Social
We fully recognise our employees are our critical asset. Therefore, our policy is to hire and retain employees with professional skills that enable us to achieve our strategic objectives, in a non-discriminatory matter. Recruitment and compensation are based on qualification, experience, skills and performance. We offer competitive compensation and benefits packages in line with the local market rates for comparable roles and responsibilities in the industry.
We are proud to be an equal opportunity employer and believe in the fair treatment of all existing and prospective employees, regardless of their age, gender, marital status, family status, disability, pregnancy, nationality, ethnicity, sexual orientation, religion and culture, or any other discrimination prohibited by applicable law. We do not discriminate against or deprive of any opportunities in respect of recruitment, training and development, job advancement, and compensation and benefits. Our Codes of Ethic adopts a strict zero tolerance approach to any forms of discrimination or harassment in the workplace.
Critical to all oil and gas operations is rigorous and robust health & safety (“H&S”). We are committed to providing a safe and healthy working environment for our employees, and continuously promotes a strong H&S culture and mindset. We endeavour to adopt best practices in health and safety management and are strictly in compliance with all relevant laws and regulations governing H&S, in the jurisdictions we operate in.
We are committed to managing our business without undue influence, and in an open, honest and fair manner. All employees are required to strictly follow the Group’s Code of Ethics to prevent potential bribery, extortion, fraud and money laundering. Employees are regularly reminded about the Group’s anti-corruption policies and their need for strict adherence. Whistle-blowing procedures on misconduct and malpractice (including corruption) are also established in the Group’s anti-corruption policies.
Health and Safety
Critical to all oil and gas operations is rigorous and robust H&S processes/procedures. The Group endeavours to adopt best practices in health and safety management and is strictly in compliance with all relevant laws and regulations governing H&S, in the jurisdictions it operates in.
A policy of open communication is actively encouraged, where employees can raise and share any H&S concerns that they may encounter with their team and management, and “stop the job” interventions are positively encouraged if any employee identifies a potential H&S risk that needs immediate review.
The Group is committed to providing a safe and healthy working environment for its employees, and continuously promotes a strong H&S culture and mindset. Some examples of these measures include:
- Internal employees and external parties are subject to H&S orientation at the beginning of their employment or engagement,
- All visitors of field operations being subject to safety briefing of the site,
- Dedicated H&S specialists on site responsible for performing risk assessments, and developing safe working practices,
- On a daily basis, and prior to the commencement of field operations, H&S briefings and planning meetings are conducted with participation by all employees including management team,
- On a weekly basis, employees participate in H&S review meetings to discuss any important H&S events,
- On a quarterly basis, all field and office staff receive free health check service,
- Dedicated 24 hours’ nurse arrangements on site to deal with any first aid or medical emergency,
- Anti-harassment policy,
- Drug and alcohol policy,
- Respiratory program,
- Asbestos management program,
- Identify education/training needs in H&S,
- Conducting safety inspections and risk assessments for each task
- Building and implementing fire safety plans that comply with local code requirements, and
- Establish and review safety standards and policies (quarterly, yearly or as needed).
The Group monitors its H&S performance via various metrics:
- injury and fatal incident rates
- injury free work hours,
- and sick days.
Contractors are also subject to the same stringent Group H&S standards. Proof of adequate H&S training and certification are requested before the Group engages and endorses a contractor to operate on its facilities.
- Employees are trained and encouraged in the art of defensive driving.
- Company vehicles are installed with GPS monitoring systems to track journey and any inappropriate or unsafe driving behaviours.
- The Group’s driving policy restrict employees to only drive during daylight hours, where possible, and to consider the necessity of any journey, before embarking.
Use of Resources
- Governed by fair employment practices, the Group strictly complies with the requirements of local labour laws and regulations, and strictly prohibits the use of any child and forced labour, or any forms of illegal labour in the Group operations.
- The Group ensures compliance by performing identity verification checks on employee during hiring process.
- In the unlikely event of non-compliance, the Group would remedy the breach, investigate the matter, discipline those responsible, review procedures and implement further preventive controls, where possible.
- High Luck Group recognises that its employees are one of its most valuable assets. The Group’s policy is to hire, train and retain employees with professional skills that best enable it achieve its strategic objectives, in a non-discriminatory matter. This is based on the following recruitment principles:
- Respect and trust at all levels, in all circumstances without exception,
- Transparency and honesty in professional relationship,
- Open and effective communication,
- Willingness to cooperate and help others, and
- Equal opportunity.
