EMPLOYEEHANDBOOK3-3F Jalan Setia Perdana BDU13/BD 40170 Shah Alam,SelangorWELCOME TO OUR COMPANYhttps://www.tripfort.com.my LOVE . STAY . REPEAT
LOVE . STAY . REPEAT Last Review Date : 11/06/2024INTRODUCTIONThis Terms and Conditions of Service document covers general termsand conditions of service applicable to all employees of TripfortCompany, effective from June 1, 2024, until replaced or abolished withnew terms and conditions of service.This document serves as a guide and reference in shaping your careerwith Tripfort. Management has made efforts to prepare this documentand has determined that all its contents are company confidential andare intended for internal distribution. Please read each page of thisdocument carefully and if you have any questions, please refer directlyto the Human Resources and Administration Department.Tripfort reserves the right to review, add and amend any policies, rulesor any part of the terms deemed necessary according to businessoperations and market requirements. Such amendments will beannounced through circular letters or through any appropriate meansfrom time to time.This handbook is the property of the company. Before terminatingemployment, every employee must return this book to the HumanResources & Administration Management department.0 2
LOVE . STAY . REPEAT Last Review Date : 11/06/20240 3HonestyHealthy & CleanHit SquadEncourage transparency, integrity, andopenness in all dealings. Truthfulnessand ethical behavior among employees.Physical, mental, and emotional wellbeing. Work-life balance, clean andsupportive environment.Qualities teamwork, adaptability andresilience. Collaboration, innovation and aproactive approach to problem solving.TRIPFORT 3 (H)EALTHY WELLS123
Table of ContentLOVE . STAY . REPEATSection 1 : Introduction1.1 Welcome Messages 0 41.2 Purpose of this Handbook 0 51.3 Tripfort Team 0 61.4 Vision and Mission 0 7Section 2 : Salary Admintration2.1 Payment of salary2.2 Employee provident fund (EPF)2.3 Social security contribution (socso)2.4 Increment and bonus0 80 80 90 8Section 3 : Rules & Policies3.1 Dress Code3.2 Smoking Policy3.3 Respecting Workspace privacy3.4 Clean & Hygiene3.5 Disciplinary Action3.6 Harassment3.7 Probation & ConfirmationSection 4 : Employment Benefits4.1 Composition & Benefits4.2 Special Leave4.3 Reimbursement ClaimSection 5 : Policies5.1 Hours of Work5.2 Attendance & Punctually5.3 Resignation & Termination5.5 Type of Leave5.6 Promotion5.4 Retirement policy0 3111 31 41 41 51 61 71 92 12 22 32 42 62 72 83 3Last Review Date : 11/06/20245.7 Confidentiality 3 4
Welcome MessageMR. DAVID\"Director of Company\"LOVE . STAY . REPEATWelcome to our Employee Handbook— your go-to resource for navigatingthe ins and outs of our company. Thiscomprehensive guide is designed toempower you with the informationneeded to thrive in our workplace.It's my pleasure to extend a warmwelcome to all new and existingmembers of our Tripfort (M) Sdn Bhdfamily. Whether you're just joining usor have been with us for some time,your presence and contributions aredeeply valued.At Tripfort, we believe in fostering aculture, collaboration, and growth.Our success is by the collectiveefforts of each and every member ofour team, and I am excited to see thethings we will achieve together.As you on your journey with us, know that you are supported andencouraged to bring your good perspectives, talents, and ideas to thetable. Our commitment to excellence and innovation ensures that everyvoice is heard and every contribution is recognized.Together, let's continue to push the boundaries, challenge the status andcreate a workplace that inspires greatness. Thank you for choosing to be apart of our Tripfort team. I am confident that together, we will reach newheights of success.1.10 4
