Human Resource Policy

HUMAN This manual shall act as a general guide for the
RESOURCE administration of Human Resource policies and
POLICY procedures, so as to achieve both internal
and external equity among employees of the
1|Page company, as well as to promote greater
industrial relations.

All terms and conditions of employment,
benefits and any limitations of employment
stated in this manual shall be applicable to
all employees (exclude contract employees),
unless otherwise stated in their initial Letters of
Appointment or any subsequent agreements to
the effect

This Human Resource Policies and Procedures
Manual shall be a revised manual to
supersede the previous edition 1 January 2010
and all other previous manuals and revisions

TABLE OF CONTENTS
CHAPTER 1|GENERAL.......................................................................................................... 4

Section 1|Purpose........................................................................................................................................................................4
Section 2| Interpretation.............................................................................................................................................................4
Section 3| Definition ....................................................................................................................................................................4
Section 4| Maintenance, Updates and Changes..................................................................................................................5
Section 5| Human Resource Authority Matrix (HRAM)...........................................................................................................5

CHAPTER 2|EMPLOYMENT................................................................................................... 7

Section 6| Manpower Planning.................................................................................................................................................7
Section 7| Recruitment ...............................................................................................................................................................7
Section 8| Interview .....................................................................................................................................................................7
Section 9| Appointment .............................................................................................................................................................7
Section 10| Probation and Confirmation.................................................................................................................................8
Section 11| Performance Management System ....................................................................................................................8
Section 12| Promotion.................................................................................................................................................................8
Section 13| Transfer / Job Rotation / Job Enrichment ...........................................................................................................9
Section 14| Secondment............................................................................................................................................................9
Section 15| Reassignment ..........................................................................................................................................................9
Section 16| Retirement Age .......................................................................................................................................................9
Section 17| Employee’s Personal Records...............................................................................................................................9

CHAPTER 3|COMPENSATION ........................................................................................... 10

Section 18| Working Days and Hours..................................................................................................................................... 10
Section 19| Extra Allowance ................................................................................................................................................... 10
Section 20| Overtime ............................................................................................................................................................... 11
Section 21| Leave ..................................................................................................................................................................... 11

CHAPTER 4|BENEFITS PROGRAM ...................................................................................... 15

Section 22| Basic Salary ........................................................................................................................................................... 15
Section 23| Annual Increment................................................................................................................................................ 15
Section 24| Bonus...................................................................................................................................................................... 15
Section 25| Employee Claims and Allowances ................................................................................................................... 15
Section 26| Medical Benefits................................................................................................................................................... 22
Section 27| Employee Insurance............................................................................................................................................ 25
Section 28| EPF Contributions ................................................................................................................................................. 26
Section 29| Club Membership ................................................................................................................................................ 26
Section 30| Professional Association Membership .............................................................................................................. 26
Section 31| Company Vehicle Option Scheme .................................................................................................................. 27
Section 32| Company Loans................................................................................................................................................... 27
Section 33| Mobile Phone ....................................................................................................................................................... 28
Section 34| Sports And Recreation Club............................................................................................................................... 28
Section 35| Employee Health And Safety............................................................................................................................. 29
Section 36| Employee Relations ............................................................................................................................................. 29

CHAPTER 5|TRAINING AND DEVELOPMENT ..................................................................... 30

Section 37| Training and Development ................................................................................................................................ 30

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CHAPTER 6|DISCIPLINE ..................................................................................................... 31

Section 38| Code of Ethical Standards ................................................................................................................................. 31
Section 39| Dress Code............................................................................................................................................................ 34
Section 40| Employee Identification Cards .......................................................................................................................... 35
Section 41| Sexual Harassment............................................................................................................................................... 35
Section 42| Disciplinary Action ............................................................................................................................................... 35
Section 43| Grievances............................................................................................................................................................ 36
Section 44| Termination of Service......................................................................................................................................... 36

CREDIT TO .......................................................................................................................... 38
NOTE................................................................................................................................... 39
APPENDIX........................................................................................................................... 40

Appendix 1 – Salary Scale........................................................................................................................................................ 40
Appendix 2 – Employee Personal Details............................................................................................................................... 41
Appendix 3 – Induction Checklist............................................................................................................................................ 44
Appendix 4 – Uniform and Shoe Receipt............................................................................................................................... 45
Appendix 5 – Acceptance Form ............................................................................................................................................ 46
Appendix 6 – Advance / Expenses Claim Form ................................................................................................................... 47
Appendix 7 – Entitlement Claim Form .................................................................................................................................... 48
Appendix 8 – Leave Form......................................................................................................................................................... 49
Appendix 9 – Forward And Delay Leave Form ..................................................................................................................... 50
Appendix 10 – Accumulate Leave Form ............................................................................................................................... 51
Appendix 11 – Gate Pass ......................................................................................................................................................... 52
Appendix 12 – Training Nomination Form .............................................................................................................................. 53
Appendix 13 – Training Evaluation Form ................................................................................................................................ 54
Appendix 14 – Travelling For Official Assignment ................................................................................................................. 56
Appendix 15 – Transport Booking Form .................................................................................................................................. 57
Appendix 16 – Loan Application Form................................................................................................................................... 58
Appendix 17 – Declaration Form............................................................................................................................................. 60
Appendix 18 – Application For Gift Giving ............................................................................................................................ 61

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CHAPTER 1|GENERAL

Section 1|Purpose

a. This Manual sets out the Human Resources Policy governing the terms
and conditions of service of Panorama Langkawi Sdn Bhd and shall be an
implied term to the contract of service between all employees and the
Company, applicable and to be strictly observed by all employees.

Section 2| Interpretation

a. In the event of any dispute regarding the interpretation of any provision
in this Manual, the decision of the Director shall be final.

b. It is expressly provided here that in respect of employee earning up to
RM2,000.00 per month, the provisions in this Manual shall be subjected to the
provisions of the Employment Act, 1955. In the event of any conflict, the
provisions of the Act shall prevail.