- Recruitment and compensation are based on qualification, experience, skills and performance. The Group offers competitive compensation and benefits packages aligned to local market rates for comparable roles and responsibilities in the industry. The Company’s hiring practice is to recruit locally, with the exception of certain key managerial, technical or professional positions, where it may not be possible or appropriate to fill locally.
- During 2022 and 2021, all employees of the Group were employed on a full-time basis. The Group understands personal circumstances of employees may change, therefore on a case by case basis, the Group may offer part-time opportunities, where practicable.
The Group operates in compliance with the employment/ labour laws of the jurisdictions it has physical presence, in regards to minimum pay, working hours, overtime and fringe benefits. In addition, the company offers medical benefits and life insurance coverage.
The Group is proud to be an equal opportunity employer and believes in the fair treatment of all existing and prospective employees, regardless of their age, gender, marital status, family status, disability, pregnancy, nationality, ethnicity, sexual orientation, religion and culture, or any other discrimination prohibited by applicable law.
Furthermore, the Group does not discriminate against or deprive of any opportunities in respect of recruitment, training and development, job advancement, and compensation and benefits. The Group’s Codes of Ethic adopts a strict zero tolerance approach to any forms of discrimination or harassment in the workplace.
Environment and Natural Resources
High Luck Group has a standardised procurement procedure for selecting suppliers and vendors, which includes technical and commercial evaluation, i.e. quality, delivery times, sustainability, environmental and social risk, continuity, legal and regulatory compliance and cost. Typically, supplier selections are conducted through a competitive tendering process with a minimum three bids/quotes required, where practicable.
The Group endeavours to source sustainably by purchasing locally, to minimise its logistical carbon footprint, reduce shipping costs and benefit the local economy. Environmental and social risk are identified by mapping the supply chain, and understanding potential impacts and options available, subject to aforementioned evaluation criteria.
- During 2022, the geographical location of Argentina operation’s main suppliers was in the province of Salta, where its production facility and office are situated.
- A total 18 suppliers engaged by Argentina operation were from Salta province, with no suppliers from neighbouring Formosa province.
The Group is engaged in the business of oil and gas production and sales, as governed by the terms and conditions of the agreements with its customers.
The Group is mindful of the importance of protecting consumer data confidentiality. Key measures implemented by the Group include system access controls, physical security controls and network access levels controls based on role requirements. File password and encryption software are used during electronic data transmission. In the event of non-compliance, the Group’s whistle-blowing procedures and escalation system as detailed below is available.
The quality and volumes of oil and gas sold are subject to the IRAM or ASTM, or other applicable international standards. In the event of any differences/disputes in the quality and volumes of oil and gas sold, the normal recourse would be a price adjustment/discount but no product recall, after a test of sample by an independent laboratory. The Group received no product or service complaints in the year.
Community Involvement
Potentially disruptive social impacts from the Group’s drilling projects and production facilities on nearby local communities are managed by maintaining open channels of communications with affected landowners and local communities for a harmonious co-existence.
The Group has a dedicated community liaison officer who works closely with any affected indigenous people. The Group is in regular dialogue to ensure operational transparency and to understand and resolve any affected communities’ concerns.
The importance of community involvement is a priority where the Group operations are within proximity of inhabitants. The Group’s maintains an open-door approach, operating in an ethical and transparent manner within the community. Emphasis is placed on community involvement, to increase awareness, to establish a positive and responsible reputation within these important stakeholders. This approach allows the Group to establish meaningful connections, wherever it has a presence.
The Group positively contributed to the standard of living for the local indigenous communities during the year by several initiatives and programs. This included upskilling people by providing training on electrical maintenance, and donation of materials and basic essential tools, in order to promote and improve their self-sustainability.
The Group participated in several community improvement projects, including
- training local inhabitants on how to set up micro enterprises,
- re-designing the layout of a livestock farm,
- providing support to local villages in carpentry, wood and textile handicrafts by modernising their tools.
The Group also aided the medical centre near Los Blancos by assisting with the cost of replacement ambulance and defibrillators of approximately HK$350 thousand equivalent.
Additionally 19 people from the local community were offered temporary employment on rotation during the year.