SKS Group (Employee Handbook)

SKS Employee Handbook (R05) 1JAN 2023 1 REVISION HISTORY EMPLOYEES HANDBOOK REVISION NO.: 05 DATE: 01 JANUARY 2023 SKS GROUP Unit 6.01, 6th Floor, DNP Plaza, No. 59, Jalan Dato’ Abdullah Tahir, 80300 Johor Bahru, Johor, Malaysia. T: +607- 330 5063 F: +607- 221 7563 (HR / ACCOUNTS) E: [email protected] W: www.sksgroup.com.my

SKS Employee Handbook (R05) 1JAN 2023 2 Rev. No Detail of Revision Date 00 Initial Release 01/11/2016 01 Adds in 2.29 Other Benefits (Subject to Management discretion) (i) Parking; (ii) Meal Treatment; (iii)Gift to Staff 01/07/2017 02 Adds (i) No Gifts Policy (effective 1st Sep 2017) – Clause 3.21(d) (ii) Outstation Hotel Accommodation Entitlement (effective 9 th March 2018) – Clause 2.22(b) Revisions after 1st Oct 2017 until this revision (i) 3.21 (b) Anti Fraud, Bribery & Corruption Policy (ii) Other misccellanious amendments (iii)Privacy Policy 01/07/2018 03 (i) Miscellainous minor update (ii) Clause 2.19 (b) Increases in Medical Cost Claim Entitlement (iii)Adds Clause 3.21 (f) Email Retention & Usage Policy (iv) Amend Clause 2.21 (b) - the petrol receipt claim to fuel expenses claim of RM0.30 per kilometer & the special arrangement / package. (v) Increase 2.22 (b) Outstation Hotel Accommodation Entitlement 01/01/2019 (for (i), (ii) & (iii)) 16/01/2019 (for (iv) & (v)) 04 Adds (i) Clause 2.13 (g) – Annual Leave (AL) and / or No Pay Leave (NPL) applied by employees’ who are required work half a day on Saturday / any other work day will be considered One (1) day. (ii) New Clause 2.14 (d) Cash Compassionate Contribution (iii)Substitute No Gifts Policy with Gifts, Hospitality, Donations and Similar Benefits Policy in Clause 3.21 (d) (iv) Amended in Clause 2.21 that specifies Vehicle Type. 22/5/2019 (for (i)) 14/2/2020 (for (ii)) 15/05/2020 (for (iii) & (iv) 05 Amends / adds (i) Clause 2.16 (c) – … after the words of after examination by, adds “the Company appointed or Government Hospitals or Government Clinics” and removes “a” (ii) Clause 2.19 (a) – … after the words of include DENTAL TREATMENT, adds in “Company Appointed Panel Dental – if any, Government Hospitals and Government Clinics Only).” (iii)Clause 2.19 (a) – … after the words of include DENTAL TREATMENT, remove in “Company Appointed Panel Dental – if any, Government Hospitals and Government Clinics Only).” 17/05/2021 (for (i) & (ii)) 05/08/2022 (for (iii))

SKS Employee Handbook (R05) 1JAN 2023 3 (iv) Clause 2.19(a) – to include Chinese Traditional Medication & Treatment Medical Claim; to specify that the Company will consider to approve any other medical claimat its discretion; And to extend medical limit coverage to employees’ parents that subject to employees’ available limit and entitlement. (v) Adds & updated the new Clause 2.15(a) – Paternity Leave (1 working day & subsequently increased to 7 days) to all Male Employees subjects to amended terms and conditions. (vi) 2.7(a) – The normal Working Hours per week has been revised to 45 hours per week. (vii) 2.16(a)–Amended on Hospitalization Leave Entitlement (viii) 2.17(b)– Amended on Maternity Leave Entitlement 01/02/2022 (for (iii)) 01/03/2022 & 01/01/2023 (for (iv)) 01/01/2023 (for (vi), (vii) & (viii))

SKS Employee Handbook (R05) 1JAN 2023 4 INDEX CONTENTS PAGE REVISION HISTORY 2 INDEX 4 PART 1: INTRODUCTION 7 1.0 APPLICATION 7 1.1 COMPANY PROFILE 7 1.2 HUMAN RESOURCES POLICY 9 1.3 HUMAN RESOURCES GUIDELINE 9 1.4 COMPANY PRACTICE – PDCA 9 PART 2 : TERMS AND CONDITIONS OF EMPLOYMENT 2.0 TERMS AND CONDITIONS OF EMPLOYMENT 11 2.1 LETTER OF APPOINTMENT 11 2.2 PROBATIONARY PERIOD 11 2.3 CONFIRMATION OF EMPLOYMENT 11 2.4 PROMOTION 11 2.5 TRANSFER 12 2.6 NOTICE OF RESIGNATION / TERMINATION 12 2.7 WORKING HOURS & RESTDAYS 12 2.8 SALARY SCHEME, PAYMENT, ANNUAL SALARY REVIEW, OVERTIME (OT) WORK & STATUTORY DEDUCTIONS & CONTRIBUTIONS 12 2.9 BONUS PAYMENT 13 2.10 ATTENDANCE AND SCAN BADGE 13 2.11 COMPANY WORKING SCHEDULE 13 2.12 PUBLIC HOLIDAYS 14 2.13 ANNUAL LEAVE 14 2.14 COMPASSIONATE LEAVE 15 2.15 CONGRATULATORY LEAVE 16 2.15 (a) PATERNITY LEAVE 16 2.16 SICK LEAVE & HOSPITALISATION LEAVE 16 2.17 MATERNITY LEAVE 17 2.18 EXAMINATION / EDUCATION 17 2.19 MEDICAL TREATMENT COST ENTITLEMENT 17 2.20 PROLONGED ILLNESS 18 2.21 TRANSPORTATION ALLOWANCE/ MILEAGE CLAIM 18 2.22 TRAVELLING ALLOWANCE & HOTEL ACCOMMODATION ENETITLEMENT (a) Travelling Allowance (b) Outstation Hotel Accommodation Entitlement 19 2.23 ALLOWANCES & LEAVE REPLACEMENT (FOR ROADSHOW) 20 2.24 TRAINING AND EDUCATION 20 2.25 RETIREMENT/ RETIREMENT BENEFITS 21 2.26 RETRENCHMENT AND RETRENCHMENT BENEFITS 21 2.27 COMPANY UNIFORM 21 2.28 GROUP HOSPITALISATION & SURGICAL (GHS) SCHEME & GROUP PERSONAL ACCIDENT (GPA) SCHEME 21 2.29 OTHER BENEFITS (SUBJECT TO MANAGEMENT DISCRETION): (a) Parking (b) Meal Treatment (c) Gift to staff 22 PART 3 : COMPANY GENERAL RULES & REGULATIONS 24 3.0 COMPANY GENERAL RULES / PERSONAL CONDUCT 24 3.1 DISCIPLINE, DUTIES AND RESPONSIBILITY 24 3.2 CONFIDENTIAL INFORMATION 24

SKS Employee Handbook (R05) 1JAN 2023 5 3.3 OFFICE POLITICS 24 3.4 CORPORATE COMMUNICATION LANGUAGE 24 3.5 REMOVAL OF COMPANY'S PROPERTY 24 3.6 COMPANY VEHICLE 25 3.7 COMPANY TELEPHONE 25 3.8 ELECTRICAL INSTALLATION 25 3.9 MEETING ROOMS, TRAINING ROOMS AND FACILITIES 25 3.10 ENVIRONMENTAL, SAFETY & HEALTH COMMITTEE 25 3.11 ENVIRONMENTAL, SAFETY & HEALTH AND SECURITY 25 3.12 ACCIDENT PREVENTION & TREATMENT FOR INJURY OR SICKNESS 26 3.13 SAFETY DEVICES & PERSONAL PROTECTIVE EQUIPMENT (PPE) 26 3.14 FIRE PREVENTION, FIRE FIGHTING TEAM & EMERGENCY RESPONSE PLAN & CONTACT PERSON 26 3.15 GRIEVANCE PROCEDURE 26 3.16 ABSENTEEISM & ABSENT WITHOUT LEAVE (AWOL) 27 3.17 MISCONDUCT & DISCIPLINE DEFINITION 27 3.18 DISCIPLINARY PROCEDURE 27 3.19 CATEGORIES OF MISCONDUCT 28 3.20 CODE OF ETHICS 31 3.21 POLICIES : (a) SEXUAL HARASSMENT PREVENTION POLICY (b) ANTI FRAUD, BRIBERY & CORRUPTION POLICY (c) OCCUPATIONAL SAFETY & HEALTH POLICY (d) GIFTS, HOSPITALITY, DONATIONS AND SIMILAR BENEFITS POLICY (e) PRIVACY POLICY (f) EMAIL RETENTION & USAGE POLICY 32 32 33 34 35 37 3.22 CHANGE OF PERSONAL DETAILS 38 3.23 REVISION OF CLAUSES IN EMPLOYEE HANDBOOK 38 ACKNOWLEDGEMENT / PENGAKUAN 83

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SKS Employee Handbook (R05) 1JAN 2023 7 PART 1 : INTRODUCTION 1.0 APPLICATION We are pleased to extend to you this Employee Handbook, which contains information on all employees’ major terms and conditions of employment, rules and regulation of the selected companies under the SKS GROUP. Your understanding of the rules and regulations of the Company is very important so that good employer – employee relations prevail. From time to time, the provisions in the handbook may be amended and due notice of any such change will be informed via electronic or printed version and will become binding to all employees. Please read the handbook carefully and thoroughly. If you have any doubts or questions or need further clarification, do not hesitate to contact your superior or Human Resources personnel. You are required to signify your acceptance & agreement for the compliance of this handbook at the ACKNOWLEDGEMENT PAGE at the end of this handbook for the purpose of any bona-fide inclusion & exclusion decision by the Management as deemed necessary at its own discretion. The English version of the Employee handbook shall be the referring version should any dispute or clarification on the clauses arises in any other available languages. 1.1 COMPANY PROFILE BUILDING TOWARDS BETTER LIVING Founded in 1983, SKS Group is a multi- disciplined organisation with core business that spans across property development, investment holding, hospitality and credit finance. Under the guidance of our Chairman, SKS Group stands at the forefront of the development and construction industry. With over 30 years of experience in the industry, we have gained valuable know-how on the development of a wide range of property types that are not only well planned, but incorporated with innovative elements through our projects in Australia and Malaysia. We are also notable throughout Malaysia for being a successful “White Knight Developer”, having taken over numerous abandoned projects. SKS Group has come a long way since its humble beginnings. Together with our customers’ support and trust, we continue to strive towards developing premium properties that seek to improve the quality of life for all.

