Employee’s training and education

We believe training and education will help to nurture employees’ capability to bring out their best to sustain their overall value to the Group. Our Learning & Development Roadmap focuses on the learning journey for both current staff as well as new recruits and is planned with the Group’s human capital needs and development in mind. This entails identifying current and future human resources needs and then set up the priorities to address those needs. Among the training programs include customer sales and service, sales techniques as well as leadership skills to name a few.

During the year, approximately 43% of the retail division’s employees have attended at least 1 formal training program and in total have undergone 4,947 training hours.

During the year, the M&W division’s employees have taken the initiative to attend various training modules to further improve and strengthen their skills.

Employee’s career advancement

When an employee first steps into Tomei, we have already set up the career progression path for them. In order for the employee to get promoted, they need new and relevant skillset that fit into the new role. We provide the relevant training and opportunity to equip employee and preparing them to move up to the next level. Each training is followed by an assessment to ensure that employee has properly mastered the skillset.

The Group has a systematic appraisal system whereby employees are assessed on their skillset and capabilities. Such appraisal serves as an important tool in identifying employee’s needs and guide for promotion. During the year 2022, 8% of our employees forcefrom various skillset were promoted and given the trust to manage different portfolios and responsibilities. Such promotion does not only boost the self confidence of the promoted employee but also serves as role model for other employees to work towards their career advancement in the future.

The Group also implements a mentorship system whereby senior employees are required to provide guidance and handheld junior employees in their daily responsibilities. Such system not only helps new employees to understand their new role better but also creates a stronger bonding and working relationship among the employees.

The Group also has an Internship Programme, whereby fresh undergraduates are recruited and given trainings and exposures in various job scopes with a view to groom them into Management role.

Safe and conducive working environment

The Group provides a safe and conducive working environment to its employees where front liners in the retail division are provided with Company’s uniform to improve staff appearance and confidence in dealing with customers. Our retail outlets are well guarded by qualified security guards and under the surveillance of CCTV at all time as a precaution to deter robbery and theft incidence.

Our factory and offices are equipped with the following security measures:

1. Double layer security doors;
2. Installation of 24-hour CCTVs to record and monitor all activities on the premises;
3. Restricted access of visitors or employees in certain areas of the manufacturing facilities and office; and
4. Strong room and safe has been installed in the premise to safeguard our inventories.

We also purchased various insurance coverage including jewellers block cover to protect our assets from any potential loss and personal accident cover for our employees.

During the year, the Group did not experience any incidence of theft and robbery nor did the Group encounter any pilferage by internal employees.

Employees’ well-being and engagement

Engaging of employees is practiced at all levels of the business hierarchy and is cultivated on a regular basis. When employees are engaged at work, theyfeelbetterconnectedtotheGroupandresultsinasenseofbelonging.Throughtheseinitiatives,we managed to foster a culture of inclusiveness which is also key in reducing turnover rates and boosting employee retention. Employees’ enthusiasm with the Group remained encouraging with more than half of our employees serving for more than 5 years. For employee who is seconded to outstation, the Group assists to source for accommodation to ensure that he/she has a comfortable living condition away from home without much worries.

Healthy and well-motivated employees can have an equally positive impact on their peer sand will overall contribute improved productivity and efficiency. Tomei has developed various wellness programs which aimed to provide a healthy and joyful working environment for its employees.

Despite being in the endemic phase, Tomei continues to subscribe to the best practices in maintaining a hygienic environment for both our employee and customer.We provide hand sanitizer to all our retail outlets and offices while employees are also provided with face mask. Employees are always reminded to monitor their own health and required to undergo self-quarantine if they are tested positive with Covid-19.

Employment opportunity across wide spectrum

Tomei believes that everyone is born equal and should be treated equal. The Group has provided employment to all Malaysians regardless of age, gender and ethnicity. Tomei employs more than 800 staffs from almost every state in Malaysia consisting of various ethnicity. The Group does not employ any child or force labour and has met all the minimum wage requirements as required by the law.

