TABLE OF CONTENTS Press Metal Sarawak Sdn Bhd
Press Metal Bintulu Sdn Bhd
INTERPRETATION
Employee Handbook
INTRODUCTION
PAGE
SECTION A EMPLOYMENT POLICIES
1 APPOINTMENT 4
2 GRADING SYSTEM
3 INDUCTION 6
4 PERSONAL DATA
5 PRIVACY POLICY 8
6 PROBATION 8
7 MEDICAL CHECK UP 10
8 PERFORMANCE EVALUATION 10
9 SALARIES 11
10 BONUS 11
11 RESIGNATION 12
12 TERMINATION OF EMPLOYMENT 12
13 RETIREMENT 13
14 EXIT INTERVIEW 14
15 EX-EMPLOYEE 14
15
SECTION B LEAVE ENTITLEMENT 16
1 REST DAY 16
2 PUBLIC HOLIDAY 17
3 EMERGENCY LEAVE
4 ANNUAL LEAVE 19
5 MEDICAL LEAVE 19
6 UNPAID LEAVE 20
7 MATERNITY LEAVE 21
8 SPECIAL LEAVE 23
9 HAJI LEAVE 25
10 STUDY LEAVE 25
11 SHUT DOWN LEAVE 26
12 REPLACEMENT LEAVE 27
28
SECTION C WORK BENEFITS 28
1 OVERTIME 28
2 EMPLOYEE PROVIDENT FUND (EPF)
3 SOCIAL SECURITY ORGANISATION (SOCSO) 31
4 GROUP PERSONAL ACCIDENT INSURANCE SCHEME 34
34
34
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Employee Handbook
PAGE
SECTION C WORK BENEFITS – Cont’d
5 GROUP HOSPITALISATION AND SURGICAL INSURANCE SCHEME
6 ATTENDANCE ALLOWANCE 35
7 PERFORMANCE ALLOWANCE 36
8 REIMBURSEMENT OF TRAVELING EXPENSES 37
9 MEDICAL BENEFITS 38
10 EDUCATION BENEFITS 42
11 PERSONAL ADVANCE 43
44
SECTION D CAREER DEVELOPMENT
1 TRAINING
2 TRAINING BOND 47
3 PROMOTION 48
4 TRANSFER 49
5 SECONDMENT 50
6 REDESIGNATION 52
7 CAREER DEVELOPMENT PROGRAM 52
53
SECTION E OPERATIONAL POLICIES, RULES AND REGULATIONS
1 WORKING HOURS
2 ATTENDANCE 56
3 AFTER WORKING HOURS 57
4 STAFF ENTRANCE AND EXIT 58
5 DRIVING LICENSE 58
6 MARRIAGE BETWEEN COMPANY EMPLOYEE 60
7 POLITICS 60
8 COMPANY AND EMPLOYEE’S PROPERTY 60
9 TELEPHONE 60
10 COMPANY’S COMPUTER 61
11 CANTEEN AND PANTRY 62
12 WASHROOM 63
13 SURAU 64
14 LOCKER 65
15 NOTICE AND MESSAGE 65
16 PARKING AREA 66
17 TRANSPORTATION 66
18 SRWC AND CSR 67
19 EMPLOYEE RECOGNITION 68
20 COMPANY’S HOSTEL 68
69
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Employee Handbook
PAGE
SECTION E OPERATIONAL POLICIES, RULES AND REGULATIONS – Cont’d
21 UNIFORM
22 PPE 72
23 EMPLOYEE IDENTITY CARD 72
73
SECTION F CODE OF CONDUCT
1 OUR BUSINESS
2 OUR WORKPLACE 76
3 EMPLOYEE PERSONAL CONDUCT 85
87
SECTION G DISCIPLINARY
DISCIPLINARY OFFENCES
1 DISCIPLINARY ACTIONS 92
2 GRIEVANCE HANDLING PROCEDURES 100
105
SECTION H EHS
1 EHS
2 EHS POLICY 108
3 HOUSEKEEPING 108
4 ACCIDENT 109
5 SAFETY SUMMON 109
6 EMERGENCY RESPONSE PLAN (ERP) 109
110
CONDITION PRECEDENT 113
APPENDIXES GRADING SYSTEM 115
Appendix I PRIVACY POLICY 117
Appendix II COMPANY’S PANEL CLINICS 121
Appendix III FLOW CHART OF DISCIPLINARY ACTIONS 124
Appendix IV EHS POLICY 125
Appendix V
CERTIFICATION OF COMPLIANCE 127
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Employee Handbook
INTERPRETATION
In this Handbook, the following terms are interpreted as follows:
“Company” Refers to Press Metal Sarawak Sdn Bhd (hereinafter called
“PMS”), Company Registration No. (767704-M) and Press
Metal Bintulu Sdn Bhd (hereinafter called “PMBtu”),
Company Registration No. (918822-X).