Purpose of thishandbookPurpose :To ensure that the company businessinteraction should not in any circumstances,tainted by malpracticeTo answers to common employees’ question.Employees will be able to look up the answers123To provide guidelines on the manner in whichemployees should conduct themselves atwork placesNote: Human Resources – This Employee Handbook are appliedto all Management staff and intern employees onlyGroup of Companies are:-Tripfort (M) Sdn BhdSinar Rasa Home (M) Sdn BhdRasa Sayang Home EnterpriseLOVE . STAY . REPEAT1.20 5Last Review Date : 11/06/2024
Tripfort TeamTan Kai HwangDirectorZuraidah YusofOffice ManagerNur Farah NatasyaHuman ResourcesAdmin ExecutiveJunior AccountExecutiveMuhammad FaznizamAccount ExecutiveLOVE . STAY . REPEATSupervisor CustomerService1.30 6Last Review Date : 11/06/2024
We strive to become the first choice for our guestswhenever they want to have their stayTripfort VisionTripfort MissionTo enhance the lives of our customers by creating an enablingunsurpassed vacation and leisure experience.vision and missionLOVE . STAY . REPEAT1.40 7Last Review Date : 11/06/2024
Salary Administration01Payment ofsalaryAll salary payment shall be paid on a monthly basisand the payments will be made through the bankdesignated by the company.Employee providentfund (EPF)The company shall contribute to the employee’s KWSPthe basic 11% for all employees and an additional 3% foremployees who have completed more than 5 years ofcontinuous service with the company.03Social securitycontribution (socso)The company shall contribute to the PERKESOaccording to the requlations stipulated theEmployees’ Social Security Organisation ACT. 1969(Act 4)02LOVE . STAY . REPEAT2.12.22.30 8Last Review Date : 11/06/2024
04Increment andbonusThe annual increment and bonus payment shall be at thediscretion of the Company and shall be based on annualperformance appraisal as well as past performanceimprovement, dependability, attitude. disciplinary actiontaken to all employment policies and the salary range ofthe employee’s positionLOVE . STAY . REPEATThe annual bonus payment shall be at the discretion of theCompany based on company annual profit. The bonus will bepercentage of the net profit and to be decided by theDirector.The approved bonus rate is contingent upon the companyBoard of Director discretion, determined by the companypresent financial standing and capacities.2.40 9Last Review Date : 11/06/2024
LOVE . STAY . REPEATIf the bonus payment is announced by Tripfort, all employeesare eligible to receive a bonus on a pro-rata basis except :Newly employees whose confirmation into their positions orprobation period has been extended.Employees who have given notice of resignation or are within thenotice period on the date of bonus payment announcement orsubmit resignation notice after the bonus payment announcementbut before the bonus payment date.Employees who resign due to misconduct (includingmisappropriation of company funds, dishonesty) or negligence orare dismissed or terminated due to disciplinary action.Employees who have been confirmed in their positions but haveserved less than (12) months are eligible to receive bonuspayments on a pro-rata basis, calculated until the end of thatyear, provided that the bonus payments have been announced.However, the bonus payment will only be made after they havecompleted a (12) month service period.1 0Last Review Date : 11/06/2024
Dress Code Policy (Men)Uniform must be smart casual and formal ( Slacks,shirt with collar, sweater, kurta, baju melayu )Short pants and pajamas are not allowedHair must be clean and well maintenainedLOVE . STAY . REPEAT3.11 1Last Review Date : 11/06/2024
Dress Code Policy (Women)The company values professionalism and maintains a dress code thatensures a respectful and appropriate work environment. Female employeesare expected to dress in a manner that is reflects the professional nature ofour workplace. Clothing should not be overly revealing, provocative, or\"sexy.\" This includes, but is not limited to, excessively low-cut tops, miniskirts, tight-fitting clothing, sheer or see-through fabrics, and clothing withsuggestive slogans.Uniform must be smart casual and formal ( bajukurung, blouse, abaya, shirt long sleeve, slack, skirtlength)Hair must be clean and neat.LOVE . STAY . REPEAT1 2Last Review Date : 11/06/2024