Section 3| Definition

a. The following definitions shall apply unless otherwise expressly stated in
this Manual.

The Company Panorama Langkawi Sdn Bhd or “Panorama Langkawi”.
BOD
Director Member(s) of Board of Directors, Panorama Langkawi as
per corporate information extracted from Suruhanjaya
Employee (s) Syarikat Malaysia (SSM).

Contract of Director, Panorama Langkawi (This post must be filled by
Service CEO, LADA) as stipulated in Discretionary Authority Limit
(DAL) 2017.
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Person(s) who are permanently and/or Contract of
Services employed by the Company

1. Any employee as long as his monthly wages is less than
RM2,000

2. Any employee employed in manual

Any agreement, whether oral or in writing and whether
express or implied, whereby one person agrees to employ
another as an employee and that the other agrees to
serve his employer as his employee and includes an
apprenticeship contract.

Executive Employee in Grades 4 -13.
Non-Executive
Relatives Employee in Grades 16-20.

Children Employee’s parents, brothers, sisters, grandparents and
parents-in-law.
Spouse
Dependents An employee’s natural, step or legally adopted children
Family who are dependents and are below the age of eighteen
Outstation (18) years old. For a full-time student, the dependents who
Policy are below the age of twenty three (23) years old.
Overtime
Natural Disaster An employee’s current wife(s) or husband registered with
the Company.
An employee’s spouse and children as defined above.

An employee’s spouse and children as defined above.

Locations or destinations which are beyond 45 km radius
from the normal place of work (one way).
Human Resource Policy.

Work performed in excess of the normal hours of work.

A natural event such as flood, earthquake, tsunami,
landslide or hurricane that causes great damage or loss of
life.

Section 4| Maintenance, Updates and Changes

a. Company shall reserve the right to amend, delete or supplement any
of the policy in this Manual as and when it deems necessary.

b. The Human Resources and Administration Unit (HRA) shall be
responsible for the proper maintenance of this Policy including implementing
and advising on policy updates and supplements to the Policy.

Section 5| Human Resource Authority Matrix (HRAM)

a. The prescribed HRAM which forms part of this handbook provides
overall approval authority limits applicable to Panorama Langkawi as follows:

Positions In Panorama Langkawi
Chief Operating Officer
Head of Department

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b. Detailed implementation of exercises, workflows and procedures are
encapsulated in the appropriate manuals and guidelines issued from time to
time.
c. In the absence of the approving authority for any HR matters, approval
should be sought from the Director, Panorama Langkawi.

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CHAPTER 2|EMPLOYMENT

Section 6| Manpower Planning

a. The approved manpower budget shall serve as a basis for recruitment,
promotion, deployment and training of employee. The annual manpower
planning should be executed as part of the Company’s annual budget
exercise.

Section 7| Recruitment

a. The recruitment of employee shall be in accordance with the
Company’s approved manpower plan and budget for the year. Exceptions
shall require the approval of Director for Grade 12 and above, and the Chief
Operating Officer for Grade 13 and below.

b. All job opening shall be appropriately advertised or information on
them be widely circulated and positions will be filled with the most suitable
candidates.

c. The Chief Operating Officer has the right to reject any request for
recruitment based on the justification.

 Grade 13 – 20

Section 8| Interview

a. All applications shall be reviewed by Head of Human Resource and
Administration unit for short listed before being forwarded to the respective
Heads of Department for review and comments.

Section 9| Appointment

a. The Company will offer employment on permanent basis, contract
basis, and temporary or part time basis.

b. The company may also appoint employment under other terms
deemed necessary. Where the terms and conditions of the employment
differ from that of the terms and conditions contained in this policy, the
contract of service between the company and the individual shall apply.

c. Appointment of employee to the position of the Head of Department is
at the discretion of the Director.

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Section 10| Probation and Confirmation

Category Probation Notice Of Termination Confirmed
Period Probation 3 months or salary-in-
Executive 6 months lieu
Non- 1 week or salary-in-lieu
Executive 3 months
1 week or salary-in-lieu 1 month or salary-in-lieu

a. Satisfactory performance: Confirmed during probation period or at the
end of probation period.

Unsatisfactory performance: Probationary period may be EXTENDED for up to
another three (3) months or TERMINATE his service.

b. All employees shall be notified of their confirmations in writing. In the
absence of such notice, a probationer shall be deemed to have not been
confirmed in service.

Section 11| Performance Management System

a. Performance Management System is a tool in evaluating the
performance of each employee and to appraise the level of competencies
of an employee.

b. Each employee will be evaluated via Performance Appraisal at the
end of every year or any other period designated by the Company as per
accordance “Borang Penilaian Prestasi” – refer PMS Form .

c. Non-performing employee may be required to undergo a Performance
Improvement Program (PIP) a positive centred approach for correcting
underperformance in the organization.

d. An employee who performed below expectation in two (2)
consecutive years can be subjected to termination.

Section 12| Promotion

a. The company may review suitable qualified employee for upgrading to
positions of greater responsibilities. Where vacancies arise, employees who
have shown excellence in their work may be considered for promotions.
Criteria for promotions are overall performance conduct and the ability to
perform the new job.

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b. The employer shall have the sole discretion over the promotion of the
employees.

Section 13| Transfer / Job Rotation / Job Enrichment

a. In the performance of duties, the Company, in evaluating employee’s
ability to perform at a higher level, may from time to time, transfer an
employee for all purposes of exposing him to different aspects of its
operations. This job rotation or enrichment exercise is designed to enable an
employee to understand the diverse needs and nature of the Company’s
operations.

b. The Company may at its discretion transfer/relocate employee to
another department, a subsidiary within the Company or to any location
where the Company has operations, where the service of the employee is
required.