“Factory” 1. Refers to PMS located at:
Lot 211 & 212, Block 293, Mukah Land District KM 38, Jalan
Mukah-Balingian, 96400 Mukah, Sarawak, Malaysia.
Including of Taman PMS and Company’s Hostel.
2. Refers to PMBtu located at:
Lot 36, Block 1, Samalaju Industrial Park, Kemena Land
District, 97000 Samalaju, Sarawak, Malaysia. Including of
Company’s Hostel, MPT and Samalaju Port.
“MPT” Refers to Multi-Purpose Terminal located at:
Plot 77, Multi-Purpose Terminal, Bintulu Port Sdn Bhd
12th Miles, Kemena Land District, Jalan Tanjung Kidurong,
97000 Bintulu, Sarawak, Malaysia.
“Sales & Marketing Office” Refers to the Sales & Marketing department attached to
Corporate Office located at:
Suite 61 & 62, Setia Avenue, No.2, Jalan Setia Prima S U13/S,
Setia Alam, Sekyen U13, 40170 Shah Alam, Selangor Darul
Ehsan, Malaysia.
“Balakong Office” Refers to Purchasing Department and Group HRA Department
attached to Press Metal Technology Berhad located at:
Lot 1797, Bukit Belimbing, Jalan Balakong, 43300 Seri
Kembangan, Selangor Darul Ehsan, Malaysia.
“Management” Refers to the management team appointed by the Group CEO
or Board of Director to manage the Company.
“Employee(s) / Worker(s)” Refers to all persons recruited by the Company.
“Local Employee(s) / Worker(s)” Refers to Malaysian Employee(s) / Worker(s).
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INTERPRETATION – Cont’d Press Metal Sarawak Sdn Bhd
Press Metal Bintulu Sdn Bhd
“Foreign Employee(s) / Worker(s)”
Employee Handbook
Refers to non-Malaysian Employee(s) / Worker(s).
“Occupants” Refers to Employee who resides or present in the Company’s
hostel.
“Operation / Production” Refers to all production, operation, engineering departments
and security of HRAD.
“Office / Administration” Refers to all administration departments.
“He / His” The pronoun “he” and its derivatives are used for any person
whether male or female except where the context clearly
indicated otherwise.
“HRAD” Refers to Human Resource & Admin Department.
“HRMS” Refers to Human Resource Management System.
“EHS” Refers to Environmental, Occupational Health and Safety.
“SRWC” Refers to Sport, Recreation and Welfare Club.
“CSR” Refers to Corporate Social Responsibility.
“CPRD” Refers to Communication & Public Relation Department.
“IT” Refers to Information Technology.
“PPE” Refers to Personal Protective Equipment.
“LOS” Refers to Labour Ordinance of Sarawak.
“GST” Refers to Goods and Services Tax.
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INTRODUCTION
These rules shall be cited as the PMS and PMBtu service scheme and shall apply to all
Employees of the Company.
These rules contain the conditions of service for the Employee of the Company which would
only give guidelines and procedures pertaining to the service of employment. For matters not
mentioned in these rules, the Management may upon its consideration, at its sole discretion
and consensus make decisions and take such action in the best interest of the Company and
Employee.
Employee who is covered by a separate scheme of service as stated in the Letter of
Appointment or Contract for Service or Contract of Service that has been approved by the
Management will be excluded from the scope of the terms and conditions stated hereunder.
Subject to the laws for the time being in force, the Company may amend, vary or repeal any
provision in these rules. The Company would notify its Employee of any such change. Should
Employee however, require any further clarification or interpretation, he should direct discuss
with the HRAD.
Employee must sign the Certification of Compliance that he has received this Employee
Handbook, understand its contents and agree to comply with its rules throughout his
employment with the Company.
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SECTION A
EMPLOYMENT POLICIES
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Section A • Employment Policies
1. APPOINTMENT
All applicants must complete an Employment Application Form as an initial part of the
interview. Upon interview, successful candidate will be appointed for employment.
Before commencement or on the first day of employment, Employee will be issued
with a Letter of Appointment or Contract Employment, which contains all the terms
and conditions of employment. A signed copy of the letter will be kept in the Personal
File of the Employee.
