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EFC spurs a dialogue on IT-integrated remote work culture

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The first edition of the HR/IR Forum for 2021 of the Employers’ Federation of Ceylon (EFC) was held recently on the theme of ‘IT-integrated remote work culture: Pandemic and Beyond’.

The webinar-forum which brought together experts in HR/IR, Industrial and Labour Law and disability sector from the EFC and its member-companies, deliberated on opportunities and challenges a remote work culture driven by IT entails in the pandemic-clouded environment. It also brought to the table the shifts to be forged in an IT-driven work culture beyond the pandemic, an EFC news release said.

Opening the forum, Kelum Herat-Gunaratne, Head of Business Transformation, Hirdaramani Group, provided a snapshot of the labor-intensive, diversified conglomerate’s key areas of business impact due to the pandemic which included both primary and supporting activities.

With an unprecedented toll on sales due to market and operation closure, non-supply of raw materials etc. all of which had a ‘domino effect on operations’ as Herat-Gunaratne explained, the company was driven to adapt mitigation strategies which were largely IT-fuelled, the release said.

“All were counting on technology as the answer. Infrastructure and finance too had a huge role to play and we strategized collectively to see how we could adapt to this new environment,” noted Herat-Gunaratne who went on to emphasize that the IT-HR fusion gave new interventions a further thrust.

Resources for remote work, adapting a change in the work culture, and health & safety of the employees were among the core strategies adopted, said the senior professional who went on to remark that the flip-side of the pandemic was that it ‘fast-tracked the implementation of Hirdaramani’s digital transformation strategy’.

Amplifying the existing processes and leveraging the right technology, pushed WSO2 to brave COVID-induced business challenges, remarked Udeshika Ratnavira, Vice President, Human Resources and Administration at WSO2.

Citing monthly town halls, buddy chats, employee surveys, interactive on-boarding sessions, support to set up home offices and creating awareness on coping with crisis as chief strategies embraced by her company, Ratnavira also alluded to the challenges which had to be braved.

“Employees were missing out social experience, their mental health was affected, brainstorming sessions were difficult on the phone and there were domestic interventions impacting work which we had to take stock of.”

With the challenges, learnings were also many said the HR professional who cited prioritizing costs and essentials, investing in technology, fostering a larger and a deeper pool of talent, connectedness, communication, agility, thinking global and wellness among them.

“During a lockdown people with disabilities are placed in a double-lock down,” remarked Manique Gunaratne, Manager, Specialised Training and Disability Resource Centre of the EFC. “Work-from-home policies must ensure that employees with disabilities have appropriate adjustments at home, similar to what they have in their regular workplace,”

Gunaratne urged employers to champion accessibility and disability-inclusion. It is imperative for the employer to understand what format best suits each employee she said emphasizing the importance of enabling telework arrangements, work-related communication and websites on accessible formats.

Support to purchase assistive devices for remote work, promotion of skills of people with disabilities in assistive technologies and online tools are also urgent in moving forward, she added.

Throwing light on IT-integrated remote work and Sri Lankan Labour Law, Sewwandi Jayatunga Wijesekera Head of Solutions (Legal & HR) and Assistant Director General of the EFC, shared some of the common legal concerns raised by the EFC members in navigating through the new business fabric brought about by the pandemic.

Deviations from the terms in the contract of employment, new work arrangements, leave and holidays, remuneration and benefits, monitoring the performance of probationers and poor performers and managing discipline were among these.

“None of the labour laws of Sri Lanka have specific provisions pertaining to new ways of work such as remote work, compelling employers to manage within the existing legal framework,” she observed.

Noting that moving forward, all work agreements should incorporate provisions related to remote work in case of such necessity, she said. All remote work policies should be “employee-friendly, feasible and practical without compromising on the safety of sensitive internal data and information.”

She added that in formulating such policies, work-life balance, occupational safety and health and communication related challenges should be taken into account.

The forum was followed by a panel discussion which gave the participants at the webinar an opportunity to share their thoughts and elicit responses from the experts.



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Human-elephant conflict mitigation efforts intensify

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Elephants – a valuable national asset that needs to be conserved. Pic by Vajira Wijegunawardane

The Sri Lankan government has intensified its efforts to mitigate human-elephant conflicts and reduce elephant fatalities, allocating substantial funds in the 2025 budget for elephant conservation. The Department of Wildlife Conservation (DWC) has introduced a range of targeted measures, emphasizing public participation and localized interventions.

Recognizing the critical role of local communities, the government has launched awareness programs in high-risk Grama Niladhari divisions. By 2025, 23 villages have been identified for intervention, with 43 awareness programs planned. These initiatives aim to educate residents on coexistence strategies and reduce human casualties.

To physically deter elephants from entering villages, authorities are fast-tracking the construction of electric fences and the establishment of watch posts. The Civil Security Force will play a key role in these operations, enhancing protection through continuous monitoring and rapid response mechanisms.

In response to the alarming rise in illegal elephant killings, the government has reaffirmed its commitment to enforcing the Flora and Fauna Protection Ordinance. The Department of Wildlife Conservation has warned that perpetrators who engage in poaching or use firearms and explosive traps will face severe legal consequences, including criminal prosecution and heavy penalties.