Section 14| Secondment

a. The Company may provide for temporary transfer or relocate any of its
employees to its subsidiaries or any company locally or overseas where their
expertise may be needed.

Section 15| Reassignment

a. The Company also reserves the right to assign an employee to serve in
any area/zone of service at its absolute discretion at any time during his
employment with the Company.

Section 16| Retirement Age

a. The retirement age for male and female shall be upon reaching sixty
(60) years old as per Retirement Age Act 2012 (Act 753). However, employees
have an option to retire upon reaching fifty six (56) years old.

Section 17| Employee’s Personal Records

a. The Human Resources and Administration Unit shall be the custodian of
Personnel Files and be responsible for maintaining up to date personnel
records.

b. It is the responsibility of an employee to provide the Company with
accurate and up to date information for the employee’s personal file and
record.

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CHAPTER 3|COMPENSATION
Section 18| Working Days and Hours
a. The Company’s working hours are as follows:

Types Day Working Hours Lunch Breaks

Non-shift work 1.00 pm – 2.00 pm
Shift work Sunday – Thursday 8.00 am – 5.00 pm

daily

In accordance with the duty rosters not exceeding 48 hours
per week.

b. The company may vary the prescribed working days hours and rest
times depending on the operational needs.

Section 19| Extra Allowance

a. The Company decided to pay all executive who work on overtime with
prior approval of the immediate superior at the rate stated below:

Meal and Transport Allowance for Executive

Type Allowances Rate > 4 Hours
Normal < 4 Hours RM 15.00
Rest Day Meal RM 10.00 RM 20.00
Gazetted Public Holiday Transport RM 10.00 RM 20.00
Meal RM 15.00 RM 20.00
Transport RM 10.00 RM 40.00
Meal RM 30.00 RM 40.00
Transport RM 20.00

* The above rates are applicable to a minimum of one (1) hour after
working hours.

OR Replacements leave in lieu of such work done on the gazette public
holiday.

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Work Hours Leave Entitlement
<4 hours ½ day leave
>4 hours Full day leave

Section 20| Overtime

a. Overtime is defined as work performed in excess of the normal hours of
work per day, on a rest day, or a public holiday.

b. The Company shall pay all employees who work on overtime with prior
approval of the immediate superior at the rate stated below:

O.T Eligible & Rates Payable

Salary Normal Rest Day Public Hiloday
Limit Day
<4 Hrs 4-8 Hrs >8 Hrs <8 Hrs >8 Hrs
Below
RM2,000 1.5 1.0 1.0 2.0 2.0 3.0

Above RM 11 1.0 1.0 RM 15 2.0 RM 25
RM2,001 per hour per hour per hour

c. Overtime claims or meals and travelling expenses are applicable to a
minimum one (1) hour work after working hours.

d. For shift workers, their normal rest day shall be determined by their duty
roster.

Section 21| Leave

Sub-Section 21.1| Annual Leave

a. All employees are entitled for annual leave as follows:-

Annual Entitlement

Years of service Grade 4 - 8 Grade 9-13 Grade16-20
18
5 years & below 24 21 21
From 6th Year 24
From 11th Year 24

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b. All employees are allowed to carry forward their unutilized leave of not
more than half of their eligible annual leave and to be utilized before end of
March of the following year. Any unutilized accumulated leave will be
forfeited unless otherwise approved in writing by the Chief Operating Officer.

Sub-Section 21.2| Sick Leave

a. The Company shall grant paid sick leave to its employee on the
recommendations of the Company's panel doctors or in the case of an
emergency, a registered medical practitioner or a government medical
officer as follows:

Category Entitlement

Hospitalization not Panel clinic or hospitals: Maximum 24 days in each
required calendar year.

Hospitalization Maximum 60 days in each calendar year inclusive non-
required hospitalization.

b. Sick leave in excess of the above limits shall be treated as unpaid
leave.

c. The Company shall not accept sick leave arising from any illness,
disease or injury that is self-inflicted, resulting from misconduct, attempted
suicide, dangerous sport, the performance of an unlawful act, the misuse of
drug, any attempt at illegal abortion, excessive consumption of alcohol,
exposure to any unjustifiable hazard except when endeavouring to save
human life, provoked assault, any breach of peace or disorderly conduct.

Sub-Section 21.3| Prolonged Sick Leave

a. On the recommendation of the Company's panel doctor or specialist,
any employee suffering from tuberculosis, cancer, leukemia, AIDS or any
prolonged illness or injury with hospitalization, may be granted paid
prolonged sick leave as follows:

Leave Salary Pay
First 3 months Full pay
Additional 6 consecutive months Half pay

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Leave Salary Pay

Additional 6 consecutive months No pay

b. If the employee is unable to perform his duties as a result of permanent
sickness or prolonged sick leave, the Company may consider medical
boarding-out against the employee with compensation at the discretion of
Company.

Sub-Section 21.4| Maternity Leave

a. All female employees who have completed not less than ninety (90)
days of continuous service with the Company, immediately preceding the
confinement, shall be granted a maximum of sixty (60) consecutive days in
respect of five (5) surviving children (inclusive of rest day and public holiday).

b. Maternity leave will only be granted after 28 weeks of pregnancy.

Sub-Section 21.5| Special Leave

a. Eligible for maximum of fourteen (14) accumulated working days per
calendar year at Company’s discretion and for the following reasons:

i. National service or any duty required by law.

ii. Representing at state or national level in any sports or social
event.

iii. Representing the Company at any sports or social event that is
sanctioned by the Company.

Sub-Section 21.6| Personal Leave

Leave Type Entitlement

Pilgrimage Leave 40 consecutive days Including rest days and public
Marriage holidays, eligible after three (3) years of continuous
service and once in service with the company.

3 consecutive days for First legal marriage, once while in
service with the Company

Paternity 5 consecutive days for the Birth of legal child up to five (5)
surviving children.

