoped that all employees can unite to realize the Company’s vision.

Education and Training

The Company provides education and training to all Human Resources (HR) in accordance with the competencies and work qualifications of each individual employee. Training carried out externally by professional certification bodies is evidenced by the granting of certificates as a sign of graduation of the training. The training that has been provided by the Company in collaboration with APPI includes billing professional certification, managerial basic certification and risk management certification. Certification is carried out as a form of the Company’s compliance with Article 65 of POJK No.35/POJK.05/2018 concerning Business Implementation of Finance Companies. As for the internal training programs that are always carried out by the Company on an ongoing basis, they include the Branch Management Program (BMDP), New Employee Orientation Program (NEOP), as well as BM (Branch Manager) and BOH (Branch Operation Head) Pro Hire.

Occupational Health and Safety Infrastructure

Occupational Health and Safety (K3) Infrastructure is one of the important requirements for the implementation of safe daily operational activities in the Company. With the creation of safety and the protection of employees from possible work accidents, all employees work more calmly and focused, which in turn will trigger the creation of high productivity. Some of the K3 infrastructure at the Company’s head office and branches include fire extinguishers (light fire extinguishers), hydrants, and emergency stairs to be used in the event of a disaster such as fire or earthquake. The creation of a safe and comfortable work environment is certainly not only the responsibility of management, but also the responsibility of employees. By stepping up and taking responsibility together, the Company is committed to realizing zero work accidents . This, it will have a good impact on the service to all of the Company’s consumers.

Employment Problem Complaints

The Company continues to strive to mediate and overcome employee employment problems to maintain optimal performance of employees and the Company. This has been regulated in the regulations and employment agreements for each new employee in accordance with the Company Regulations. However, if the problems that occur to employees have not been resolved through deliberation, this problem will be resolved at the Industrial Relations Dispute Resolution (PPHI) level. Therefore, the Company always prioritizes openness in handling employee problems and disputes so that in the process no party is harmed. In addition, if employees have other employment problems, they can report these problems to the whistleblowing facilities provided by the Company on the Company’s website (www.simasfinance.co.id).