Application for employment at the Company may be as follows:
“Regular Employment” hired for indefinite period provided the performance is
(Contract of Service) satisfied.
“Contract Employment” hired for specific period.
(Contract for Service)
Employee is compulsory to submit the following documents to HRAD during interview
or on the first day of employment:
i. Copy of NRIC or Passport;
ii. Academic’s certificates;
iii. Testimony from previous employer(s), if any;
iv. Training certificates;
v. 4 pieces of passport size colour photo with white background;
vi. Statutory documents;
vii. Other documents as required by the Company.
2. GRADING SYSTEM
2.1 To define and indicate the extent of various categories into which Employee will
be grouped. The Grading System typically describes the progression from entry
level to highest level positions encompassing different requirements and benefits
in each level of category such as education, work experience, skill and competency,
remuneration structure, leave entitlement, authority, etc.
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Section A • Employment Policies
2 GRADING SYSTEM – Cont’d
2.2 There are three (3) ladders in the Grading System:
i. Technical Ladder
a. A ladder designed for Employee to develop his career in technical and
related fields.
b. Technical ladder should apply to those jobs involving designs, innovations,
process improvement, engineering, analytical, specified expertise and skills
in aluminium smelting, etc.
ii. Management Ladder
a. A ladder designed for Employee to develop his career in managerial fields.
b. The Management ladder should apply to those jobs involving management
skills and knowledge such as leadership, supervisory, finance,
communication, human resources, etc.
iii. Non-Technical Ladder
a. A ladder designed for Employee to develop his career in general
administration fields.
b. The non-technical ladder should apply to those jobs that do not involve
scientific skill and knowledge in a particular field of work.
2.3 Each ladder refers to vertical growth of Employee in the Company. Employee may
move vertically most of the time but also laterally or cross-functionally to move to
a different category of job role once reach B13 if Management deems fit.
2.4 Employee under Contract Employment will not be graded.
2.5 The Grading System is from the lowest of Band 3 to the highest of Band 28. Band 1
and Band 2 are reserved for any future positions due to business development;
Band S1 and Band S2 are for special positions.
Please refer to Appendix I for details regarding the Grading System.
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Section A • Employment Policies
3. INDUCTION
New Employee is compulsory to undergo an induction program organized by HRAD, who
will be notified the date, time and venue of induction program to be conducted via
email or HRMS. The program is aimed at familiarizing new Employee with the place of
work and acquaints him with fellow Employees and job functions. Employee will be
briefed in accordance to the Induction Checklist contains of the followings:
i. Company background;
ii. Company nature of business;
iii. Organizational structure;
iv. Departmental functions;
v. Production process flow via plant tour;
vi. Company’s policies, rules and regulations;
vii. Work benefits;
viii. Others.
However, Employee will be briefed on terms and conditions of employment and job
description on the first day of employment.
4. PERSONAL DATA
a. Relevant details of Employee must be available in his Personal File and HRMS for
emergency and other purposes. It is the obligation of Employee to provide an
accurate, correct, up-to-date and duly completed Personal Data to HRAD without
hiding of any information.
b. Any change in these should be provided to HRAD within seven (7) days of the
occurrences, e.g. change of home address, telephone number, marital status,
number of children, etc.
c. Certain information requested by HRAD is mandatory which Employee must provide
and agree to the processing of such mandatory information by HRAD for Employee
to continue employment with the Company.
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Section A • Employment Policies
5. PRIVACY POLICY
Privacy Policy explains the Company’s policy on collecting, using and disclosing of
Employee’s personal information. The processing of Employee’s personal information is
also subject to the applicable Laws.
Please refer to Appendix II for details regarding the Privacy Policy.
6. PROBATION
6. 1 New Employee under regular employment is required to serve a probationary
period for not more than six (6) months from the date of commencement of
employment. Employee will be appraised latest by the fifth (5th) month for
confirmation of employment. However, Employee may be appraised earlier after
serving a minimum probationary period of three (3) months and it must be
requested by his Head of Department in view of his outstanding performance.
6.2 Employee who has been deemed qualified to be confirmed in his position, a
Confirmation of Employment Letter will be issued to inform of his employment
status and any change in the terms and conditions of employment. Confirmation
of employment does not necessitate a change in salaries and benefits status
unless appropriate and it shall be at the sole discretion of the Management.
Employee who does not receive any letter of confirmation upon due of
confirmation is deemed probationary period to be extended unless been
informed so in writing of his confirmation.