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Leave Type Entitlement
Examination
5 working days per year Where resulting qualification is
Compassionate: judged by the Company as beneficial to the employee’s
i) Death present or future assignment in the Company.
ii)Natural Disaster
iii)Hospitalization Eligible for maximum of three (3) consecutive days per
application or not more than ten (10) working days per
Unpaid Leave / No calendar year.
Pay Leave 3 consecutive days on the death of Spouse, children,
Umrah parents, parent’s in-law, brothers, sisters and immediate
grandparents.
2 consecutive days on natural Disaster, directly Affected
employee only.

3 consecutive days Upon hospitalization (minimum 3 days
stay) of spouse, children, parents or immediate
grandparents.
Upon completion of 1 year service, eligible to apply a
maximum of thirty (30) days.

Maximum number of days – 180 days (once in service)

Total of 7 days at once will be granted to Muslim
employees throughout the period of their service.

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CHAPTER 4|BENEFITS PROGRAM

Section 22| Basic Salary
a. The basic emolument that the employee is entitled to according to the
salary range within a Job Grade excluding overtime, allowance or bonus.
Appendix 1.
Section 23| Annual Increment
a. Payment of annual increments shall be at the sole discretion of the
Company and shall be subjected to the Company’s and the employee’s
performance.
b. Annual increments shall be made effective 1st January and employee
on probation as at 1st January shall not be entitled for any increment.
c. Employee will entitle for yearly increment after completion of one (1)
year in service.
Section 24| Bonus
a. Payment of bonus shall be at the sole discretion of the Company and
subjected to the performance of the Company, Department as well as that
of the employee.
b. Confirmed and Contract of Service employee with service more than
twelve (12) months for the year of assessment will be eligible for bonus.
Section 25| Employee Claims and Allowances
Sub-Section 25.1| Outstation/Overseas Allowance
a. The Company shall reimburse expenses incurred by employee who is
on outstation / overseas duty performing official company business including
attending courses or seminar for a duration of not more than a month.

i. Subsistence Allowance (Local / Overseas)

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LOCAL Semenanjung Sabah & Sarawak
Grade Category (RM) (RM)
4 –5 COO & Senior Manager
85.00 100.00

7 - 8 Manager 70.00 85.00

9 –13 Assistant Manager & Executive 60.00 75.00

16 - 18 Supervisor 50.00 65.00

19 –20 Supporting Employee 45.00 60.00

OVERSEAS Entitlement
(RM)
Category 500.00 per day
BOD/Chairman
COO 435.00 per day
Head of Department
Others 365.00 per day

as per listed below

OTHERS

Category Meal (RM)/ Country
I per day
175 Afganistan, Bangladesh, Bolivia, Bulgaria,
II Cambodia, Chile, Colombia, Equador, Fiji, India,
195 Kiribati, Laos, Maldives, Mauritius, Myanmar, Nepal,
North Korea, Pakistan, Peru, Philippines, Portugal,
Samoa, Sri Lanka, Tanzania, Tonga, Tuvalu, Vietnam
Angola, Argentina, Botswana, Ethiopia, Ghana,
Greece, Guinea, Hungary, Indonesia, Lesotho,
Madagascar, Malawi, Mali, Malta, Morocco,
Mozambique, Namibia, Nauru, New Zealand,
Papua New Guinea, Paraguay, Poland, Republic
Czech, Republic Slovak, Senegal, Seychelles, South

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Category Meal (RM)/ Country
III per day
IV Africa, Solomon Island, Swaziland, Taiwan, Thailand,
V 215 Tunisia, Uganda, Uruguay, Vanuatu, Vietnam
Albania, Algeria, Armenia, Australia, Austria,
235 Azerbaijan, Bahrain, Balarus, Brunei, China, Cuba,
255 Cyprus, Egypt, Georgia, Gibraltar, Iraq, Ireland,
Jamaica, Jordan, Kazakstan, Kenya, Kuwait,
Kyrgyztan, Lebanon, Libya, Luxembourg, Moldova,
Mongolia, Netherland, Norway, Qatar, Romania,
Russia, Spain, Sudan, Tajikistan, Turkmenistan,
Ukraine, Uzbekistan
Belgium, Bosnia, Brazil, Canada, Croatia, Dahorney,
Denmark, France, Gambia, Germany, Guyana,
Niger, Nigeria, Saudi Arabia, Serbia & Montenegro,
Singapore, Surinam, Switzerland, Syria, Venezuala,
Yemen, Zambia
Barbados, Dubai, Finland, Hong Kong, Iran, Italy,
Japan, Macau, Mexico, Oman, South Korea, St.
Lucia, Sweden, Trinidad, Tobago, Turkey, UAE,
United Kingdom, USA

ii. Accommodation

If accommodation is not provided by the Company, an employee may
claim for reimbursement according to the rates and conditions stated below:

Grade Peninsular Malaysia, Sabah &
BOD Overseas

Sarawak
ACTUAL REASONABLE AMOUNT

4 ACTUAL REASONABLE AMOUNT

5 – 8 or HOD of Single deluxe room Single Deluxe room
any grade
Single standard room. Single standard room
9 - 13

16 - 20 Single standard room Single standard room

For group travelling, accommodation will be on twin sharing basis for all
employee in the grade 9 and below (where applicable).