SKS Employee Handbook (R05) 1JAN 2023 8 VISION A progressive company at the forefront of our chosen industries, improving the quality of life and shaping the future for the benefit of all our shareholders and stakeholders. MISSION By practising our core values, we will achieve our vision by building new grounds, through a culture of excellence and teamwork by sustaining growth, empowering lives and nurturing communities. CORE VALUES To build a community on which all can take part and all can take pride, SKS Group has 5 core values to reinforce the vision and provide the underlying context to the way in which we do our work. The SKS organisational culture is to be based on our value system, which are encapsulated in the acronym BUILD, as follows: B – BEST PRACTICE We strive to deliver top quality solutions and services to exceed client expectations, balancing client and our competencies to achieve optimal results. U – UNITY We believe that our success depends on teamwork and our team can be counted upon to always provide support in times of need. I – INTEGRITY We adhere to professional and ethical standards, conducting our business in all fairness and honesty. L – LIFELONG LEARNING We encourage the learning, development and creating our growth through our clients’ success and our active business generation. D – DIVERSITY We believe in treating people as equals and in respecting others’ differences, rewarding and providing opportunities based on results and competencies.

SKS Employee Handbook (R05) 1JAN 2023 9 1.2 HUMAN RESOURCES (HR) POLICY It is the Company’s principle policy to develop a progressive work culture and maintain the sound relationship and communication with all employees. The mutual trust and good cooperation spirit should accomplish safe and smooth operation. We expect all members to be proud and happy to be part of the Company and continue to develop a learning culture for the benefit of the people and organization. 1.3 HR GUIDELINE Each employee is responsible to his / her immediate superior for his / her work performance and actions. Each superior will discuss the work rules with the employees supervised and advise the employee whenever necessary on his progress. The Board of Director is the ultimate responsible party through all superiors for maintaining a high level of performance and further actions of all employees. HR Dept. will advise individual superiors on the policies, practices and procedures of the Company to ensure that they are fairly applied to each employee. 1.4 COMPANY PRACTICE We promote and cultivate the application of PDCA (Plan-Do-Check-Act) (or Deming Wheel) principles in our everyday activities. PDCA PRINCIPLE PDCA is a checklist of the four stages which we can utilize to get from `problem-faced' to `problem solved'.

SKS Employee Handbook (R05) 1JAN 2023 10 Plan-Do-Check-Act • Plan to improve your operations first by finding out what things are going wrong (that is identify the problems faced), and come up with ideas for solving these problems. • Do changes designed to solve the problems on a small or experimental scale first. This minimises disruption to routine activity while testing whether the changes will work or not. • Check whether the small scale or experimental changes are achieving the desired result or not. Also, continuously check nominated key activities (regardless of any experimentation going on) to ensure that you know what the quality of the output is at all times to identify any new problems when they crop up. • Act to implement changes on a larger scale if the experiment is successful. This means making the changes a routine part of your activity. Also Act to involve other persons (other departments, suppliers, or customers) affected by the changes and whose cooperation you need to implement them on a larger scale, or those who may simply benefit from what you have learned (you may, of course, already have involved these people in the Do or trial stage). The cycle to arrive at `problem solved' is now completed. Go back to the Plan stage to identify the next `problem faced'.

SKS Employee Handbook (R05) 1JAN 2023 11 PART 2: TERMS AND CONDITIONS OF EMPLOYMENT 2.0 TERMS AND CONDITIONS OF EMPLOYMENT The terms defines " Contract Of Service " as any agreement or Offer of Employment by the Company in writing, stating job position, salary offered and reporting date. The Contract Of service may be offered permanently, contract terms or temporary basis whereby an employee agrees to serve with Company stipulated in the terms and conditions. 2.1 LETTER OF EMPLOYMENT (LOE) (a) The letter of employment is made in writing so that the employee understands, accepts and agrees to abide by the company’s terms and conditions of employment and disciplinary procedures. (b) The Company will issue two (2) copies of letter of employment to successful candidate for employment. The second copy is to be signed by the candidates as acceptance of the offer and to be returned to the company for record in the personal file. (c) Any of the particulars furnished by an employee at the time of his/her application for appointment if found subsequently to be false will render the employee liable to summary dismissal. 2.2 PROBATIONARY PERIOD (a) A newly appointed non-executive / non-managerial employee shall undergo a probationary period of SIX (6) months or any other specified period as stated in the letter of employment. The probationery period can be extended for another specified period at the discretion of the Management. During the probationary period either party may terminate employment by giving the other Seven (7) days’; any other specified period as stated in the letter of employment in written notice or payment of salary in lieu of notice. Non-Executive refers to any positions that is with the job title of Departmental Assistant / Clerical positions, Receptionist, Despatch, Drivers, Cleaners, Site Supervisors, Site Agent, Chainman and the like. (b) A newly appointed executive / managerial employee shall undergo a probationary period of SIX (6) months or any other specified period as stated in the letter of employment. The probationery period can be extended for another specified period at the discretion of the Management. During the probationary period either party may terminate employment by giving the other seven (7) days; any other specified period as stated in the letter of employment in written notice or payment of salary in lieu of notice. Executive refers to any position that is with job title of Officer, Executive, Engineer, Quantity Surveyor and the like. (c) The probation period shall be reduced or extended at the sole discretion of the Management depending on the employee’s performance and conduct. Such changes shall be informed to the employee in writing. 2.3 CONFIRMATION OF EMPLOYMENT Employee who is confirmed in his / her employment will be notified in writing through the Head of Department in writing. 2.4 PROMOTION The Company shall, at its discretion, to promote or upgrade existing employees with the conditions that they have the qualifications, experience and responsibility required in the higher level of position.

SKS Employee Handbook (R05) 1JAN 2023 12 2.5 TRANSFER The Company reserves the right to transfer employee from one department or post to another within the group of companies on bona-fide basis. 2.6 NOTICE OF RESIGNATION / TERMINATION (a) During probation period, the employment may be terminated by either party by giving one (1) week notice; any other specified period as stated in the letter of employment in writing to the other party or payment of salary in lieu of such notice. (b) After confirmation of employment, it may be terminated by either party by giving one (1) month’s notice; any other specified period as stated in the letter of employment in writing to the other party or payment of salary in lieu of such notice. 2.7 WORKING HOURS & RESTDAY (a) The company maintains the prerogative of revising its working hours and works start and stoppage time in order to maintain the flexibility of its operations. The total normal working hour shall not exceed 45 hours per week excluding break time. Employees will be entitled to one (1) hour lunch break per day. The Company may, at its discretion, to develop a suitable working hours & days to specific group of employees. For Head Quarters / Office Mon – Friday : 8.15am – 5:30pm Lunch Hour : 12.00pm – 1.00pm Saturday : Weekly Offday Sunday : Weekly Restday For Site Personnel (I) Mon – Friday : 8.15am – 5:15pm Saturday : 8:15am – 12:45pm Lunch Hour : 12.00pm – 01.00pm; Sunday : Weekly Restday For Site Personnel (II) Mon – Saturday : 8.15am – 5:45pm Lunch Hour : 12.00pm – 1.00pm & 30 mins each breaktime in the morning & afternoon Sunday : Weekly Restday (b) Employee who works on urgent/ ad-hoc assignment after normal working hours or during rest day may accumulate total hours and claim as paid leave. Accumulation of hours are subject to HOD / HR approval. (c) Every employee shall be allowed in each week a rest day of one whole day as may be determined from time to time by the employer. (d) All Muslim males are given 1 hour 30 minutes during lunch hour to perform their Friday prayers. They are expected to back to normal workstation by 2:30 pm. They may extend their working hour to cover back the said hour so that the work schedule is on track. 2.8 SALARY SCHEME, PAYMENT, ANNUAL SALARY REVIEW, OVERTIME WORK & STATUTORY DEDUCTIONS & CONTRIBUTIONS (i) The Management’s implementation and practices of the Company salary scheme and benefits shall solely subjected to the Company discretion and judgment, which shall be reviewed from time to time as and when it deemed fit. Employees will be paid their net salaries at the end of each calendar month through a bank appointed by the Company.

SKS Employee Handbook (R05) 1JAN 2023 13 (ii) Salary shall be paid not later than the seventh day after the last day of any wage period the wages, less lawful deductions earned by such employee during such wage period. (iii) The quantum of basic pay payable to an employee shall be at the discretion of the company after having considered his qualification, experience, functions and responsibilities of the positions. Employees who are confirmed in employment are eligible to receive increase in salary upon confirmation. Quantum payable is subject to management discretion. (iv) Annual Salary Review is determined by annual employee evaluation performance and the amount of increment is depends on employee’s performance and company’s business situation. (v) Wages for work done on a rest day, gazetted public holiday referred to in paragraphs 60D(1)(a) and (b) and overtime referred to in section 60A of Employment Act 1955 shall be paid to eligible employee not later than the last day of the next wage period. (vi) Overtime (OT) Work & its claims: (i) Employees shall be required to work OT whenever required by the Company. OT work payment shall only be paid to those who are eligible as stipulated under the Malaysia Employment Act 1955 & its associated regulations. (ii) OT work claim shall only be paid if PRIOR WRITTEN APPROVAL (at the prescribed OT form – stated the date, time & reason) is granted by the HOD / Management. (iii) The minimum OT work per time / event is 30 minutes. Any overtime work per time / event of less than 30 minutes is not considered as overtime work and thus will not be paid. (vii) The Company shall deduct the prescribed rate of contributions & deductions as per Socso Act, EPF Act & PCB (Monthly Tax Deduction) as well as other deductions and contributions as determined by the Government as the statutory requirement. 2.9 BONUS PAYMENT Bonus is a non–contractual payment and at the Company’s discretion and judgment for the formula, eligibility and the date of payment. 2.10 ATTENDANCE AND SCAN BADGE (a) All employees must report to work before the start of the established working hours as stated and contain in the Company policy above. (b) The company has the right to deduct employee salary due to habitual lateness continuously more than three (3) times in a month without reasonable excuse. (c) The Company does allow certain category of employees (Managerial & above) from recording their daily attendance records due to job nature & work schedule. 2.11 COMPANY WORKING SCHEDULE The Company shall before 31st December each year notify employees through the Head of Department to inform the Company Working Calendar for the following year. The working schedule calendar will be decided and fixed by the Company. The Company also reserves the right to alter and replace the working calendar due to the operational requirements of the Company.