6.3 Employee who has not been deemed qualified to be confirmed in his position is
required to extend his probation for a period not exceeding six (6) months solely
at the discretion of the Management and if thereafter the employee is still not
deemed qualified to be confirmed in his position, then the Company shall
reserve the right to terminate his employment.
6.4 During probationary period, either party may terminate the employment by
giving to the others notice or payment in lieu of notice as stipulated herein
under the Clause “Resignation” unless otherwise stated in the Letter of
Appointment.
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Section A • Employment Policies
7 MEDICAL CHECK UP
7.1 Employee under regular employment may be required to undergo medical and
chest x-ray examinations by the Company’s doctors or any other medical
practitioner appointed by the Company, and such needs is at the sole discretion
of the Management or upon recommendation from the Company’s Panel Doctor.
7.2 If in the opinion of, or from the information received, the Management feels that
Employee who, nevertheless has not reported sick but, seems unwell or is unable
to perform his duties, the Employee may be directed to be examined by the
Company’s doctors or any other medical practitioner appointed by the Company.
Refusal to undergo such medical check-up is misconduct and disciplinary action
will be taken accordingly.
7.3 Management has the rights to terminate the Employment / Contract for Service
if the Employee fails the medical check-up.
8. PERFORMANCE EVALUATION
8.1 Employee must, at all times, perform his duties competently and diligently and to
be accountable for his own actions.
8.2 Performance evaluation shall be conducted at the following periods:
Performance Periods Notes
Evaluation
1st Evaluation 2nd month after date Regular employment only, in
joined normal circumstances is to
2nd Evaluation ascertain the suitability of
Employee after one (1) month
Subsequent joined.
3rd to 6th month after date Regular employment only, in
joined normal circumstances is to
ascertain the probationary
status of Employee.
4th quarter of each Annual performance appraisal
calendar year exercise will be conducted.
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Section A • Employment Policies
8. PERFORMANCE EVALUATION – Cont’d
8.3 The performance evaluation serves to provide open evaluation and discussion of
Employee’s performance and development needs. This system provides for
communication and feedback between the Company and Employee.
8.4 The quantum of salary increment will be based on the Employee’s performance
and contribution towards the Company as assessed by the Management. Any
Employee’s performance is unsatisfactory; he may not be entitled for salary
adjustment.
8.5 Annual increment is not mandatory and non-contractual as it shall be based on
the performance of both the Company and Employee. A local and foreign
Employee under probationary period and served less than six (6) months
respectively shall not be entitled for annual increment, if it is declared.
8.6 The salary adjustment and annual increment is entirely up to the sole discretion
of the Management.
9. SALARIES
9.1 Salaries shall be made through the bank deemed fit by the Management and
paid not later than the 7th of each calendar month.
9.2 Employee is required to consult or clarify with HRAD directly to discuss any
irregularity in the salaries payment.
9.3 Employee shall solemnly and sincerely undertakes that so long as his remain in
the employment of the Company, he shall not reveal, disclose and divulge any
information concerning his salary and/or other compensations to any other
Employee or party including his superior without the prior consent from the
HRAD.
9.4 Should Employee be found to have breached of Clause 9.3, he shall be liable for
disciplinary action including instant dismissal or reduction of salary at the sole
discretion of the Management after due inquiry.
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Section A • Employment Policies
10. BONUS
10.1 Bonus, if declared, shall be paid at the sole discretion of the Management subject
to the consideration herein below:
i. Employee’s performance, and
ii. Company’s financial performance.
10.2 Employee shall not be entitled to receive any bonus if he resigns or ceases
employment with the Company in the particular financial year where the bonus
is paid out. A local and foreign Employee under probationary period and served
less than six (6) months respectively shall not be entitled to receive any bonus.
However, bonus will not be paid to Employee who has resigned / terminated /
breached of contract before the bonus paid out period and who has tendered
letter of resignation or not going to his renew contract for service due to
whatsoever causes.
10.3 If Employee has served less than twelve (12) full months in that financial year, his
bonus shall be calculated on an average of the total number of months served in
that financial year and it shall at the sole discretion of Management.
11. RESIGNATION
11.1 The notice period for resignation and termination for both Company and
Employee shall be as below:
No. Band Notice Period for Resignation
Probationary Period After Confirmation
1 B19 – B28 1 Month 3 Months
2 B13 – B18 1 Month 2 Months
1 Week 1 Month
3 B3 – B12
S1 – S2
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Section A • Employment Policies
11. RESIGNATION- Cont’d
11.2 The Company shall have the right to deduct the pay of Employee should he
resigns from his employment with short notice or without notice.
11.3 Any unutilized earned annual leave will be paid for upon resignation. However,
Company reserves the right to waive the notice period at its sole discretion.