In the event that employee does not wish to stay in the hotel, they may claim
the following:-

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Grade Peninsular Malaysia, Overseas

BOD Sabah & Sarawak

4 RM60.00 (per night) RM 60 x exchange rate (base on BNM per
5 – 8 or night)
HOD of
any grade RM60.00 (per night) RM 60 x exchange rate (base on BNM per
9 - 20 night)

RM 55.00 (Per night) RM 55 x exchange rate (base on BNM per
night)

RM 40 x exchange rate (base on BNM per
RM 40.00 (Per night

night

iii. Laundry Expenses

An employee who is on outstation / overseas duty for more than two (2) days
shall be paid for laundry expenses as follow:

Grade Peninsular Malaysia, Sabah & Overseas
Sarawak

Not exceeding 10% of the room
All Grade RM 15.00 per day (with receipt)

rate (with receipt)

iv. Warm Clothing Subsidy

Grade Amount Condition

All Grade Actual with receipt, maximum Once every 3 years

to RM1,500.00

v. Telephone Calls

The Company will reimburse reasonable personal telephone call made to the
family once a week (minima stay 2 days) whilst outstation or overseas and
any excess over the monthly entitlement is subject to COO’s approval.
Employee is advised to use economical means of communication e.g. email,
sms, etc.

Grade Family Call Official Call
All Grade Maximum RM 100.00 Actual

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vi. Transportation

The Company shall determine the appropriate means of transportation for an
employee who is required to perform outstation / overseas duty. All travels,
where possible, should be by the national carrier.

Where transportation is not provided, an employee may claim
reimbursement for travelling expenses incurred subject to his eligibility as
stated below:

Air Travel

Grade Domestic International
BOD Business Class Business Class
4 Business Class Business Class
5 - 20 Economy Class Economy Class
Rail

Grade Entitlement
BOD First Class
4 First Class
5 - 20 Economy Class

Sub-Section 25.2| Advance For Outstation/Overseas Travel

a. The Company shall at its discretion provide cash advance not less than
RM500.00 to an employee.

b. Such cash advance must be reconciled with the Finance Department
within 14 days after completion of the assignment. In the event of failure to
remit, the Company shall proceed to recover the amount from the employee
through salary deduction and no further travel advance will be given whilst
any previous advances remain unaccounted for.

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Sub-Section 25.3| Mileage Reimbursement

a. Employees who are authorized to travel with their own vehicles for
official Company’s businesses / duties, may claim actual parking fee(s), toll
by attaching an actual receipt and mileage at the following rates:

Grade Langkawi Outstation
All Grade
Car: RM0.70 per km RM0.70/km(first 300km);
Motorcycle: RM 0.35 per km RM0.60/km (above 300km)

b. For employee in grade 4 - 5 who is not entitled to claim for mileage
reimbursement, may claim for fuel, toll and parking charges for outstation trip
by producing receipts of expenses incurred during the trip.

Sub-Section 25.4| Entertainment Claims

a. The Company shall reimburse entertainment claims for Executive in
Grades 4 - 8 and Heads of Departments. Claims are to be supported by bills
or receipt and names of individuals and organizations entertained.

b. Prudence is called in for incurring these expenses to ensure
reasonableness.

Grade Reimbursement
BOD and 4 (RM)
5 – 8 or HOD of any grade 1,000.00 / per month
(not more than 10,000.00 per annum)

500.00 / per month
( not more than 5,000.00 per annum)

Sub-Section 25.5| Uniform Laundry And Shoe Allowance

Type Allowance/Subsidy Criteria

Laundry RM 30 per month All employees who are required to wear
Allowance uniform whilst on duty

RM 300 annually All employees
Shoe Subsidy

(2 pairs)

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Sub-Section 25.6| Shift Allowance

Category Allowances
Executive RM20 per shift / day
Non-Executive RM10 per shift / day

Sub-Section 25.7| Covering Or Extra Responsibility Allowance

a. An employee who is performing the additional responsibilities at the
company’s requests shall be entitled for payment of the covering or the extra
responsibility allowance equivalent to a quarter of the basic minimum salary
scale / grade of that position he / she has assumed.

Items Entitlement

Acting 25% of the minimum salary scale of the grade of the position
Allowance assumed.

The minimum number of days for performing the acting
position shall be 28 continuous working days and the
maximum number of days shall be for six (6) months or until the
position has been fill up. Employee who performing the acting
position cannot take annual leave for the first 28 working days.

The acting position is only applicable to those who are based
in the office. It is not applicable to shift employee, secretaries
and administrator.

Sub-Section 25.8| Fixed Subsistance

Grade Allowances
All Grade (Permanents & Contract of Service) RM300 / month

Sub-Section 25.9| Critical Allowance

Group Allowances Remarks

Health & Environment RM300 / Competent Person as per Department
Assistant month of Environment (DOE)

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Type Category Allowances Remarks

Advance Eceutive RM20 / day Submission of
RM15 / day i. work order form(Breakdown of
(Working Non-
At Height) Executive Cable Car System);
ii. Schedule Maintenance

Basic Eceutive RM15 / DAY Submission of
RM10 / DAY i. Work order form (Working on
(Working Non-
At Height) Executive confined space, pump
house/substation or Sewerage
Treatment Plant);
ii. Schedule Maintenance (Preventive
& Corrective)

Sub-Section 25.10| Housing Allowance

Grade Allowances
RM200 / month
All Grade (Permanents)
Eligible for 2 years and above

Sub-Section 25.11| Foreign Language Allowance (3rd Language)

Type Allowances

Advance RM70 / month

Intermediate RM30 / month

Eligible for:

- Front liner
- Marketing personnel
- Head of Department of any grade.