Tomei believes in fair employment practices whereby all employees are treated fairly without any sort of discrimination and harassment. All employees do not work beyond the maximum working hours stipulated by the Labour Law and are given at least one rest day a week. We also provide productivity linked compensation in the form of sales commission to retail staff based on their respective sales achieved.

During the year, we have filled up more than 200 vacancies available within the Group all across Malaysia.

Cherish Diversity

Tomei subscribes to the idea of promoting gender equality of having at least 30% female participation in workforce as recommended by the Government. Currently, Tomei’s Board of Directors consists of 37.5% female while its subsidiary, YX Precious Metals Bhd has 66.7% women director on its Board. The Group’s female employees made up more than 60% of ourtotal workforce.

Support conservation programme

During the year, the Group in promoting the conservation of wildlife in Malaysia has worked with the World Wildlife Fund (“WWF-Malaysia”) to mint gold coin strictly from recycled gold. These coins feature Malaysian endangered animals such as the Malayan tiger, Bornean elephant, Orang utan and Sea turtle. Tomei also committed to contribute 2% from the sales of the coins to WWF-Malaysia to support its conservation activities.

We also organised a talk on the Malayan tiger by the WWF-Malaysia for our staffs as an effort to raise the awareness on need to protect our tiger and its habitat.

Responsible sourcing

The Group has an Anti-Corruption Policy which prohibits corrupt practices especially in the area of engaging in kick-back payments relating to sales and purchases, thus ensuring that we conduct our business in a professional and ethical manner. We required all our supplier to sign an Anti-Corruption declaration form before starting of any dealings to ensure that there is no element of corruption in any transactions with the Group. The benefit to our Group is the building of trust with our customers and suppliers as everyone in the supply chain will get a fair deal without worrying of being short-changed. During the financial year, there was no report of any incidence which involved corrupt practices in the Group.

The Group’s raw material consists mainly of gold and precious stones and semi-precious stones. Most of our products are sourced from supplier locally. However, if there is no alternative but to source internationally, we select supplier with high standards in areas such as ethical, behaviour, environmental stewardship and workplace practices.

Confidentiality of customer’s and employee’s information

Tomei subscribes to the importance of data privacy of its customers and employees. We have taken necessary steps to ensure that all information that comes into our possession are managed strictly as required by the Personal Data Protection Act, 2010. There was no report of any breach in data privacy that involves our customers and employees during the financial year.

Pricing transparency

Tomei promotes transparency in its products pricing whereby all its retail products on display come with price tag attached. We adhere strictly to the Competition Act, 2010 and therefore do not subscribe to any form of price fixing mechanism. Tomei retail gold price is published in the local daily while in the shop front, the gold price is clearly and properly displayed to inform customers of the current selling price. Our gold price is also displayed on our website at www.tomei.com.my.

Compliance with regulatory requirements

Tomei complies strictly with the requirements of the Anti-Money Laundering, Anti-Terrorist Financing & Proceeds of Unlawful Activities Act, 2001 (“Act”). We conduct proper “Know Your Client” procedure in accordance to the Act before dealing with potential customer. The Group does not deal with any individual or organization sanctioned by the United Nation or the Malaysian government. We also screen the background of new candidate before they are offered employment in the Group.

In the retail business, customer conducting transactions in the form of cash or precious metals and/or stones equivalent to RM50,000 and above needs to complete the Customer Due Diligence Form as required in the Policy Document issued by Bank Negara Malaysia (“BNM”).

In order to ensure the compliance with the Act, we hold regular training and update for employee on the latest development/changes to the requirements of the Act. The appointed Compliance Officer and our internal audit function serves as additional assurance to ensure the compliance with the Act.

Tomei has complied with the Malaysia Employment Act 1955 (Amendment) 2022 that comes into force on 1 January 2023 and Workers’ Minimum Standards of Housing and Amenities Act, 1990 (Act 446). All our commercial vehicles are inspected at Puspakom on annual basis in compliance with the Road Transport Regulation. The layout of our retail showrooms are strictly in compliance with the shopping mall management and certified fit for their intended use.

During the year, there was no report of any breach of laws and regulations.