Smoking PolicyTripfort maintains a smoke free environment. No smoking or other use(VAPE, POD, E-CIGARETTES) is permitted in office, lift, toilet, pantry orany part of the office. When smoking or otherwise using similar productoutside, do not leave cigarate or other traces of litter on the ground oranywhere else. NO ADDITTIONAL BREAKS policy may be taken for thatpurpose.LOVE . STAY . REPEAT3.21 3Last Review Date : 11/06/2024
Respecting WorkspacePrivacyShow consideration for your colleagues workspace and privacy.Refrain from taking items belonging to others without theirpermission.Always knock on doors before entering any room.Avoid congregating in rooms without any work-related purpose.Clean and HygienicWorkspacesClean workspaces contribute to team productivity.Uphold office hygiene to prevent workplace illnesses.Keep personal belongings organized.Promote good hand hygiene among employees.Adhere to proper waste disposal procedures.Wear a face mask if you're feeling unwell and cover your mouthwhen coughing or sneezing.LOVE . STAY . REPEAT3.33.41 4
Disciplinary ActionThe Company takes disciplinary matters very seriously and will exactdiscipline as it sees fir fot any unacceptable action or behaviour. Thesemay be include :Improper or indecent conductUncooperative attitudeDescribing behaviors or statement that are harmful to the companyenvironmentAbuse, perfunctory or unauthorized use of company propertyPossession or use of illegal drugs, alcohol.Harassment or discrimination of ANY KINDViolation of company policyExcessive lateness or absencePolitics working environmentLOVE . STAY . REPEAT3.51 5Last Review Date : 11/06/2024
We are committed to providing a work environment that is free ofdiscrimination and harassment of any form. We will not tolerated on anyactions, words, jokes, comments by any employee that are base onindividual’s sex, race, religion, disability, and any other legally protectedor non-protected characteristicsLOVE . STAY . REPEATAbusive LanguageHarassmentEmployees should pay attention to use the nice word in the office withcolleagues and use the formal business language while talking tooutsiders over the phone, via e-mail or other way of conversation. Usingabusive language or dirty words will affect image of the Company (andthe person who used it), and affect the mood of other colleagues.Sexual HarassmentOffice workers are more concerned about sexual harassment in office. Toavoid putting oneself into this kind of trouble, employees are reminded toalways behave themselves and not to use dirty words or tell dirty jokes infront of their colleagues, touch the body of opposite sex unnecessarily, ortease an employee of the other sex indecently. When an employee feelsuncomfortable with the words or actions of the other employee, he/sheshould clearly show his/her objection or inform the manager in charge ifnecessary.We are encourages the prompt reporting of acts or words of harassment,whether the actions or words are directed against the person making thereport, or against another person. Prompt reporting is crucial because itwill allow us to take prompt and appropriate action to deal with theproblemAll complaints are considered serious and are dealt with through informalintervention or formal intervention resolution procedures. Disciplinaryaction will be taken in all cases where there is a finding of responsibilitythrough a formal procedure3.61 6Last Review Date : 11/06/2024
PROBATION ANDCONFIRMATIONAll permanent employees are required to serve on probationfrom the date of appointment to a period of three (3) monthsThe probationary period will be extended for another periodof not more than three (3) months if the employee’sperformance does not meet with the company expectations.The company reserves the right to terminate an employeeon performance if does not fulfil the company expectionsduring or at the end of the probationary period or extendedprobationary period.LOVE . STAY . REPEATThe probationary period may be reduced or extended atdiscretion of the Company3.71 7Last Review Date : 11/06/2024