Section 26| Medical Benefits

a. All members of the BOD, employees and their eligible dependents shall
be provided with outpatient clinical treatment and hospitalization at the
Company’s panel clinic / hospitals subject to a maximum limit set forth by
the Company as below:

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Outpatient Treatment

Grade Maximum /per annum Coverage

BOD Actual Employee and family

4 Actual Employee and family

5 - 8 Actual Employee and family

9 - 13 RM 5,000 Employee and family

16 - 20 RM 3,000 Employee and family

Family

i. Four(4) legal wives
ii. Legal child(s) who are below 18 years or up to 23 years if still a full-time

student.
iii. Disabled child(s)

Dental Treatment
Grade Maximum /per annum Coverage

BOD RM 3,000 Employee and family

4 RM 3,000 Employee and family

5 - 8 RM 2,000 Employee and family

9 - 13 RM 1,000 Employee and family

16 - 20 RM 500 Employee and family

Family

i. Four(4) legal wives
ii. Legal child(s) who are below 18 years or up to 23 years if still a full-time

student.
iii. Disabled child(s)

Hospitalization and Surgery

Grade Ward Charges Maximum/ per family Coverage
/per annum

BOD RM 500 RM 100,000 Employee and family
4 RM 500 RM 100,000 Employee and family

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Hospitalization and Surgery

Grade Ward Charges Maximum/ per family
Coverage

/per annum

5 - 8 RM 500 RM 80,000 Employee and family

9 - 13 RM 300 RM 50,000 Employee and family

16 - 20 RM 300 RM 50,000 Employee and family

Family

i. Four(4) legal wives
ii. Legal child(s) who are below 18 years or up to 23 years if still a full-time

student.
iii. Disabled child(s)

Sub-Section 26.1| Medical Examination

a. The Company shall reimburse or bear medical examination expenses
for all members of the BOD and confirmed executives in Grade 3 - 13
according to the schedule below:

Medical Examination

Grade Eligibility Entitlement & frequency
Above 40 years of age ( RM 1,000 per
BODs & For examination; once every three (3) anniversary
3-8 confirmed years
staff only
Above 45 years of age ( RM 1,000 per
examination; once every two (2) anniversary years

9 - 13 For Above 40 years of age ( RM 800 per examination;
confirmed once every three (3) anniversary years
staff only
Above 45 years of age ( RM 800 per examination;
once every two (2) anniversary years

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Sub-Section 26.2| Maternity Benefit

a. The Company shall subsidize for maternity allowance to an employee
or wife of male employee for any delivery of child of up to RM 4,000.00
(subject to five (5) surviving children).

Sub-Section 26.3| Staff Welfare

Grade Entitlement
ALL
1. Gift for first legal marriage (In service ) of RM250
2. Gift for new born of RM100, up to five (5) surviving children
3. Donation for death of immediate family members (spouse,

children and parents) of RM500
4. Donation to next-of-kin upon death of employee of RM2,000
5. Gift for hospitalization of employee of RM100 (minimum 2 days

stay)

6. Emergency aid up to RM1, 500 to the employee who is a victim
of Natural Disaster.

Section 27| Employee Insurance

Sub-Section 27.1| Insurance Coverage

a. All members of the bod and employees are covered by the following
group insurance scheme 24 hours per day:

Insurance Coverage

Grade Group Personal Accident Group Term Life Insurance
BOD Insurance (Death & Permanent
4 - 13 Disablement) RM 500,000.00
16 - 20 48 x last drawn monthly basic
RM 500,000.00 salary or RM 500,000 whichever
is lower
60 x last drawn monthly basic 48 x last drawn monthly basic
salary or RM 500,000 whichever salary or RM 500,000 whichever
is lower is lower

60 x last drawn monthly basic
salary or RM 300,000 whichever
is lower

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Sub-Section 27.2| SOCSO - Insurance Scheme

a. All employees who fall under the scope of the SOCSO Act 1969 shall be
provided with insurance coverage under the SOCSO Insurance scheme.

Section 28| EPF Contributions

a. The Company shall contribute to the Employee Provident Fund based
on the effective statutory rate.

Years of Service Company Employee

1-5 years 13% 11%

More than 5 years 15% 11%

Note: The EPF contribution is accordance with the provision of the EPF Act
1991 as amended from time to time.

Section 29| Club Membership

a. The company shall pay the entrance fee to the approved sports and
recreational club.

Grade Eligibility Entitlement
One (1) personal club with entrance fee up to
BOD & 4 Confirmed RM20,000
employee Monthly subscription up to RM200

5 – 8 or HOD Confirmed Monthly subscription up to RM200
in any grade employee

Section 30| Professional Association Membership

a. The Company shall reimburse actual annual membership fees of up to
two (2) relevant and approved professional associations for all confirmed
employees per annum.

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Grade Eligibility Entitlement

BOD and All Confirmed Two (2) relevant and approved professional
association membership fees.
Grade employee
Reimbursement up to a maximum RM600 per
annum.

Section 31| Company Vehicle Option Scheme

a. The Company may, at its discretion, reimburse the following cost to the
eligible senior executives in Grade 5 and above subject to the maximum
entitlement per annum and the amount shall be pro-rated for any
incomplete years of service.

Grade Monthly Annual Annual Road Monthly Fuel Monthly Touch
Allowance Maintenance Tax and Reimbursement & Go
4 Reimbursement Insurance
5 RM2,000 (Maximum) (Max) Reimbursement
RM1,300 Reimbursement (max)
(Max)

RM7,000 RM5,200 RM 750 RM 250

RM4,500 RM3,800 RM 500 RM 150

Section 32| Company Loans

All loans provided by the Company are to be repaid within the stipulated period through
monthly salary deduction and total salary deduction which includes statutory and regulatory
deductions plus loan repayments must not exceed 60% of gross salary.

Computer or IT gadgets Loan Service Charge Term of repayment
Grade Amount 2 years

**All Maximum RM5,000.00 No Service Charge Term of repayment
3 – 5 years
Study Loan

Grade Amount Service Charge
No Service Charge
**All * Maximum
RM20,000.00

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Motorcycle Loan Service Charge Term of repayment
Grade Amount

**All Maximum RM10,000.00 No Service Charge 5 years

Note –
* Loan amount is based on – Diploma, Degree or Master.
** Eligible for confirmed employees.

Section 33| Mobile Phone

a. The Company shall reimburse the purchase of mobile phone and its
monthly usage for the members of BOD and eligible employee on a need
basis, subject to the following rate:

Grade Purchase Entitlement Monthly usage
RM500
BOD RM5,000 (once every two(2) year) RM350
RM3,000 (once every two(2) year)
4 RM250
5–8 RM3,000 (once every two(2) year)
(or Head of Department RM150
of any grade) N/A RM80
9 - 13 N/A

**16 - 17

Note:

BOD is entitled to purchase laptops or tablets that cost not more than rm5000
once during their service.