SKS Employee Handbook (R05) 1JAN 2023 14 2.12 PUBLIC HOLIDAYS Employees will be granted paid holidays on the following gazette Public Holidays: * Subject to change # Mandatory (Compulsory) Public Holiday (a) Headquarters & Office Employees: Chinese New Year - 2 days Thaipusam - 1 day Birthday of Prophet Muhammad S.A.W - 1 day Birthday of Sultan Johor (#) - 1 day Labour Day (#) - 1 day Wesak Day - 1 day Birthday of SPB Yang Dipertuan Agong (#) - 1 day Hol Almarhum Sultan Johor - 1 day Awal Ramadhan - 1 day National Day (#) - 1 day Hari Raya Puasa (*) - 2 days Deepavali (*) - 1 day Hari Raya Qurban (Haji) (*) - 1 day Awal Muharam - 1 day Malaysia Day (#) - 1 day Christmas - 1 day (b) Site Employees Chinese New Year - 2 days Birthday of Sultan Johor (#) - 1 day Labour Day (#) - 1 day Birthday of SPB Yang Dipertuan Agong (#) - 1 day Awal Ramadhan - 1 day National Day (#) - 1 day Hari Raya Puasa (*) - 2 days Deepavali (*) - 1 day Hari Raya Qurban (Haji) (*) - 1 day Awal Muharam - 1 day Malaysia Day (#) - 1 day Christmas - 1 day (c) Where a Public Holiday falls on Rest Day, the following working day immediately shall be a paid holiday. (d) The Employer shall have the right to substitute any of the remaining holidays except those with (#), which is the mandatory (compulsory) public holidays. (e) An Employee who absents himself from a working day immediately before or after a public holiday or any days substituted thereof without the prior consent of the Employer or without reasonable excuse shall not be entitled to any holiday pay for that particular public holiday. 2.13 ANNUAL LEAVE (AL) (a) Annual Leave Application should be submitted to his / her direct superior for approval at least four (4) working days before the said leave taken effect. (b) All employees shall be entitled to paid annual leave according to the following schedule: Length of Service AL Entitlement (effective 1st Jan 2015) < 2 years 12 days per year ≥ 2 – < 5 years 16 days per year > 5 years 18 days per year

SKS Employee Handbook (R05) 1JAN 2023 15 (c) Annual Leave entitlement (calculated based on calendar year basis), may only be allowed to carry forward to the 31st March of the following year and any balance unutilized leave shall be forfeited after that date, unless the Management consent to pay in-lieu with valid reason. (d) All employees (regardless confirmed or probation) are allowed to apply for their leave based on earned basis. Director may approve Advance Annual Leave application, on case to case basis after it is supported by the respective HOD. (e) Leave entitlement for incomplete years of service will be entitled to pro-rated rate of leave. (f) Salary in lieu of annual leave shall NOT be paid except in cases of resignation, retirement, retrenchment or at the discretion of Company. (g) The half day leave is divided into two (2) sessions for full day working day, which is: Morning half day working : 8:15 am to 1:00 pm (No lunch) Afternoon half day working : 1:00 pm to 5.15pm / 5:30 pm (No Lunch) AL and / or NPL applied by employees’ who are required work half a day on Saturday / any workday will be considered One (1) day. (h) Any leave which has to be taken due to an Emergency must be approved prior to taking the leave. It is the responsibility of staff member taking Emergency leave to inform and gain approval from the respective HODs. All Emergency leave will be deducted as annual leave (if available) or No Pay Leave (NPL). (i) Resigned employee is allowed to clear their balance utilized earned leave to offset / shorten their notice of resignation unless his / her service is required & the Company shall pay him / her for the said unutilized Annual Leave. 2.14 COMPASSIONATE LEAVE Subject to documentary proof, all employees shall be granted paid Compassionate Leave (working days) of occurrences given below: - (a) SINGLE (UNMARRIED EMPLOYEE) (i) Death of parents, brothers or sisters - 3 days (ii) Death of immediate grandparents - 2 days (iii) Disasters such as flood, fire, robbery, accident etc affecting employee - 2 days (b) MARRIED EMPLOYEE (INCLUDING WIDOW, DIVORCEE) (i) Death of husband, wife or children - 3 days (ii) Death of parent & parent-in-law of the employee - 2 days (iii) Disasters such as flood, fire, robbery, accident etc affecting employee - 2 days (c) NON-CASH COMPASSIONATE CONTRIBUTION (i) The Company may, at its sole discretion, to determine whether to give non-cash compassionate contribution (such as wreath etc) in the event of the demised of employees, or their family members and depending on the employment level of the employee. (d) CASH COMPASSIONATE CONTRIBUTION (Effective 14th February 2020) (i) The Company will make the below Cash Compassionate Contribution to the employees on the demise of their immediate family members (as defined below) and / or the demised of the employee. However, the Company may, at its sole discretion, to change the contribution amount.

SKS Employee Handbook (R05) 1JAN 2023 16 No. Category Immediate Family members Contribution Amount (RM) 1. Employee – Single Status i) Parents ONLY RM 500.00 / Occasion 2. Employee – Married Status i) Parents ii) Legitimate Spouse iii) Legitimate Children RM 500.00 / Occasion 3. Demised of the Employee - RM 1,000.00 2.15 CONGRATULATORY LEAVE The Company shall grant Paid Congratulatory Leave to CONFIRMED STATUS employees for the following occasion: - (i) First Legal Marriage - 2 days (ii) NON-CASH CONGRATULATORY CONTRIBUTION / ANNUAL EVENTS/ GIFTS The Company may, at its sole discretion, to determine whether to give non-cash congratulatory contribution (such as hamper etc) to the employee in the event of the birth of child of the employees, or any other joyous occasion, such as LUCKY DRAW / DOOR GIFT FOR ANNUAL DINNER, ANNUAL TRIP / ANNUAL VACATION or any NONCASH gifts to its employees in whatsoever occasion / scenario and depending on the employment level of the employee. 2.15 (a) PATERNITY LEAVE (i) A married male employee (for companies whose payroll under the administration of HQ located at Plaza DNP, Johor Bahru) who has been employed by the same employer at least 12 months immediately before the commencement of such Paternity Leave and must notified the Employer of the pregnancy of his spouse at least 30 days from the expected confinement or as early as possible after the birth; will be granted seven (7) consecutive calendar days leave as Paid Paternity Leave on each confinement of their own new born child AND it is restricted to five (5) confinements irrespective of the number of legal spouses at the time of application. It will take effect from 1 st January 2023. (ii) The copy of new born child’s Birth Certificate that showed the male employee as the father needs to be attached as proof of Paternity Leave Entitlement. The application and entitlement have to be made within one (1) month from the date of that new born child. 2.16 SICK LEAVE, HOSPITALISATION & PROLONG ILLNESS (a) The following is the paid sick leave entitlement for all employees where no hospitalization is necessary: Length of Service Entitlement Per Calendar Years <2 years 14 days ≥2 – <5 years 18 days 5 years and above 22 days (b) Hospitalization leave will be sixty (60) days per calendar year. (c) Sick leave must be authorized and obtained from the Registered Medical Practitioner (with the governing authority) or the Government Doctors.

SKS Employee Handbook (R05) 1JAN 2023 17 (d) An employee shall also be entitled to paid sick leave after examination by the Company appointed or Government Hospitals or Government Clinics dental surgeon as defined in the Dental Act 1971 [Act 51] provided that the entitlement for such sick leave shall be inclusive of the number of days provided for at (a) above. (e) Employee is also required to inform or attempt to inform his/ her superior or HR Dept. of his / her sick leave within 48 hours of the commencement of the sickness 2.17 MATERNITY LEAVE (a) Female employee shall notify HR Dept. within a period of sixty (60) days immediately preceding her expected confinement notify the Company about it and the date from which she intends to commence her maternity leave and the Company may suspends the said maternity Allowance until such notice is given to the Company. (b) All Female employees shall be entitled to ninety-eight (98) days paid Maternity Leave (including rest day and any public holiday that falls during that time) which shall not commence earlier than thirty (30) days immediately preceding her confinement or later than the day immediately following her confinement. (c) Notwithstanding the provision of clause (b) above, a female employee shall not be entitled to any maternity leave if at the time of her confinement she has five (5) or more surviving children. For the purpose of the Part “Children " means all natural children irrespective of age. (d) If the female employee encounters any miscarriage, abortive or premature birth after the twenty-eight (28) weeks of pregnancy, her leave shall also be considered as maternity leave. 2.18 EXAMINATION / EDUCATION LEAVE (a) The Management may grant maximum of SEVEN (7) WORKING DAYS (irrespective splitting into few occasion to use) per calendar year to confirmed employees for Examination / Study Leave; who has obtained prior acknowledgement from the Management that the said study if the resulting qualification would be beneficial to the employees’ present or future assignment in the Company. (b) The management / HOD may reject the application if the date applied will affect the operation of the department. Thus, application for examination leave must be supported by documentary evidence and submitted to the Management / HOD at least TWO (2) weeks’ prior to the examination date. 2.19 MEDICAL TREATMENT COST ENTITLEMENT (a) The Company will bear the cost of medical treatment and medications (includes DENTAL TREATMENT) - cover only routine dental treatment such as routine checking, scaling and extraction and not orthodontics or cosmetic treatment) as prescribed by the registered medical practitioner and government / private hospital / clinic as per below table. The reimbursement shall only be made with original receipt. Employees are also eligible to make any Chinese Traditional medical & Treatment claim. The entitlement shall also cover the legal spouse, children (single, still fulltime study and below 25 years old) and parents of the employee that subject to employees’ available medical claim limit and entitlement. The Company will consider to approve any other medication claim, at its discretion, that subject to employees’ available medical claim limit & entitlement.

SKS Employee Handbook (R05) 1JAN 2023 18 (b) Employee will only eligible and make claim to the pro-rata Medical Claim entitlement per annum based on date join if he / she serves the Company less than full year of service in the same calendar year. (c) The Company shall NOT pays for the expenses and cost of the following: (i) Expenses incurred for medical or surgical or other appliance e.g. glasses, hearing aids and cosmetics surgery. (ii) Any expenses arising out of proven self- inflicted injury or illness or disease caused by misconduct or breach of discipline. (d) The employee’s medical claim entitlement shall not be deducted if he / she is injured due to company affairs or if the said amount is reimburse back by SOCSO, third party (including the insurance company). 2.20 PROLONGED ILLNESS (a) Employee who have served for a minimum of three (3) years and is suffering from tuberculosis, cancer, leukemia, leprosy or paralysis shall receive the monthly salary for the first two (2) months at the beginning of illness being detected which shall run concurrently to his/ her sick leave or hospitalization eligibility under the Malaysian Employment Act. (b) Employee who has serves the company continuously 5 years and more AND has exhausted the 60 days hospitalisation entitlement and due to the nature of the illness is bedridden at home for recuperation or an illness that would take considerable time for healing or recovery (e.g. Tuberculosis, Cancer, Polio, etc.) as advised by the panel of doctors or government/ private medical officer and, is unable to perform normal duties under normal conditions. The original Medical Certificate has to be attached. i) 1 month on full pay (basic salary & fixed allowances only) ii) 3 months on half pay (basic salary & fixed allowances only) iii) 3 months on no pay When the above sick leave has been exhausted, the company will decide at its discretion to terminate or extend the service of the employees further on leave without pay. 2.21 TRANSPORTATION ALLOWANCE / MILEAGE CLAIM (a) Transport allowance in the form of mileage claim at the rate of RM 0.60 per kilometer (KM) – subject to change shall be provided to employee using own private car (RM 0.25 per KM if using own motorcycle) on Company assignments away from the company for local travelling of within 50KM radius, irrespective of the vehicle’s capacity. NO claim shall be made if Company vehicle is used. However, if the employee is being paid a fixed transport allowance, then he / she shall not be eligible to make this local travelling claim as well as other mileage claim as per package compensation. (b) For Outstation travelling on personal car, the employee is allowed to claim RM 0.15 per Kilometer as car maintenance cost AND fuel expenses claim of RM 0.30 per kilometer. Using of personal motorcycle for outstation travelling is not allowed and will not eligible for claim. However, the Management may make a special arrangement /package as replacement for staff who are required to travel to outstation frequently. (c) Tolls and parking for official duty are claimable unless it has been covered by the Company. Length of Service Entitlement per Calendar Year (Effective 1 Jan 2019) Non-Managerial Managerial / HOD < 2 years of service RM 400 RM 700 ≥2 to < 5 years RM 500 RM 900 5 years and more RM 600 RM 1100