LOVE . STAY . REPEATWorkplace Behaviorand ProfessionalismProfessionalismProfessionalism, for us, meansembracing a positive attitude,effective communication, and astrong work ethic. Together, let'screate an environment whereeveryone feels valued, supported,and inspired to bring their bestselves to work each day.In our organization, behavior andprofessionalism go hand in hand. Weprioritize a culture of respect, integrity,and collaboration. Your behavior in theworkplace is not only a reflection ofyourself but also a representation of ourcollective commitment to excellence.Behavior1 8Last Review Date : 11/06/2024
LOVE . STAY . REPEATEmployee BenefitsB E N E F I T S A N D C O M P E N S A T I O NMedical ClaimAll employees will be eligible for free medical claimcoverage of up to RM80 per month. Employees mustprovide a medical certificate (MC) and the receipt forcoverage medical expenses.Birthday MonthAll full-time employees are eligible for stay for free during themonth of birthday with one (1) day stay at our homestay. Validfor weekdays and maximum Pax. This benefit is cannot beexchanged for cash or any other form of compensation.Staff PriceAll employees are eligible to get a 15% discount on thestandard room rate for stay at our homestay. Employees mustprovide proof of employment at the time check -in.4.11 9Last Review Date : 11/06/2024
LOVE . STAY . REPEATCareer GrowthWe are committed to nurturing the career advancement ofour employees. We believe that investing in our teammembers' growth not only benefits them individually butalso strengthens our company as a whole.We believe a positive work environment where every teamfeels valued and appreciated. As part as our commitment toemployee, we will have culture small birthday celebration ofour employees. Cake cutting and congratulatory messagesfrom team and management.Birthday Celebration2 0Last Review Date : 11/06/2024
LOVE . STAY . REPEATThe rate of mileage claim (inclusive of toll and parking expenses) isas follow :Reimbursement of petrolClaimEmployees can claim petrol or toll if (working outside the area ofjob duties) as reimbursement for petrol usage and toll fees, using aclaim form. Subject to maximum limits according to budgetallocation and approval from company management.Transportation type EntitlementMotorcarMotorcycleRM0.50/kmRM0.30/kmEmployees must use appropriate, cost-effective transportationand follow the nearest route to the destination for officialTripfort tasks.Employees using their own vehicles for official duties will bereimbursed travel allowances.4.22 1Last Review Date : 11/06/2024
Covid-19SPECIAL LEAVEAn employee who has been confirmedand in continues employment with thecompany for at least (18) months, onthe occasion of his 1st legal three (3)working days paid marriage leave whilein the service of the companyMarriage LeaveAn employee shall be eligible for two (2)working days of compassionate leave perevent of a death of a family member (thiscompassionate leave applies for close familyonly). Employee should submit a deathcertificate/Proof of a family member. If anemployee failed to submit this, the Companywill not pay for the day(s) where the leave.Compassionate leaveLOVE . STAY . REPEATAn employees who test positivecovid-19/Influenza are required to visitclinic for confirmation. Employeesmust provide a medical certificate orrecord test covid-19 from clinic tosupervisor/HR before quarantine for(3) working days. If employee not visitclinic for confirmation, we assumptionemployee are not positive covid19/Influenza and we count as a UnPaid Leave (UPL) or absent.This leave can only be taken on the day of the event.Employees may be granted Compassionate Leave with pay for aperiod not exceeding Eight (8) working days per year, the number ofdays off is determined according to the following events :4.32 2Last Review Date : 11/06/2024'Family member' means spouse, children, parents and grandparentonly.