Commenting on these developments, Ranjan Marasinghe, Director General of the Department of Wildlife Conservation, stressed the urgency of the situation:

“Sri Lanka’s wild elephant population is an invaluable national asset and balancing conservation with human safety is a top priority. Our latest initiatives integrate community-driven solutions with stronger legal enforcement to ensure the long-term survival of elephants while protecting human lives.”

Manjula Amararatne, Director of Protected Area Management, emphasized the department’s proactive stance:

“By enhancing physical deterrents such as electric fences and engaging local communities in conservation efforts, we are creating sustainable solutions to minimize conflicts.”

Meanwhile, U.L. Taufiq, Deputy Director (Elephant Conservation), stressed the role of law enforcement:

“Illegal elephant killings must stop. We are working closely with the judiciary to ensure those responsible face the full extent of the law.”

by Ifham Nizam

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Central Bank vows trickle-down relief to the people

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Dr. Nandalal Weerasinghe

Dr. Nandalal Weerasinghe, Governor of the Central Bank of Sri Lanka, assured on Wednesday that a systemic economic “trickle-down” effect would create new employment opportunities, generate greater economic dividends, and provide better government services to the people, among other benefits.

The Governor’s remarks came in response to a question posed by The Island Financial Review:

The Island: “Governor, Sri Lankan banks have reported robust profits and strong balance sheets, yet ordinary citizens remain trapped in a daily struggle for survival. At a recent business forum, a prominent banker argued that the ‘trickle-down effect’ would eventually alleviate public hardship. Do you agree with this theory, and if so, when will Sri Lankans actually feel relief in their lives?”

Governor: “The banking sector’s return on equity aligns with sustainable business practices. The banking industry, like tourism, manufacturing, or any other sector, must generate reasonable profits to survive and expand. This profitability is not unique to banks; it is a prerequisite for broader economic recovery. During the crisis, many sectors collapsed, but banks could not afford losses, as public trust hinges on their stability. Had banks failed, depositors would have panicked, triggering a bank run. We instructed banks to prioritise stability while accepting modest profits during the worst of the crisis. Their current profits remain disproportionate compared to other sectors. As the economy strengthens, recovery will generate jobs, dividends, and services, enabling the trickle-down effect to reach all citizens.”

The Governor made these remarks during the Q&A session following the second Monetary Policy Review for the period up to March 2025.

When asked whether the Central Bank was intervening to safeguard the rupee, the Governor replied, “We have been purchasing US dollars—we buy dollars from the market.”

On foreign exchange supply and demand, he stated, “It fluctuates daily for various reasons. In February and March 2024, we observed foreign inflows into government securities. Meanwhile, exporters and the remittance sector are performing well. Import demand remains stable at healthy levels. Thus, there is a ‘nice balance’ between foreign exchange inflows and outflow.”

According to the Review, rupee liquidity remains in surplus, and market interest rates continue to decline in line with the eased monetary policy. Credit flows to the private sector remain robust, supported by low interest rates. The Central Bank expects this trend to continue, bolstering domestic economic activity.

The Governor also noted that car import orders received thus far total approximately USD 200 million.

Authorities had initially projected USD 1 billion would be required to meet the car import demand after an import ban that lasted nearly 5 years and that would help accrue significant amount of taxes to the Treasury.

By Sanath Nanayakkare

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CEAT Kelani reaffirmed by CPM as one of Sri Lanka’s best-managed companies

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The CEAT Kelani team led by Managing Director Ravi Dadlani receives the Top 20 award (above) and the Category award at the CPM Best Management Practices Company Awards.

CEAT Kelani Holdings has been adjudged the best-managed tyre manufacturing company in Sri Lanka and reaffirmed as one of the top 20 companies in the country for best management practices, by the Institute of Chartered Professional Managers (CPM) Sri Lanka.

The company received the Category Award in the ‘Tyre, Rubber, Metal & Wood Furniture’ sector at the 2025 edition of CPM’s ‘Best Management Practices Company Awards’ in addition to the Top 20 award presented at the awards gala. This is the second consecutive year that CEAT Kelani was recognised as one of the best managed companies in Sri Lanka.

The CPM awards honour the best practices in management in terms of leadership, policies and strategies, people management, partnerships & resources, processes and performance.

“Awards of this nature will encourage us to strive for even greater heights in management practices, adopting global best practices in aligning strategic direction with a people-centric approach,” CEAT Kelani Managing Director Ravi Dadlani said. “We have already shattered the stereotype for large-scale manufacturing operations and are considered a case study for a successful privatisation of a state-owned enterprise, with unprecedented achievements in productivity, product development, deployment of new technology, research and development, market leadership, sustainability and good corporate citizenship.”

He said CEAT Kelani has transformed from an “inside-out” company to an “outside-in” organisation, placing customer and market centricity at the core of everything it does. This shift is reinforced through regular market visits by employees at all levels, including management, shop floor staff, and all business functions.

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