**Non-executive employee who has a genuine need to have a mobile
phone for business purposes is subjected to approval from head of support
services and administration department.

Section 34| Sports And Recreation Club

a. Employees are encouraged to join the Company’s Sport and
Recreation Club which is formed to foster a better relation amongst
employee irrespective of their job levels. Employee shall authorize the
Company to deduct their monthly salary as subscription fee to the Club as
follows:

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Grade Monthly Subscription
4-5 RM20.00
7 – 8 or HOD in any grade RM20.00
9 – 13 RM10.00
16 - 20 RM5.00

Section 35| Employee Health And Safety

a. It is the duty and responsibility of the Company and the employee to
ensure a healthy and safe working environment in the Company. In this
regard, the Company shall subscribe and fully observe the provisions and
rules as provided for under the Occupational Safety and Health Act 1994
(OSHA).

Section 36| Employee Relations

The Company policy for its employee relations are:-

a. To provide its employees with opportunities for career and self-
development, good working conditions and rewards.

b. To be fair and honest with its employees and to respect their rights as
employees.

c. To keep all employees informed on matters and decisions that affect
them and their job.

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CHAPTER 5|TRAINING AND DEVELOPMENT
Section 37| Training and Development
a. It is the Company’s policy to provide all employees appropriate
training and development program so as to improve performance and
productivity and to promote organizational efficiency. Specific training needs
of employee shall be identified through proper training needs analysis,
performance appraisal and the recommendations from the Head of
Department.
b. Employee accepting the Company nomination to attend training
courses that exceed RM10,000.00 may be required to sign a bond to serve
the company for a period of not less than six (6) months.

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CHAPTER 6|DISCIPLINE

Section 38| Code of Ethical Standards

a. The following code of ethical standard is to be treated as a guide in
the Company's daily activities and business decision. All employees shall be
required to observe and adhere to the following:

Sub-Section 38.1| General Conducts

a. An employee SHALL at all times and occasion:

i. Give his undivided loyalty and devotion to the Company.

ii. Be honest and shall not conduct himself in such manner as to lay
himself open to suspicion of dishonesty.

iii. Keep secret all transactions, accounts information, dealings in
business affairs affecting the company and its customers or any person
that the company may have dealings with.

iv. During working hours shall always be neatly and properly dressed
and groomed as per the Company's dress code.

Sub-Section 38.2| Professional Conducts

a. All employees shall observe and adhere to the highest standard of
professional conduct. Should not, at any time, be guilty of any act or
conduct that would cause damage to the Company, its property, and
reputation or general interests.

Sub-Section 38.3| Commitment

a. To faithfully and diligently perform such duties and accept such
responsibilities as may from time to time be assigned by the Company apart
from faithfully observe all the rules, regulations, procedures, practices and
policies of the Company, whether expressed or implied.

Sub-Section 38.4| Confidentiality

a. An employee is required to observe the strictest secrecy in respect of
the company’s activities throughout his employment and thereafter. Any
breach of this provision shall render him liable for disciplinary action.

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b. Employee will not, even after their termination of employment, divulge
confidential information either directly or indirectly to any person or
company, except by the direction or expressed approval from the
Company.

c. It is also the Company’s policy that all information not generally
available to the public is treated with the utmost confidence. This information
must never be shared or used to influence an investment decision in
connection with the purchase or sale of securities. The term insider is very
broad and may cover not only the employee but also their families and
friends.

Sub-Section 38.5| Press Release, Public Statements, Publications and
Social Media Network

a. An employee shall not do the followings without the written permission
of the Director:

i. either orally or in writing or in any form make any public
statement on the policies or decisions of the Company;

ii. circulate externally any statement made either by him or anyone
else within the Company; and

iii. Publish articles or write any book based on confidential
Company information.

b. The details are to be referred to Discretionary Authority Limits Policy.

c. Social Media Network

Akta 588 – Akta Komunikasi dan Multimedia 1998

Section 211: Prohibition against infringing content

(1) No content application service provider, or any other person who
uses the content application service, may contribute content that is
inconsistent, obscene, false, threatening or offensive in its sole
discretion to intimidate, abet, threaten or interfere with any person.

(2) A person who contravenes subsection (1) shall be guilty of an
offense and shall on conviction be liable to a fine not exceeding
RM50,000 or to imprisonment for a term not exceeding one year or

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both and to a further fine of RM1,000 for each day or part a day of
error continued after conviction.

Sub-Section 38.6| Public Appearance as a Guest Speaker or Panel
Members

a. While appearances as guest speakers in a public forum may enhance
the image of the speaker and the Company, the employee
concerned must get prior clearance from the Director and submit the
text to be delivered or the issues to be discussed before participating.

b. This is also to ensure that the Company's interest is not being
erroneously projected by statements or observations, made by an
employee in his personal capacity.

Sub-Section 38.7| Conflicts of Interests

The Company has a defined conflict of interest policy as stated below:

a. No employee shall engage in any form of employment (whether within
or after office hours) with any other organization or employer without
obtaining the prior written consent of the company;

b. No employee shall engage in any business, activity or work that can be
deemed to pose a conflict of interest with his position or that of the
company;

c. Where an employee intends to become a director of another
company, he must obtain the prior written consent from the Company. Any
newly joined employee must also inform the Company at the earliest possible
notice of any directorship he/she holds in any other company;

d. In relation to clause (c), the company will, at its discretion, allow an
employee to be a director in another company provided that the employee
can prove that the directorship does not pose any conflict of interest to the
Company’s business nor does it interfere with the employee’s work
performance.

Note: failure to adhere to the company’s conflict of interest policy will be
deemed a serious misconduct by the company.