Hours of workAN EMPLOYEE ISREQUIRED TO ADHERETO THE NORMALWORKING HOURS ASSPECIFIED BELOW ATALL TIMES :Refer to each individualemployment contract atcompany discretion(Lunch Break : 1 hour)LOVE . STAY . REPEAT2 3Last Review Date : 11/06/20245.1
Attendance andPunctualityAttendance is more than a record of your presence; it's a expressionof your commitment to the success of the team and the organizationas a whole. It reflects your dedication to contributing your skills, time,and energy to the collective objectives we aim to achieve. Regularattendance of all employees is important to the planning, efficiencyand provision of services required by the Company. Absenteeism andtardiness increased the workload of other employees and affects thequality of servicesTime AttendanceAll employees are responsible to thumb print when they startwork and thumb print when they finish workIf an employee fails to thumb print in or out as required, theyshould notify Human Resources Department immediately forfurther investigation and action to be takenFailing to report time worked, not thumb print or misrepresentingworking hours may result in discipline up to including terminationLOVE . STAY . REPEAT2 4Last Review Date : 11/06/20245.2
Absenteeism AndNotificationLOVE . STAY . REPEAT2 5Last Review Date : 11/06/2024Regular attendance of all employees is important to the planning, efficiencyand provision of services required by the Company. Absenteeism andtardiness increased the workload of other employees and affects the qualityof services.It is the responsibility of employees to contact their HR or head of departmentin advance if they are unable to report to work as scheduled.If an employee is absent without notifying the head of department or HumanResources for three (3) consecutive work days, the employee will beconsidered to have terminated employment without notice.Absent employees must contact supervisor or human resources as soon aspossible and prior to the employee’s work starting time on each day ofabsence.Upon return to work, the employee shall report immediate to supervisor tofurther explain the reason for the absence and to provide documentation, ifany is needed, to substantiate the absence. Documentation must becompleted and submitted on the employee’s next working day.In the event of an absence, supervisor should speak with the employee to findout if the absence was a result of an illness or other emergency. In the eventof an illness where a doctor’s visit is required, the supervisor or humanresources may ask for such documentation from the employee.If an employee unable to work, at designated time, the employee shouldimmediately notify their supervisor. In the event that an employee is unable toreach their respective supervisor, employee should follow standarddepartment practices for reporting absencesPROCEDURE
LOVE . STAY . REPEATResignation and Termination ofEmploymentResignation and termination of employementAn employee intending to resign from the service of the Company isrequired to give following notices in writing or pay in lieu thereof:(1) month notice if the employeehas been employed for less thanone year on the date on whichthe notice is given(2) months notice if theemployee has been employed formore than one year on the dateon which the notice is givenThe Company shall givesimilar notice to terminatethe services of an employee.The termination notice started above shall not be applicable incases of branch of contract or termination on disciplinary grounds.The termination notice period may be reduced or extended atdiscretion of the Company2 6Last Review Date : 11/06/20245.3
LOVE . STAY . REPEATRetirement PolicyThe company will adhere to any retirement age legislation enactedby the government for private sector employees.Employees may choose to retire early at any time after reaching theage of 55 by submitting a written application with two months noticeprior to the desired retirement date.At the discretion of the company, employees wishing to retire may beoffered re-employment on a contractual basis.Under certain circumstances, employees may be allowed to retire orbe asked to retire earlier than the mandatory retirement date,receiving Retirement Benefits as determined by Tripfort2 7Last Review Date : 11/06/20245.4
LOVE . STAY . REPEATType of LeaveFederal and state public holidayOur company has made the decision to designate only 11 days of publicholidays per year. According to Section 60D of the Employment Act,each employee is entitled to these 11 official public holidays as well asany additional days declared as public holidays under Section 8 of theHolidays Act.Agong’s BirthdayMerdeka DayMalaysia DaySultan’s of Selangor BirthdayLabor DayAn additional six days of public holiday will be determined at thediscretion of the company2 8Last Review Date : 11/06/20245.5
