Tropicana Corporation Berhad Annual Report 2024

1 Parental Leave Under the Employment Act 1955, parental leave legislation requires employers to allow sta to take time o and return to work in comparable positions without facing career discrimination. O ering equitable parental leave options, including maternity and paternity leave, helps the Group recruit and retain qualified employees, which is a key aspect of e ective human capital management strategies. All our employees were eligible for parental leave, subject to the local employment laws. In upholding this culture, we continue to endorse initiatives that promote an inclusive and equitable workplace, such as providing a nursery room. Overall, we achieved a return-to-work rate of 100% and a healthy retention rate of 100% across the Group. FY2024 FY2023 FY2022 Male Female Male Female Male Female Return to Work Rate (%) 100% 100% 100% 100% 100% 100% Retention Rate (%) 100% 100% 100% 100% 100% 100% 1. Data covers the Tropicana Corporation Berhad and Tropicana Golf & Country Resort. 2. Data includes both permanent and contract employees, as well as those who resigned by the end of the reporting period. Utilisation of Temporary/Contract Sta The table below shows the percentage breakdown of Tropicana’s workforce that are temporary/contract sta . At Tropicana, the decision to engage contractors and temporary sta is driven by our operational requirements. This strategy helps maintain operational continuity while leveraging their experience and knowledge in the business and work processes. In FY2024, 7.6% of our employees during the year are temporary sta /contractors. Employment Type FY2024 (%) FY2023 (%) FY2022 (%) Contractors/Temporary 7.6% 25% 24% Employee Appraisals At Tropicana, performance and career development reviews and appraisals are conducted for all employees on an annual basis. These evaluations not only assess individual performance over the past year but also provide an opportunity to align future training with our business objectives. Based on these assessments, employees are also recognised and rewarded accordingly. In FY2024, we achieved a 100% completion for eligible employees’ performance reviews. FY2024 FY2023 FY2022 Employee Appraisal Completion Rate (%) 100% 100% 100% Employee Turnover Our talent attraction and retention capabilities are reflected in our turnover rate. While a zero-turnover rate appears ideal, the Group recognises the importance of maintaining a healthy turnover rate instead. This not only ensures organisational e ciency but it also facilitates the recruitment of new talents with enhanced skill sets. The table below provides an overview of turnover numbers and the percentage by employee level and age category. 166 ANNUAL REPORT 2024

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