SKS Employee Handbook (R05) 1JAN 2023 19 2.22 TRAVELLING ALLOWANCE & OUTSTATION HOTEL ACCOMMODATION ENTITLEMENT (a) Travelling Allowance Our Company has revised all daily allowances for employees traveling within Malaysia (additional rule for official assignment other than Road Show - outside same state or at least more than 200KM radius from his / her usual workplace) to Singapore and Overseas on assignment and roadshows. These daily allowances cover food and beverage only. (i) Malaysia: i) Travel to / from on the same day RM 30/ day ii) Travel to / from (more than 1 day) RM 50/ day (ii) Singapore: i) Travel to / from on the same day S$ 30/ day ii) Travel to / from for more than (1) day S$ 50/ day (iii) Overseas (other than Singapore) RM 100/ day (b) Outstation Hotel Accommodation Entitlement (i) All employees are eligible to the following outstation hotel accommodation on Company Official duty and the Management shall decide the Hotel Accommodation for employees based on the below table & Management’s prior approval must be obtained for any upgrade of entitlement due to unforeseen circumstances. (ii) The employees must fill and complete the Outstation Field Work / Visit Application Form (Form No. : SKS-HR-FM-021) for Management’s approval & submit to HR Department for arrangement follows the required procedure (lead time etc). (iii) Below is the Outstation Accommodation Table specifies the entitlement and its rules. Original receipt is required for reimbursement if self-arranged for hotel accommodation. Employee Class Outstation Hotel Accommodation Entitlement (Within Malaysia) Rules 1. Non Managerial Staff a) Up to RM 150 per room per night – Travel Alone at its employee classification; b) Up to RM 250 per night - Twin Sharing for employee classification that REQUIRED stay in One Room. i) The hotel accommodation for the same gender employees MUST BE based on Twin Sharing basis – unless travel alone. 2. Managerial Staff a) Up to RM 350 per room per night - Single Occupancy; b) Up to RM 600 per room per night – Twin Sharing for employee classification that chooses to stay in One Room. i) Allowed for Single Occupancy for employees of this class. ii) The hotel accommodation for the same gender employees MAY twin share a room for a higher rate room.

SKS Employee Handbook (R05) 1JAN 2023 20 3. Company Director At Company Discretion i) Allowed for Single Occupancy for employees of this class. 4. All Level of Employees – Overseas Travelling At Company Discretion i) The hotel accommodation for the same gender employees MUST BE based on Twin Sharing based on Twin Sharing basis – unless travel alone. 2.23 ALLOWANCES (FOR ROADSHOW) (a) Weekday: (6.00pm – 10.00pm) RM 80.00 (b) Saturday: (10.00am – 4.00pm) RM 80.00 (4.00pm – 10.00pm) RM 80.00 (c) Sunday: (10.00am – 4.00pm) RM 120.00 (4.00pm – 10.00pm) RM 120.00 (d) Public Holidays: (10.00am – 4.00pm) RM 160.00 (4.00pm – 10.00pm) RM 160.00 *Note: - Inclusive of petrol & meals. - Staff are encouraged to carpool (4 person per car) to claim parking fee. 2.24 TRAINING AND EDUCATION (a) Employee may be selected by the Company to attend courses. If necessary, employees attending courses locally or overseas, sponsored by the company may be required to enter an agreement with the company to work for a specific period of time. (b) A service bond will be imposed on employee who attending company sponsored courses or trainings as follows: No. Total Training Cost (RM) No. of Years Bond 1 3,000 – 5,000 1 year bond 2 More than 5,000 – 10,000 2 years bond 3 More than 10,000 3 years bond (c) Employee who fails to complete the service bond shall payback the company for the cost in proportion that the company sponsored subject to the balance not served duration. (d) The training bond shall only commence after the employee has completed the said training; In the event of incompletion of training or failure to serve the training period, the employee is required to compensate the company for the duration not being served. The compensation shall based on the actual expenses that the company spend on the employees relating to the said training including and not limited to any course fees, meal claim, travelling expenses and examination fees.

SKS Employee Handbook (R05) 1JAN 2023 21 2.25 RETIREMENT / RETIREMENT BENEFITS (a) The retirement age for all employees are upon they are attaining the age of sixty (60) years-old based on the date of birth specified in their National Registration Identity Card. (b) The Company may, based on the employee’s performance and work requirement, to offer Contract For Service to the selected employees based on a specified period and the terms and conditions of employment. 2.26 RETRENCHMENT AND RETRENCHMENT BENEFITS (a) The retrenchment exercise shall be the last resolution should the financial performance of the company is not able to sustain the existing number of employees. The Company will adopt the principle “last in, first out” by function, except where, after due consideration and in the opinion of the Company, an employee who might otherwise be retrenched is better qualified to meet the Company’s requirements. (b) Where it has become a reality, the Management shall compensate the involved employees in accordance with the Employment (Termination and Lay-off benefits) Regulation 1980, for the Notice of retrenchment and quantum of retrenchment benefit payable. 2.27 COMPANY UNIFORM (a) Upon joining the company, employees shall be provided ((at the company’s discretion) with uniform and are required to wear them at all times during working hours if so provided. (b) Upon joining the company, employees shall be provided (at the company’s discretion) with Company T-Shirt and are required to wear them during working hour on working Friday if so provided. 2.28 GROUP HOSPITALISATION & SURGICAL (GHS) SCHEME & GROUP PERSONAL ACCIDENT SCHEME (GPA) (a) The Company may, at its discretion and subject to insurance company acceptance, to provide GHS & GPA coverage to the selected employees according to the employees’ employment level. The Company shall also determine to extend or remove such benefits to any employee at its discretion. 2.29 OTHER BENEFITS (SUBJECT TO MANAGEMENT DISCRETION) (a) Parking (i) Where necessary, the Management may provide free parking or pay for the staff parking at specific work location at the Management discretion. (b) Meal Treatment (i) Where necessary, the Management may grant staff free meal for celebration of staff birthday gathering, monthly gathering & specific occasions gathering (including and not limited to farewell, retirement, festival gathering, annual dinner, monthly, weekly or any other type of meal treatment / party / whatsoever meal / drinks etc) at the Management discretion. (c) Gifts to Staff (i) The Management may give gifts to staff in whatsoever occasion, which is including and not limited to birthday, farewell, retirement, festival occasion; at the Management’s discretion.

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SKS Employee Handbook (R05) 1JAN 2023 24 PART 3 : COMPANY GENERAL RULES & REGULATIONS 3.0 COMPANY GENERAL RULES / PERSONAL CONDUCT Employee shall ensure proper handling of the equipment’s and accessories issued to them. Any equipment lost or found damaged as a result of negligent shall be replaced at the employee’s own expenses. Employee hereby agreed to allow the Company to recover the actual value from the employees; final payment of wages should they fail to return the assigned Company’s properties. 3.1 DISCIPLINE, DUTIES AND RESPONSIBILITY (a) All employees shall be subjected to the Company Rules and Regulations. The Company may take disciplinary action against any employee in the event of misconduct, inefficiency or indiscipline and any such action shall be confirmed in writing. (b) As a condition of employment, all employees are required to devote their whole time, attention, energies and skill, during working hour, solely to the business of the Company and shall not be concerned or interested directly or indirectly in any business other than of the Company. All employee must observe strictly with regard to the internal affairs of the Company. 3.2 CONFIDENTIAL INFORMATION (a) All employees shall not, except in the proper of course of your duties, during or after the employment period under this Contract divulge to any person whatever or other make use of and shall use his best endeavors to prevent the publication or disclosure of any Confidential Information. (b) All notes and memoranda of any Confidential Information which is acquired received or made by you during your employment period shall be the property of the Company and shall be surrendered by you to someone duly authorized in that behalf at the termination of your employment. (c) The employee may liable for any damages suffered by the Company, including disciplinary action in the event of any unauthorised transmission, act of deletion, modification and/or destruction of such Assets mentioned above. 3.3 OFFICE POLITICS / GOSSIPS All employees are advised to avoid office politics & gossips. Non performing members often like to create negative impression. Spreading false or unpleasant information of the Company among employees and outside should be totally avoided. 3.4 CORPORATE COMMUNICATION LANGUAGE To uphold the Company’s image as a global player, all employees are advised to communicate in Bahasa Malaysia and English for all its business dealing and during working hour. 3.5 REMOVAL OF COMPANY’S PROPERTY Any removal of office equipment’s, material and scraps can only be made after official approval is given by authorized personnel.

SKS Employee Handbook (R05) 1JAN 2023 25 3.6 COMPANY VEHICLE Employee may use Company vehicle for Company’s business matters only. Proper approval shall be obtained through Department Head’s concern and HR Department. 3.7 COMPANY TELEPHONE All company telephone shall be used strictly for official / business purposes. Personal calls are not allowed. 3.8 ELECTRICAL INSTALLATION Except in emergencies only staff from Maintenance Department is authorized to turn on or turn off any source of electrical power and electrical equipments. 3.9 MEETING ROOMS, TRAINING ROOMS AND FACILITIES Meeting in the Company premises shall be used solely to conduct discussions or company business activity and held with the permission of Authorized Personnel. 3.10 ENVIRONMENTAL, SAFETY & HEALTH COMMITTEE (a) The Committee established would be responsible for coordinating and carrying out activities required implementing the safety and health policy. (b) The Site assigned Personnel and respected HODs are responsible to communicate this Policy to those concerned and coordinate the required activities to maintain this Policy. He is to provide advice and guidance so that a high standard of safety is achieved in all operating areas in the office. It shall be his responsibility to appraise and advise in all aspects of safety on equipment, machinery and environment. (c) The Committee will ensure that the necessary protective equipment is supplied to all employees in the operation working areas. The Company recognizes "SAFETY FIRST" and in this connection emphasizes training on safety matters from time to time to prevent accidents rather than dealing with accidents after they occur. 3.11 ENVIRONMENTAL, SAFETY & HEALTH AND SECURITY (a) All employees are required to observe and comply with all environmental, safety, health and security regulations while working in the office. It is important for every employee to realize their responsibilities under the Occupational Safety and Health Act 1994 and other related Malaysian Laws. (b) All office employee will be issued with a nametag. This name-tag is to be worn at all times while in the company premises and must be shown to the security guards when entering and leaving the company. Searches will be conducted by the security guards or any other persons authorised by the company. Such search will include to employee’s personal clothing, vehicle and any package or other possessions bought in or out of the company’s premises. (c) All employees are required to observe and comply with all Safety and Security Regulations while working in the company. Employees found violating or not observing any safety and security while working will be taken disciplinary action accordingly.