LOVE . STAY . REPEATAnnual LeaveAt each beginning of the year, employees are supposed to plan aheadtheir plan leave for the year. An employee shall be entitled to paidannual leave as follow:Number of Days Number of Days Entitle to Bring Forward2 - 5 years1 - 2 years5 years and above8 days12 days16 daysLeave entitlement will be prorated based on your start date.An employee should submit Leave Application to manager/supervisor atleast 7 days before the leave taken. The manager/supervisor in chargemay reject if sees that the application has overlapped with the one ofanother employee at the time of application is too heavy that theCompany cannot afford to release the employee3 days6 days8 daysAnnual leave is pro-rated using this formula: (Number of days ofannual leave ÷ 12 months) × Number of completed months ofservice = Day entitlement.2 9Last Review Date : 11/06/2024
LOVE . STAY . REPEATLength of ServicesSICK LEAVEThe employees are entitled to paid sick leave, which depends on theperiod of employment.Thus, those employees whose illness doesn’t require hospitalization areentitled to :Number of Days1-2 years 14 days2-5 years 18 days5 years and above 22 days98 consecutive days for a female employee involved in the privatesector**(At least 1 year period of employment)7 days paternity leaves for male employee involved in private sector**(At least 1 year period of employment)Employee returning to the office after sick leave should submit adoctor’s certificate. If an employee failed to submit this certificate, theCompany will not pay for the day(s) where the sick leave is applied.When an employee who is on paid annual leave becomes entitle to sickleave, the sick leave shall be granted and the annual leave shall bedeem to be not takenAn employee is not entitled to pay sick leave during the period ofmaternity leave3 0Last Review Date : 11/06/202460 days a year (Includingthe aboveHospitalized
LOVE . STAY . REPEATMATERNITY LEAVEAll female employees shall be entitled to maternity leave for amaximum period of Ninety Eight (98) consecutive days inaccordance with the provision of the Employment Act, 1955.the maternity leave may be taken on, before and orimmediately after the day of delivery3 1Last Review Date : 11/06/2024
LOVE . STAY . REPEATUNPAID LEAVETripfort does not encourage employees to apply for UnpaidLeave. This leave will only be considered in certaincircumstances and at the discretion of Tripfort.The period of unpaid leave taken by an employee will not becounted towards their service period and they will not beentitled to any benefits or facilities during that period unlessotherwise informed.Tripfort may approve Unpaid Leave for employees who havebeen confirmed in their positions and have completed morethan one (1) year of service, provided that their annual leaveentitlement has been exhausted.Employees applying for Unpaid Leave are required to submitsupporting documentation for their application. Any reasonablegrounds will be considered subject to the company's discretion.3 2Last Review Date : 11/06/2024
Promotion andAdvancement PoliciesPromotionThe company at its absolutediscretion may considerpromoting suitable employee toa higher position, which may beavailable in the companyAn employee selected forpromotion shall be required toserve a promotion probationaryperiod of one (1) month.LOVE . STAY . REPEAT3 3Last Review Date : 11/06/20245.6
ConfidentialityEmployees working in Tripfort (M) Sdn Bhd are required to keep allcommercial information such as Employees will not without thewritten consent of the Company, disclose or authorise or permitanyone under his direction to disclose to anyone not properly entitledthereto any confidential information relating to the business,operations, sales, financial conditions, price and profit calculations,production, business connections or products of the Company or anyaffiliate thereof, etc within the office. Documents like manifest or billof lading copies are strictly forbidden to be taken out of the office,unless pre-approval from the manager.LOVE . STAY . REPEAT3 4Last Review Date : 11/06/2024Salary package of an employee is regarded as confidentialinformation. No employee should discuss their salary, bonus orincrement with other colleagues except to their manager in chargewhen and if the circumstances arise5.7
+60 13-3463227 (PHONE OFFICE) LOVE . STAY . REPEATThank You
I acknowledge that I have received a copy of the Tripfort Home (M)Sdn Bhd, Inc. Employee Handbook, which contains vital informationon the Company's policies, procedures and benefits. I understandthat this handbook's policies are intended only as guidelines, not as acontract of employment.Employee HandbookAcknowledgmentPlease Sign BeforeDate:Signature of EmployeeI understand that my employment is on terms and therefore subject totermination, with or without notice or obvious reason, by myself or theCompany. Changes to my status may only take the form of a writtenagreement signed by an authorized member of the Company as well asmyself. This agreement supersedes all prior/contemporaneousinconsistent agreements.I understand that the Company may change its policies, proceduresand benefits at any time at its discretion as well as interpret or varythem however it deems appropriate.I have read (or will read) and agree to abide by all policies andprocedures contained therein.