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Sub-Section 38.8| Gift or Favours

a. It is the policy of the Company that no employee or any member of his
immediate family will accept any form of gifts, airfares, overseas trips,
donation/funds from contractors, suppliers, clients/customers, or any other
party having business dealings with the Company.

b. Employee may accept gifts of nominal value provided that:

i. Legal and customary.

ii. Serve a valid business purpose i.e. to foster an existing or
potential business relationship.

iii. Not in violation of any policy of the other organization or
government policy in relation to the receipt of gifts by its employee or
agents.

iv. The gift or its aggregate is equivalent to a monetary value of not
more than RM150.00.

c. All employees shall report to their respective Head of Division or
Department all gifts received, irrespective of type or value. A declaration
form will have to be completed and submitted to Human Resources and
Administration Unit accordingly.

i. When any gift giving is contemplated, the requester must
complete a Gift Giving Form and obtain prior approval from the COO
on a case-by-case basis. All details on the Form must be furnished.

Sub-Section 38.9| Attendance / Punctuality

a. All employees are expected to be punctual and regular in their
attendance. It simply means being at work on time each day, fully able and
ready to work. Supervisors are responsible for controlling absenteeism.

b. All employees must comply with the Company’s flexible working hours
for starting and ending a day's work. Tampering with the punctuality of
attendance is a cause for disciplinary action.

Section 39| Dress Code

a. Every Monday of the week shall be designated as “Uniform Day” and
management are required to wear the designated Corporate Uniform.

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b. All employees shall wear appropriate uniforms as issued by company
at all-time whilst on duty.

Section 40| Employee Identification Cards

a. All employees will be provided with the employee card. The card will
serve as:

i. Employee Identification Card
ii. Clocking in Card – for attendance
iii. Security Access Card – for office access
b. Employees must display their employee cards at all times. It is the
responsibility of the Heads of Department to ensure that employee cards are
worn by all employees at all times whilst in the premises.

Section 41| Sexual Harassment

Offenses relating to sexual harassment will be referred to Employment Act
1955
Part XVA Sexual Harassment
Section 81A to Section 81G
Section 42| Disciplinary Action

a. The breach of any provision in the Human Resource Policy – Disciplinary
Action Guidelines shall render the employee liable to disciplinary action.

b. No disciplinary action shall be taken unless and until domestic inquiry
has been conducted and concluded by the Company.

c. Disciplinary Punishment

i. Minor misconduct

The employee will be reprimanded verbally and in writing by the
Company. For such misconducts, a Domestic Inquiry is NOT
necessary.

ii. Major misconduct

In the event of a major misconduct, a Domestic Inquiry will be
necessary and the employee may be suspended pending the

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conclusion of the Domestic Inquiry. Disciplinary Punishment shall
only be imposed in the year of performance assessment.
d. Principles of Natural Justice
The principles of natural justice shall be observed as follows:
i. Impartiality
ii. Fairness
iii. Substantial Justice
e. Criminal Offences under the Penal Code
All such cases shall be referred by the Company to the relevant authority(s),
at the COO’s recommendation.
Section 43| Grievances
a. The Company shall promote and maintain industrial harmony
throughout the organization. To ensure fair handling of a problem or
complaint, employees need to bring their areas of concerns to the
Company.
b. An employee may bring to the Company's attention any grievance or
complaint concerning his well-being. Reasonable opportunities for hearing
and due consideration shall be given and the Company shall undertake to
resolve them promptly and fairly.
c. Head of Departments are responsible in ensuring that all grievances
and complaints brought to the attention of the Company are attended to
through proper due process.
Section 44| Termination of Service
Sub-Section 44.1| Retirement
a. All employees upon attaining the compulsory age of retirement shall
be retired from the service of the Company and re-employment is subject to
the terms and conditions to be determined by the COO.

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Sub-Section 44.2| Voluntary Termination
a. Voluntary termination and/or resignation by a required notice period
shall be made in writing and addressed to the Head of Support Services and
Administration through the respective Head Department.
Sub-Section 44.3| Involuntary Termination
a. The Company reserves the right to dismiss an employee for just cause
without notice, salary or other forms of compensation. The Company's right to
dismiss shall include the right to suspend, demote or discipline an employee in
lieu of dismiss.
b. The Company reserves the right to terminate without notice, the
service of an employee who is absent from work for more than two (2)
consecutive working days without prior informing his superior and without
reasonable excuse.
Sub-Section 44.4| Retrenchment
a. The Company may retrench its employees on the following grounds:

i. Where the Company ceases operation or wishes to cease
operating in the business activity where the employees are employed.
ii. Where redundancy occurs due to reorganization or restructuring
of the company on economic / business consideration.
b. The Company shall always seek to avoid the retrenchment of its staff
until all other avenues for redevelopment are considered and have been
exhausted.
c. When retrenching its employees, the Company shall at all times adhere
to the provisions of the relevant existing legislation.

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CREDIT TO

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NOTE

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APPENDIX
Appendix 1 – Salary Scale
Grade 20| Supporting Employee
Grade 19| Supporting Employee
Grade 18| Line Leader
Grade 17| Assistant Supervisor
Grade 16| Supervisor
Grade 13| Executive
Grade 12| Executive
Grade 10| Senior Executive
Grade 9| Assistant Manager
Grade 8| Manager
Grade 7| Manager
Grade 5| Senior Manager
Grade 4| General Manager

Note:
Refer to Human Capital and Administration Unit.

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Appendix 2 – Employee Personal Details

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Appendix 3 – Induction Checklist

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Appendix 4 – Uniform and Shoe Receipt

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Appendix 5 – Acceptance Form

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Appendix 6 – Advance / Expenses Claim Form

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Appendix 7 – Entitlement Claim Form

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Appendix 8 – Leave Form

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Appendix 9 – Forward And Delay Leave Form

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