SKS Employee Handbook (R05) 1JAN 2023 26 3.12 ACCIDENT PREVENTION & TREATMENT FOR INJURY OR SICKNESS (a) An employee who is aware that an accident is likely to take place, as a result of any employee, due to machine/ equipment failure, shall immediately report to his superior. Every employee must co – operate and give his assistance in preventing such accident from taking place. (b) An employee who has been injured or who has become sick during his working hours must report at once to the immediate superior who will then arrange for medical treatment or transport if necessary. 3.13 SAFETY DEVICES & PERSONAL PROTECTIVE EQUIPMENT (PPE) (a) Safety devices installed on machinery/ equipment should not be tampered with or removed without approval. Safety devices which are not functioning or defective must be reported immediately. (b) Employee who carries out any work which is dangerous must wear the Personal Protective Equipment which has been issued for safer performance of his work. Failure which shall liable for disciplinary action of up to instant dismissal. 3.14 FIRE PREVENTION, FIRE FIGHTING TEAM & EMERGENCY RESPONSE PLAN & CONTACT PERSON (a) No employee is permitted to start a fire in any part of the office premises unless authorized to do so. It is the duty of every employee to take immediate action by investigating and raising alarm on seeing any sign of fire outbreak and try to put out the fire at the same time by not endangering his safety. (b) Employees are allowed to smoke at DESIGNATED PLACE ONLY. Any employee or contractor who wish to carry out HOT WORK including welding and others MUST first get approval for HOT WORK PERMIT. (c) Employee from various sections of the company may be selected to be a member of the Fire- Fighting Team. This team will organise and maintain a trained Fire- Fighting Team. (d) In case of emergency, where the alarm will be triggered, employees are required to follow the Company’s Emergency Response Plan and gather at the Designated Assembly Point. Until it is declared that it is safe to return to your workplace, you are required to remain at the Assembly point and follow instruction of the Emergency Response Team. (e) You may contact your Direct Superior / HOD or Security Guard for assistance when you discover any emergency situation at the company premise, such as fire, theft, accident or injuries of employees. 3.15 GRIEVANCE PROCEDURE (a) It is the desire of the Company that grievance arising between an employee and the Company is settled as equitably and as quickly as possible. In pursuance with the aim of reaching agreement at the lowest possible level. Any grievance, which is not presented by an employee to his immediate superior within three (3) working days of the date of occurrence or shall be deemed to have been waived, and the employee concerned will not be allowed to bring up this incident in future. (b) Any grievance shall be dealt with in accordance with the following procedure: (i) Step One: An employee alleging that he has a grievance or complaint must first lodge it with his immediate superior within 3 working days of its occurrence. (ii) Step Two: If within 3 working days after step one above the dispute has not been resolve to the satisfaction of the employee, the matter will be

SKS Employee Handbook (R05) 1JAN 2023 27 referred to the HR Manager / HR HOD. The HR manager / HOD may response within 5 working days when the matter bring up to him / her. (iii) Step Three: Should the employee still not satisfied to the reply, he / she may final refer to director and the director’s shall reply not later than 10 working days from the date the matter presented to him and the reply shall be final. 3.16 ABSENTEEISM & ABSENT WITHOUT LEAVE (AWOL) (a) Any employee absenting himself for a period not more than 2 consecutive working days without the consent of the company and without reasonable excuse shall be given a written warning by the Company. (b) Notwithstanding the aforesaid, an employee who abandons his duties / job thereby causing damages to the good image of the company of financial loss by such absenteeism, is liable to dismissal for the misconduct irrespectively of whether he has been warned previously or not. (c) An employee shall be deemed to have broken his contract of service & liable for instant dismissal (after due inquiry) if he absents himself from work without prior leave (without valid & acceptable reason; except due to sickness with notification to his HOD / HR not later than 48 hours after the sickness), for more than 2 consecutive working days. 3.17 MISCONDUCT & DISCIPLINE DEFINITION (a) Misconduct is an act or conduct that is inconsistent with or an infraction of the expressed and implied terms and conditions of employment and the established Company Rules, Regulations and Procedures, which if proven would warrant the employee to disciplinary action”. (b) “Discipline” is a good behavior and obedience which confirms with the Company work culture and policies. “ 3.18 DISCIPLINARY PROCEDURE (a) Employee who violates the Company’s Rules and Regulations or any Work Rules shall be disciplined accordingly. Generally disciplinary actions are carried out in the following manners that follow sequence are, Counseling, First, Second, Final written warning and Dismissal after due inquiry. Step Types of Disciplinary Action Action By Misconduct Type One Counselling session Immediate Superior & HR Two First Warning Letter Minor Three Second Warning Letter Four Final Warning Letter Major / Refer to Domestic Inquiry Step Domestic Inquiry Procedure One Issue Show Cause Letter (SCL) requesting explanation. Immediate Superior & HR Major

SKS Employee Handbook (R05) 1JAN 2023 28 Two If the reply of SCL is not satisfactory, the employee can be suspended for work (max. 14 days with half pay; If not guilty, need to restore the said 50% pay to the employee) for attending Domestic Inquiry. HR Major Three Domestic Inquiry - Chairman & Panel of Jury; - The DI panel is to determine if the accused employee is guilty as charge. The Management may take the below action for guilty case: (a) Dismiss without notice; (b) Downgrade the employee (c) Impose any other action deemed necessary; - If found not guilty, the Company has to payback to the accused employee for any salaries withhold for suspension of work before the DI. Panel of Jury 3.19 CATEGORIES OF MISCONDUCT (a) MINOR MISCONDUCT: 1) Each occasion of absent From Work (not more than 2 consecutive working days) or coming late for work without valid reason. 2) Committing a nuisance in the workplace and or posting, alerting or removing any item at the notice boards or Company property without the permission of the Management. 3) Lunch within the working station or any other prohibited areas (pantry only) without valid reason. 4) Entering another Department or Section in the Company when not permitted to and or interfering with another person’s work during or non-working hours. 5) Not properly dressed and groomed to work and or not keeping his/ her workplace and workstation or surrounding area clean and tidy; or bare-footed, wearing slippers or untidy clothes to work. 6) Failure to observe Safety and Health rules and regulations including tampering with the safety equipment (fire, PPE provided). 7) Lending or borrowing money within the Company in circumstances prejudicial to discipline. Soliciting or collecting contribution for any purpose whatsoever at any time in the company without permission of the Management; or collection of money or distribution of picture, literature, leaflet or posting notice within the company premises. 8) Bringing friends or guests to the Workstation without permission at anytime. 9) Careless and or deliberately rough handling / use of Company facilities / utilities including and not limiting to company vehicle; or not putting tools etc. back in their original place at the end of the day. 10) Excessive use of Company telephone for private calls.

SKS Employee Handbook (R05) 1JAN 2023 29 11) Using company stationeries / equipment for private correspondence / business or selling or advertising non-Company products within the Company’s premises to colleagues or Company clients/ customers. 12) Writing frivolous or offensive notes / memos / email / letter to superior. 13) Not wearing identification tag provided by the Company during working hours at workplace without valid reason. 14) Loitering and malingering within or adjacent to Company’s premises during working hour; or ceasing work without permission before scheduled finishing time. Chit-chat, gossip at work place or pantry longer time during working hours. Deliberately going to other doctors to obtain medical leave when refused by the first doctor; or uses company assets to play computer games, surf internet, read newspaper / magazine for personal enjoyment during working hours; or obtaining or attempting to obtain leave or absence by false excuse; 15) Organizing, holding, attending or taking part in any meeting within the Company’s premises without prior approval from the Management. 16) Remove any company properties out of the premises without any valid authorization. 17) Any other misconduct which not mentioned in above but is jeopardizing the work harmony or individual work performance / behavior. (b) MAJOR MISCONDUCTS: 1) Any repeated offences in (a) above. 2) Willful insubordination or disobedience whether alone or in combination with others to any lawful and reasonable order of a superior or refusal to work or to do as assigned by superior; or picketing in the Company’s premises except where permissible under the law or use of abusive or threatening language to any Superior or employee; or withholding overtime at a critical time to bring pressure on Management. 3) Absent or AWOL (Absent Without Leave) for more than two (2) consecutive working days without reasonable excuse or without prior approval by the Company. 4) Participation in illegal strikes or abetting, inciting and instigating; or striking at work inciting others strike in contravention of any law or rule in force of law; willful slowing down in performance of work and in inciting other to do so. 5) Theft, fraud or dishonestly including attempted theft, attempted fraud or attempted dishonestly in connection with the Company’s business or property; or demanding, offering or accepting bribes or any illegal gratification. 6) Riotous or disorderly behavior or fighting within the Company’s premises at any time; or violence, abusing, assaulting or threaten to assault or to do any injury to other employees or superiors within the company premises at any time. 7) Engaging in private work or trade within the Company or outside the Company which directly or indirectly in conjunction with the business of the Company; or disclosing commercial project secrets or calculation or designs or any other information or unauthorized liaison with the Press about the Company; or spreading false or unpleasant information of the Company among employees and outsider in any forms (hardcopy or electronics; such as Email, SMS, Skype, facebook, Whatsapp, etc, to name a few); or disclosing confidential information without proper authorization; disclosing confidential information about company to

SKS Employee Handbook (R05) 1JAN 2023 30 press or any party via any formats (Hardcopy or electronics; such as Email, SMS, Skype, facebook, Whatsapp etc, to name a few) without approval from the company. 8) Conduct within the Company, which is likely to endanger the life or safety of any person; or refusal to wear or use safety equipment provided by the Company. 9) Repeated failure to meet established standard of performance, or project schedule targets without valid reason; or gross negligence in work resulting in damage to Company properties and financial losses. 10) Any false information made during the Application for Employment or forging or defacing medical certificates or other official document to defraud the Company. 11) Participating in any act or entering into any relationship that could adversely affect the credibility or operations of the Company or that other Company employees. 12) Drinking alcoholic beverage within Company’s premises at work without prior permission or found drunk or under the influence of liquor or drugs whilst on duty. Bringing alcoholic beverage, illegal drugs or illegal narcotics within the Company’s premises without prior permission; or gambling or card playing of any form, whether for money or not within company’s premises at any time. Sleeping while on duty without reasonable excuse (such as sick or under influence of medicine). 13) Clocking another employee’s attendance scan badge / card on his behalf or tampering with time clock or altering the attendance scan badge / card to produce a fraudulent result or attempting to do any of the above or interfering with the record attendance or false means of recording attendance of himself or any other employee, willful falsification, defacement or destruction of any records of the Company. Falsifying or produced fake Medical Certificate in order to get medical leave from company. 14) Smoking in prohibited areas / place within the Company premise that will bring dangerous occurrence to self and fellow employees. 15) Usage of prohibited drugs, drug addiction, drug pusher or any criminal offence punishable under the Malaysian Common Law or possession of any lethal weapon on the Company’s premises. 16) Sexual harassment or lodging false complaint about sexual harassment. 17) Willful failure to report at once to his/ her Superior for any defect which an employee may notice in any equipment connected with his work or may affect the company operation; or non-reporting of any defect occurrence that may endanger to other people or company property. 18) Any other major misconduct which would bring major harms to the company business and well-being, safety & health of personnel.

SKS Employee Handbook (R05) 1JAN 2023 31 3.20 CODE OF ETHICS (a) All employees are expected to conduct their responsibilities professionally & diligently. (b) It is expected that all employees are free from the influence of drugs, alcohol or other substances which would affect their work performance as well as risks to others at work. (c) Company’s Reputation & Good Name – All official communication with public media or external party must obtain prior approval from the Management before its release. Employees are expected to uphold the Company’s reputation at all times and refrain from making negative remarks in any form or medium. (d) Conflict of Interest (COI) – Employees are refrains from having personal gains / interest from the job tasks that he is performing on behalf of the company. The personal gains should also includes immediate family members. (e) Confidential Information – All employees who have access to any confidential information must take appropriate steps to safeguard them. Such information should be treated with sensitivity and discretion and only be disseminated on a need-to-know basis. (f) Gifts – Employees should avoid receiving gifts, money or excessive entertainment from any party that they are dealing with. It has to be returned to the party who give or should be surrender to Management for decision on disposition. (g) Harassment – All forms of harassment (sexual, violence etc) are strictly forbidden. (h) Fraud cases – The Company takes a very serious view on fraud cases. It will be taken to Police as criminal proceeding for all fraud cases.

SKS Employee Handbook (R05) 1JAN 2023 32 3.21 POLICIES (a) SEXUAL HARASSMENT PREVENTION POLICY We defines Sexual Harassment as any unwanted conduct of a sexual nature having the effect of verbal, non-verbal, visual, psychological or physical harassment. The Management will not tolerate any forms of sexual harassment and disciplinary action of up to dismissal after due inquiry shall be taken against those who commit such offence. The same disciplinary action shall be taken against those who make false accusation. Sexual harassment in the workplace includes any employment related sexual harassment occurring outside the workplace as a result of employment responsibilities or employment relationship. Sexual harassment encompasses various conducts of a sexual nature which can manifest themselves in five possible forms, namely: (I) Verbal harassment: e.g. offensive or suggestive remarks, comments, jokes, jesting, kidding, sounds, questioning. (II) Non-verbal/gestural harassment: e.g. leering or ogling with suggestive overtones, licking lips or holding or eating food provocatively, hand signal or sign language denoting sexual activity, persistent flirting. (III) Visual harassment: e.g. showing pornographic materials, drawing sex-based sketches or writing sex-based letters, sexual exposure. (IV) Psychological harassment: e.g. repeated unwanted social invitations, relentless proposals for dates or physical intimacy. (V) Physical harassment : e.g. inappropriate touching, patting, pinching, stroking, brushing up against the body, hugging, kissing, fondling, sexual assault. Employee who found himself / herself being victim of sexual harassment, may report such incident directly to HR HOD or Directors. It is the duty of Supervisory and above level of employees to demonstrate leadership by example to prevent such incident from occurring. (b) ANTI FRAUD, BRIBERY & CORRUPTION POLICY SKS Group of Companies are committed to abide to the anti-fraud, bribery and corruption acts in the business and operational when dealing with government officers, vendors and customers, public as well as among the employees. It is our policy that we conduct our business dealing based on compliance requirement, ethical and transparency. Thus, all employees should not be involved in these activities. All employees are prohibited from directly or indirectly offering, giving, soliciting or receiving any form of bribe, kickback or other corrupt payment, or anything of value, to or from any person or organization, including government agencies, individual government officials, private companies and employees of those private companies under any circumstances. The act of BRIBERY, FRAUD, ABUSE OF POWER & MONEY LAUNDERING are all acts of CORRUPTION. The four (4) main offences stipulated in the Malaysian Anti-Corruption Act 2009 (MACC Act 2009) (Act 694) are:

SKS Employee Handbook (R05) 1JAN 2023 33 1. Soliciting/Receiving Gratification (Bribe) [section 16 & 17(a) MACC Act 2009] 2. Offering/Giving Gratification (Bribe) [section 17(b) MACC Act 2009] 3. Intending to Deceive (False Claim) [Section 18 MACC Act 2009] 4. Using Office or Position for Gratification (Bribe) (Abuse of Power/Position) [Section 23 MACC Act 2009] Thus, this is to remind all employees, subcontractors, vendors & other business associates that who is proven involved in these activities; the employees will be liable to instant dismissal after due inquiry and for all parties involved, the Company may refer to the relevant authority for any further legal proceeding. Under the MACC Act 2009, Part IV Offences and Penalties, Section 24 (I), any person who commits and offence under Section 16, 17, 20, 21, 22 and 23 shall on conviction be liable to: (a) imprisonment for a term not exceeding 20 years; and (b) a fine not less than five times the sum or value of the gratification which is the subject matter of the offence, where such gratification is capable of being valued or is of a pecuniary nature, or ten thousand ringgit, whichever is higher. Under the MACC Act 2009, Part IV Offences and Penalties, Section 24 (2), any person who commits and offence under Section 18 shall on conviction be liable to: (a) imprisonment for a term not exceeding 20 years; and (b) a fine not less than five times the sum or value of the false or erroneous or defective material particular, where such false or erroneous or defective material particular is capable of being valued, or of a pecuniary nature, or ten thousand ringgit, whichever is the higher. Employees may report to HR HOD or lodge a complaint to [email protected] should he / she witnessed or has any information relating to fraud, bribery & corruption involving any of our employees with third party. All reports are kept confidential. The Company will not hesitate to lodge report to Malaysia Anti-Corruption Commission (Suruhanjaya Pencegahan Rasuah Malaysia) for their further action. The Company may, at its discretion, reward (subject to its severity and effects to the Company) the employee(s) who lodge the report to the Company if the reported employee is found guilty by the Company/ Court. (c) OCCUPATIONAL SAFETY & HEALTH POLICY We strive to create a safe and healthy working environment to all employees with the following strategies: 1. To continually review, evaluate and control hazards and risks which is created and associated at the workplace; 2. To provide adequate awareness, training and implementation of Safe System of Work (SSW) so that they have sufficient knowledge and skills to manage such hazards and risks at work; 3. Management’s commitment where all safety & health requirements and compliances are adhere with; These strategies shall be achieved through: 1. A timely and routine Safety & Health audits and meetings at the workplace to identify hazards and risks and its control measures; carried out the action plans as and when identified;

SKS Employee Handbook (R05) 1JAN 2023 34 2. Establish the two ways communications where effective transmission of all feedbacks, queries on the implementation of the statutory requirements, SSW on safety & health; 3. Leadership with Leading By Example and full compliance by all level of employees to the safety & health practices and requirements. (d) GIFTS, HOSPITALITY, DONATIONS AND SIMILAR BENEFITS POLICY This Policy is to supersede the existing NO GIFTS POLICY with effect from 15th May 2020. We do not allow employees to receive gifts, hospitality, donations and similar benefits from, or give gifts, hospitality, donations and similar benefits to any third parties including vendors, customers, business partners, regulators, potential employees and potential vendors. The policy covers all types of gifts, hospitality, donations and similar benefits including and not limited to food hampers, product discount, services, hospitality, donations, advantage or any other benefit. However, under certain circumstances, token gifts (not cash) in line with local custom and practice, are acceptable. In the exceptional circumstances, where gifts are accepted (because, for example, refusal may be taken as an offence by the giver), then the following guidelines apply: I. All gifts, hospitality, donations and similar benefits received by the employee from the external parties must be declared to the assigned Management Representative. A file note will be kept on the action taken, i.e. whether the gifts are retained or donated to charity. II. As a general rule, festive-related gifts and promotional gifts are acceptable provided that the following are observed: a) Equality in terms of value of festive gifts; b) Not an inducement expecting any future favours that can be deemed as a form of corruption. III. All gifts, hospitality, donations and similar benefits given to external parties should be declared to the appointed Management Representative. We consider that the corporate merchandise and souvenirs are exempted if the following criteria are met: i. The items are attached with company logo; ii. The items are of nominal value; iii. The items are given at the following types of event: a) Open to public (eg. job fair, trade events, conference, etc); or b) By invitation where the invitation is not exclusive to one organisation or person and participation is transparent (eg. industry meeting, media event, Annual General Meeting, etc.) iv. The items are not concealed or wrapped; v. The items are given equally to all participants attending the event without any discrimination.

SKS Employee Handbook (R05) 1JAN 2023 35 (e) PRIVACY POLICY SKS Group, its member companies and related organizations (hereinafter referred to as “SKS Group”, “we”, “our” or “us”) recognize and respect your right to privacy. This policy explains how SKS Group or on our behalf, collect, process, use, disclose, transfer and store your Personal Data. Personal Data Your Personal Data is information that relates directly or indirectly to you, which make you to be identified or identifiable from that information and/or other information, including any sensitive Personal Data and expression of opinion; but does not include any information that is processed for the purpose of a credit reporting business carried on by a credit reporting agency. Personal Data that We Collect SKS Group collect your Personal Data when you submit a form, visit our website or at various other places where you may request for our information or services. These Personal Data may include your: a. Name b. Designation or Salutation c. Identity Card No. or Passport No. d. Nationality e. Gender f. Age and Date of Birth g. Race and Religious Belief h. Marital Status i. Postal Address j. Phone No. and Fax No. k. Email Address l. Occupation m. Salary Range n. Property Details o. Loan Details p. Lifestyle Data q. Details of Introducer The list above is not exhaustive and may include other Personal Data depending on the nature of dealings with us. Other Information We Collect SKS Group use cookies in our website to store information for your convenience so you do not have to re-enter your data upon each visit. Cookies and other technology are also used to monitor usage of the various features and services of our website, which over time give us information to improve our website, and to advertise and market our products more effectively. When you visit our website, as with most all websites, we automatically log the domain name of where you came from, the Internet Protocol (IP) address your computer is currently using, the type of web browsers that you use, Internet service provider (ISP), referring and exit pages, operating system, date/time stamp and click-stream data. This information allows us to operate the website by serving the pages you visit, and we may use the information for statistical purposes and to track usage patterns. In addition, we use the data we collect to make various determinations in our systems. We may also use this information to personally identify you, the user and/or the user’s organization, for reporting purposes and/or to serve relevant information to you during future browsing sessions. We treat information collected by cookies and other technologies as Non-Personal Data. However, to the extent that IP addresses or similar identifiers are considered Personal Data by local law, we also treat these identifiers as Personal Data. Similarly, to the extent that Non-Personal Data is combined with Personal Data, we treat the combined information as Personal Data for the purposes of this Privacy Policy. How SKS Group uses your Personal Data SKS Group collect, process, use, disclose, transfer and/ or store your Personal Data including any additional information you may subsequently provide, for the following purposes:

SKS Employee Handbook (R05) 1JAN 2023 36 a) To facilitate sales transaction including but not limited to preparation of the relevant sales and purchase documents and billing; b) To manage administration and any other purposes relating to your property; c) To communicate with you including but not limited to providing products and services, and handling all your enquiries or complaints; d) To conduct internal data analysis, market research and auditing; e) To comply with any order of court or directive from authorities investigating any alleged offence; and/ or f) To enforce any of the terms in the agreements between us The Personal Data that SKS Group collect also allows us to keep you posted on SKS Group’s latest products, services, upcoming events and information via email, postal mail or telephone. If you no longer wish to receive any communication materials from SKS Group, please contact us at [email protected] and we will remove you from our contact list. Sharing Information with Third Parties and Within SKS Group We typically only provide your Personal Data to other SKS Group entities, or to third party service providers who operate certain parts of our website, deliver or resell our products, or help us with some services we provide. Data provided to third parties is stored on systems we do not own and is provided in accordance with our policy. In addition, we may transfer your information across border and from your country or jurisdiction to other countries or jurisdictions around the world. Links to Other Sites Our website may contain links to other sites. If you choose to visit any of those websites then their privacy policies would apply. The SKS Group’s Privacy Policy applies solely to the information collected by us. How We Protect Personal Data SKS Group is committed to taking steps to protect the Personal Data you provide to us, including administrative, technical, and physical measures to safeguard your Personal Data against loss, theft, and misuse, as well as against unauthorized access, disclosure, usage, alteration, and destruction. Your Personal Data is accessed only by authorized staffs who are instructed to handle your information with confidentiality. It is protected by firewalls and standard industry security measures. Retention of Your Personal Data SKS Group will retain your Personal Data for the period necessary to fulfil the many different purposes outlined in this policy unless a longer retention period is permitted or required by law. Your Control over Personal Data We request your help to ensure that your Personal Data is accurate, complete, and up to date. You may access and request for correction of your Personal Data, to limit the processing of your Personal Data, or to contact us with any enquiries or complaints in respect of your Personal Data by emailing us at [email protected]. In the event we decline to process your request, we will inform you of our reason for the refusal. Changes in this Policy If we change the way we use your Personal Data we will post the change on our website at www.sksgroup.com.my/sks-group-policies-privacy-policies. We recommend that you regularly visit the webpage to learn of any changes. The change will apply to information you furnish after the change, and existing information we have on file. If you have any questions regarding this policy, please send us your questions or comments to [email protected]. (f) EMAIL RETENTION AND USAGE POLICY 1. Introduction Email messages received and sent in the course of Company business can be viewed as corporate records, and therefore have to be managed as records. We must ensure that we retain any emails that are recorded evidence of business activity for an appropriate period of time.

SKS Employee Handbook (R05) 1JAN 2023 37 2. Scope This policy applies to all emails sent and received by Company employees in the course of Company business. 3. The Policy 3.1 Usage of Company Email Personal use of your Company email address is not allowed. You should not use your Company email address to sign up for personal accounts on websites such as Facebook, Twitter etc. Be aware that anything that you write in an email relating to Company business can be used as evidence in legal proceedings. 3.2 Retention of Emails Company employees are responsible for managing their email records in the same way that they are responsible for managing other business records. Each member of staff has a set mailbox quota for storage of email. If you exceed the maximum quota for your mailbox you will be unable to send or receive emails. How long an email should be retained is governed by the information contained within it, not the medium on which it is stored. Do refer to your Head of Department or The Management if you are not certain of the safe keeping of the Company related email correspondence. 3.3 Monitoring of Emails Company emails assigned to employees are not private. The Company reserves the rights to monitor and access emails sent and received using the Company provided email address. This is to ensure that in the event of reasonable suspicion of criminal or unauthorised activity, potential or actual legal action involving the Company, or in the exercise of its legal obligations to disclose or provide records or to protect the interests of the Company. The Management may, at its discretion, to perform compliance checks and audits at all Company email users for their emails contents - receiving and sent, on routine as well as unscheduled interval. Thus, all employees should keep in mind that the Company owns any communication sent via email or that is stored on company equipment. The Management and its authorized staff have the right to access any material in your email or on your computer at any time. Please do not consider your electronic communication, storage or access to be private if it is created or stored on work systems. 3.4 Responsibilities of Users Access to a Company email account is provided for the purpose of sending and receiving emails related to the business of the Company. And emails sent and received by the user acting in his or her Company capacity, are considered to be official records. Users of the Company email account are required to respect confidentiality, privacy, legal/professional privilege and the rights of others and to ensure that the content and dissemination of email does not jeopardize those protections. Users of Company email are expected to respect the standards of courtesy and professionalism that apply to all Company communications and to avoid aggressive or abusive messages, messages that could reasonably be viewed by others as offensive or objectionable, or messages containing content that is obscene. All users must be aware of and note that the Company regards activities that constitute unacceptable use of the Company’s information and communication technologies as potentially serious matters which the Company may address by resorting to the applicable employee disciplinary procedures; reference to law enforcement agencies; or otherwise as it may see fit in the particular circumstances.

SKS Employee Handbook (R05) 1JAN 2023 38 3.22 CHANGE OF PERSONAL DETAILS All employees shall notify the Company in the event of change of personal details, including and not limited to home address, marital status, contact number, latest educational attainment, number of children and name of next of kin, so that the Company has their updated information for their personal record. 3.23 REVISION OF CLAUSES IN EMPLOYEE HANDBOOK The Company may make any amendment or additional or deletion to the clauses under this Employee Handbook at its discretion and when deemed necessary on bona-fide basis.

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SKS Employee Handbook (R05) 1JAN 2023 42 BUKU PANDUAN PEKERJA REVISION NO.: 05 TARIKH: 01 JANUARI 2023 SKS GROUP Unit 6.01, Tkt 6, DNP Plaza, No. 59, Jalan Dato’ Abdullah Tahir, 80300 Johor Bahru, Johor, Malaysia. T: +607- 330 5063 F: +607- 221 7563 (HR / ACCOUNTS) E: [email protected] W: www.sksgroup.com.my

SKS Employee Handbook (R05) 1JAN 2023 43 SEJARAH KEMASKINI Rev. No Maklumat Kemaskini Tarikh 00 Initial Release 01/11/2016 01 Tambahkan 2.29 MANFAAT-MANFAAT LAIN a) Parkir b) Belanja Makan Minum c) Hadiah Untuk Pekerja 01/07/2017 02 Tambahkan (i) Dasar Tidak Menerima Hadiah (berkuat kuasa 1 Sep 2017) – Klausa 3.21(d) (ii) Elaun Perjalanan & Kelayakan Penginapan Hotel Untuk Tugasan Di Luar Kawasan (berkuat kuasa 9 Mac 2018) – Klausa 2.22(b) Pindaan-pindaan Kecil selepas 1 Okt 2017 hingga kini (i) Klausa 3.21(b) - Dasar Menangani Penipuan & Rasuah (ii) Pindaan-pindaan Kecil lain (iii)Dasar Polisi Peribadi 01/07/2018 03 (i) Pindaan-pindaan kecil (ii) Klausa 2.19 (b) Perubahan Nilai Tuntutan Tahunan Kos Rawatan (iii)Tambah Kalusa 3.21 (f) Dasar Pengekalan & Penggunaan Emel (iv) Pindaan Klausa 2.21 (b) Tuntutan Resit Petrol ditukar menjadi Tuntutan Perbelanjaan Minyak sebanyak RM0.30 per kilometer serta pakej perbelanjaan. (v) Pindaan Klausa 2.22 (b) Pertambahan Kelayakan Tuntutan Penginapan Hotel 01/01/2019 (untuk (1), (ii) & (iii) 16/01/2019 (untuk (iv) & (v) 04 Tambah: (i) Klausa 2.13 (iv) Permohonan Cuti Tahunan dan / atau Cuti Tanpa Gaji bagi pekerja yang perlu kerja Setengah Hari pada Hari Sabtu / hari bekerja lain akan dikira sebagai Satu (1) hari. (ii) Penambahan 2.14 (d) Sumbangan Ehsan – Khairat Kematian (iii) Penggantian No Gifts Policy dengan Gifts, Hospitality, Donations & Similar Benefits Policy dalam Kalusa 3.21 (d) (iv) Pindaan Klausa 2.21 terhadap jenis kenderaan. 22/05/2019 (untuk (i)); 14/02/2020 (untuk (ii)) 15/05/2020 (untuk (iii) & (iv)) 05 Tambah / Pertukaran: (i) Klausa 2.16 (c) – … selepas perkataan oleh doktor gigi, tambahkan perkataan-perkataan “yang dilantik oleh Syarikat, Hospital Kerajaan atau Klinik Kerajaan,” (ii) Klausa 2.19 (a) – tambahkan perkataan-perkataan (Panel Klinik Pergigian lantikan Syarikat – yang berkenaan, Hospital Kerajaan dan Klinik Kerajaan Sahaja)… selepas perkataan termasuk rawatan pergigian. 17/05/2021 (untuk (i) & (ii))

SKS Employee Handbook (R05) 1JAN 2023 44 (iii)Klausa 2.19 (a) – tambah kebenaran tuntutan bayaran perubatan Tradisional Cina; pihak Syarikat akan mempertimbangakn kelulusan tuntutan bayaran kos perubatan lain atas budi bicara Syarikat; dan membenarkan perkongsian limit tahunan tuntutan bayaran perubatan termasuk ibubapa pekerja mengikut limit yang masih ada dan kelayakan pekerja. (iv) Klausa 2.19 (a) – mansuhkan kebenaran tuntutan bayaran perubatan Tradisional Cina; pihak Syarikat akan mempertimbangakn kelulusan tuntutan bayaran kos perubatan lain atas budi bicara Syarikat; dan membenarkan perkongsian limit tahunan tuntutan bayaran perubatan termasuk ibubapa pekerja mengikut limit yang masih ada dan kelayakan pekerja. (v) Tambah Klausa baru 2.15(a) – Cuti Paterniti sebanyak 1 hari (mulai 1 Mac 2022) (& 7 hari mulai 1 Sep 2022) bekerja kepada semua Pekerja Lelaki Yang Berkahwin dan tertakluk kepada syarat-syarat yang diubah dan berkuatkuasa 1 Mac 2022 & 1 Jan 2023. (vi) 2.7(a) – Waktu Bekerja biasa telah ditukar menjadi 45 jam seminggu. (vii) 2.16(a) – Pertukaran hari dalam Cuti Hospitalisasi. (viii) 2.17(b) - Pertukaran hari dalam Cuti Bersalin 01/02/2022 (untuk (iii)) 05/08/2022 (untuk (iii)) 01/03/2022 & 01/01/2023 (untuk (iv)) 01/01/2023 (untuk (vi), (vii) & (viii))

SKS Employee Handbook (R05) 1JAN 2023 45 INDEKS KANDUNGAN M/S SEJARAH KEMASKINI 43 INDEKS 45 BAHAGIAN 1: PENGENALAN 48 1.0 APPLIKASI 48 1.1 PROFIL SYARIKAT 48 1.2 POLISI SUMBER MANUSIA 49 1.3 PERATURAN SUMBER MANUSIA 49 1.4 AMALAN SYARIKAT 49 BAHAGIAN 2: TERMA DAN SYARAT-SYARAT PERKHIDMATAN PEKERJAAN 52 2.0 TERMA DAN SYARAT-SYARAT PEKERJAAN 52 2.1 SURAT LANTIKAN 52 2.2 TEMPOH PERCUBAAN 52 2.3 PENGESAHAN JAWATAN 52 2.4 KENAIKAN PANGKAT 52 2.5 PERPINDAHAN 53 2.6 NOTIS BERHENTI KERJA 53 2.7 WAKTU KERJA DAN HARI REHAT 53 2.8 SKIM GAJI, PEMBAYARAN, PENILAIAN GAJI TAHUNAN, KERJA LEBIH MASA (OT) & CARUMAN DAN POTONGAN BAYARAN STATUTORI 54 2.9 BAYARAN BONUS 54 2.10 KEDATANGAN DAN PERAKAM WAKTU 54 2.11 JADUAL KERJA SYARIKAT 55 2.12 CUTI UMUM 55 2.13 CUTI TAHUNAN CUTI BERSALIN 56 2.14 CUTI EHSAN 57 2.15 CUTI TAHNIAH 57 2.15 (a) CUTI PATERNITI 57 2.16 CUTI SAKIT & CUTI HOSPITAL 58 2.17 CUTI BERSALIN 58 2.18 CUTI PEPERIKSAAN / PENDIDIKAN 58 2.19 KELAYAKAN KOS RAWATAN PERUBATAN 59 2.20 SAKIT YANG BERLARUTAN 59 2.21 ELAUN KENDERAAN / TUNTUTAN PERJALANAN 60 2.22 ELAUN PERJALANAN & KELAYAKAN PENGINAPAN HOTEL UNTUK TUGASAN LUAR KAWASAN (a) Elaun Perjalanan (b) Kelayakan Penginapan Hotel Untuk Tugasan Luar Kawasan 61 2.23 ELAUN & CUTI GANTI UNTUK PAMERAN 62 2.24 LATIHAN DAN PENDIDIKAN 62 2.25 PERSARAAN / MANFAAT PERSARAAN 62 2.26 PENGURANGAN PEKERJA & MANFAAT 62 2.27 PAKAIAN SERAGAM SYARIKAT 62 2.28 SKIM INSURANS HOSPITAL & PEMBEDAHAN BERKELOMPOK (GHS) & INSURANS KEMALANGAN PERIBADI BERKELOMPOK (GPA) 63 2.29 MANFFAT-MANFAAT LAIN (a) Parkir (b) Belanja Makan Minum (c) Hadiah Untuk Pekerja 63 BAHAGIAN 3: PERATURAN-PERATURAN AM SYARIKAT 65 3.0 PERATURAN-PERATURAN AM / TINGKAHLAKU PERSENDIRIAN 65 3.1 DISIPILIN, TUGAS DAN TANGGUNGJAWAB 65

SKS Employee Handbook (R05) 1JAN 2023 46 3.2 MAKLUMAT-MAKLUMAT SULIT 65 3.3 POLITIK DI PEJABAT 65 3.4 BAHASA BERKOMUNIKASI KORPORAT 65 3.5 PENGUBAHAN HARTA SYARIKAT 66 3.6 KENDERAAN SYARIKAT 66 3.7 TELEFON SYARIKAT 66 3.8 PEMASANGAN PERALATAN ELEKTRIK 66 3.9 BILIK MESYUARAT, BILIK LATIHAN DAN KEMUDAHAN LAIN 66 3.10 JAWATANKUASA PERSEKITARAN, KESELAMATAN DAN KESIHATAN PEKERJAAN 66 3.11 PERSEKITARAN, KESELAMATAN, KESIHATAN DAN SEKURITI 67 3.12 PENCEGAHAN KEMALANGAN & PERUBATAN KECEDERAAN ATAU SAKIT 67 3.13 PERLATAN KESELAMATAN & ALAT-ALAT PERLINDUNGAN DIRI (PPE) 67 3.14 PENCEGAHAN KEBAKARAN, PASUKAN PENGAWALAN KEBAKARAN & PELAN TINDAK KECEMASAN & PEGAWAI DIHUBUNGI 67 3.15 PROSIDUR SUNGUTAN 68 3.16 PONTENG KERJA & PONTENG KERJA TANPA CUTI (AWOL) 68 3.17 DEFINISI SALAHLAKU DAN DISIPLIN 69 3.18 PROSIDUR TINDAKAN DISIPLIN 69 3.19 KATEGORI SALAHLAKU 70 3.20 KOD AMALAN KERJA ETIKA 72 3.21 DASAR-DASAR (a) DASAR MENANGANI GANGGUAN SEKSUAL (b) DASAR MENANGANI PENIPUAN DAN RASUAH (c) DASAR KESELAMATAN & KESIHATAN PEKERJAAN (d) DASAR TIDAK MENERIMA HADIAH (NO GIFTS POLICY) (e) DASAR POLISI PERIBADI (f) DASAR PENGEKALAN & PENGGUNAAN EMEL 73 73 74 75 76 78 3.22 PERTUKARAN MAKLUMAT PERIBADI 79 3.23 KEMASKINI KLAUSA DALAM BUKU PANDUAN PEKERJA 79 ACKNOWLEDGEMENT / PENGAKUAN 83

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SKS Employee Handbook (R05) 1JAN 2023 48 BAHAGIAN 1: PENGENALAN 1.0 AKPLIKASI Kami dengan sukacitanya meberikan buku panduan pekerja ini kepada anda, yang mengandungi terma & syarat-syarat pekerjaan utama untuk syarikat-syarikat terpilih dalam KUMPULAN SKS. Pemafahaman anda tentangnya adalah mustahak supaya hubungan di antara pekerjamajikan yang baik dapat dipupuk. Dari masa ke masa, syarat-syarat dalam buku panduan ini akan ditukar dan kami akan maklumkan kepada semua pekerja melalui papan notis dan ia akan perlu diikuti oleh semua pekerja. Sila baca secara teliti dan menyeluruh buku ini. Jika anda mempunyai pertanyaan atau perlukan penjelasan selanjutnya, anda boleh hubungi ketua jabatan anda atau Bahagian Sumber Manusia. Anda juga dikehendaki menandatangani mukasurat PENGAKUAN sebagai penerimaan dan persetujuan anda untuk mematuhi buku panduan ini serta kuasa pihak pengurusan untuk menentukan pertambahan & pengecualian syarat-syarat secara adil atas budi-bicaranya sendiri. Versi bahasa Inggeris Buku Panduan Pekerja dijadikan versi rujukan jika sekiranya terdapat percanggahan atau perlu penjelasan terhadap mana-mana klausa yang terdapat di dalam bahasabahasa selain daripada Bahasa Inggeris. 1.1 PROFIL SYARIKAT Founded in 1983, SKS Group is a multi- disciplined organisation with core business that spans across property development, investment holding, hospitality and credit finance. Under the guidance of our Chairman, SKS Group stands at the forefront of the development and construction industry. With over 30 years of experience in the industry, we have gained valuable know-how on the development of a wide range of property types that are not only well planned, but incorporated with innovative elements through our projects in Australia and Malaysia. We are also notable throughout Malaysia for being a successful “White Knight Developer”, having taken over numerous abandoned projects. SKS Group has come a long way since its humble beginnings. Together with our customers’ support and trust, we continue to strive towards developing premium properties that seek to improve the quality of life for all.

SKS Employee Handbook (R05) 1JAN 2023 49 VISION A progressive company at the forefront of our chosen industries, improving the quality of life and shaping the future for the benefit of all our shareholders and stakeholders. MISSION By practising our core values, we will achieve our vision by building new grounds, through a culture of excellence and teamwork by sustaining growth, empowering lives and nurturing communities. CORE VALUES To build a community on which all can take part and all can take pride, SKS Group has 5 core values to reinforce the vision and provide the underlying context to the way in which we do our work. The SKS organisational culture is to be based on our value system, which are encapsulated in the acronym BUILD, as follows: B – BEST PRACTICE We strive to deliver top quality solutions and services to exceed client expectations, balancing client and our competencies to achieve optimal results. U – UNITY We believe that our success depends on teamwork and our team can be counted upon to always provide support in times of need. I – INTEGRITY We adhere to professional and ethical standards, conducting our business in all fairness and honesty. L – LIFELONG LEARNING We encourage the learning, development and creating our growth through our clients’ success and our active business generation. D – DIVERSITY We believe in treating people as equals and in respecting others’ differences, rewarding and providing opportunities based on results and competencies.

SKS Employee Handbook (R05) 1JAN 2023 50 1.2 POLISI SUMBER MANUSIA Polisi asas dalam syarikat untuk menubuhkan sesebuah tempat kerja yang mantap dan mengekalkan perhubungan dan komunikasi dengan semua kakitangan pekerja. Kami berharap semua kakitangan pekerja berasa bangga dan gembira berada dalam semangat satu keluarga. 1.3 PANDUAN SUMBER MANUSIA Setiap pekerja haruslah bertanggungjawab terhadap perlaksanaan kerja yang telah diberikanoleh majikan. Majikan akan membincangkan peraturan kerja kepada semua pekerja. Pengarah urusan haruslah bertanggungjawab sebagai majikan untuk mengekalkan tahap prestasi kerja bagi semua pekerjanya. Bahagian sumber manusia akan memberitahu kepada semua Ketua Bahagian tentang polisi, latihan dan peraturan dalam syarikat untuk memastikan pekerja mereka faham. 1.4 AMALAN SYARIKAT Kami memupuk penggunaan Prinsip PDCA (Plan-Do-Check-Act) (or Deming Wheel) dalam kerja harian. PRINSIP PDCA PDCA merupakan satu senarai semak dalam empat peringkat yang kita boleh gunakan untuk selesaikan masalah.