11.4 The final salaries due to Employee shall be withheld until the following
procedures are completed:
i. Income Tax clearance, if any;
ii. All Company properties in employee possession are returned;
iii. All outstanding accounts are settled, if any.
12. TERMINATION OF EMPLOYMENT
12.1 Employee is deemed to have terminated his employment with the Company, if
he is:
i. continuously absent from work for more than two (2) consecutive working
days without official leave or prior permission of the superior or without
reasonable excuse and / or without informing or attempting to inform the
Company of the reason for such absence.
ii. medically unfit for employment or unclean medical report examined by the
Company’s doctors.
iii. be convicted of any criminal offence other than an offence which, in the
opinion of the Company, does not affect his position as an employee of the
Company.
12.2 The Company shall after due inquiry dismiss an Employee on grounds of
misconduct and non-fulfillment of the expressed or implied conditions of his
employment.
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Section A • Employment Policies
12. TERMINATION OF EMPLOYMENT – Cont’d
12.3 When Employee is found guilty of misconduct of serious nature after due
inquiry, the Company reserves the right to terminate without giving Employee
any notice and/or compensation.
13 RETIREMENT
13.1 Employee is subjected to retirement on attaining the age of sixty (60) years. In
the absence of a Birth Certificate, the employee’s date of birth shall be that
shown on his National Registration Identity Card for the purpose of determining
the retiring age. Employee shall be informed in writing upon he has reaching his
retirement age.
13.2 The Company may consider extension of employment in special circumstance at
its sole prerogative. Employee may be offered a Contract for Service after the
age of retirement.
13.3 In case there is an absence of retirement clause in the initial Letter of
Employment to the Employee, Clause 13.1 as above is deemed to be applicable
to the said Employee.
13.4 The retirement age is subject to be changed whenever there is statutory change
as announced by Malaysia government from time-to-time.
14 EXIT INTERVIEW
14.1 An exit interview will be conducted to Employee who has tendered his
resignation via the prescribed Exit Interview Form issued by HRAD or via HRMS.
14.2 Employee will be notified the last working day, leave balance, outstanding
account, items need to be returned, etc. by HRAD upon submission of the Exit
Interview Form.
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Section A • Employment Policies
14 EXIT INTERVIEW – Cont’d
14.3 Resign Employee is required to return all properties belonging to the Company
make through the prescribed Clearance Form. The duly completed Clearance
Form needs to be returned on or before the last working day to HRAD.
14.4 The property belonging to the Company may include list of clients, customers,
suppliers, correspondences and all other documents, papers and records which
may have been prepared by Employee or have come into the possession in the
course of the employment with the Company, which shall not be entitled to and
retain any copy thereof and any other item received during the employment with
the Company.
15 EX-EMPLOYEE
15.1 Employee is not permitted to enter the Company after the last working day. Only
Employee with authorization from the HRAD to collect his last salaries payment
shall be exempted.
15.2 Employee shall not be re-employed by the Company for a period of six (6)
months from the date of resignation / termination unless approval from the
Management. The Management should have the right as to determine the terms
of employment including benefits to ex-employee in the event of rehiring as
deemed fit.
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SECTION B
LEAVE ENTITLEMENT
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Section B • Leave Entitlement
1. REST DAY
1.1 Employee is entitled to one (1) rest day per week in accordance to the Labour
Ordinance of Sarawak. Presently, Sunday is observed as a rest day for the
Company, the Management may rightfully change the rest day of Employee
depending on the need of operations.
1.2 If a rest day or rest day substitution falls during a period an Employee is:
i. on sick leave;
ii. temporarily disable under the Workmen’s Compensation Act, 1952 or the
Employees Social Security Act, 1969;
Employee shall not be granted another day as a substitution.
1.3 Employee shall perform work on rest day as and when requested to do so, work
done on rest day will be paid at rest day rate for those eligible Employees.
2. PUBLIC HOLIDAY
2.1 Gazetted public holiday shall be observed by the Management at its sole
discretion in yearly basis and Employee will be notified in writing via
Administrative Circular before the commencement of each calendar year.
2.2 Provided that if any of the selected public holiday falls on a rest day, the working
day following immediately shall be a paid holiday in substitution. And if such
following day is also a public holiday, the day following shall be a paid holiday in
substitution.
2.3 The Company has the right to extend the duration of a public holiday, which will
be recorded as annual leave, if Employee has exhausted or not eligible for annual
leave, such leave shall be treated as no pay leave.
2.4 If a public holiday as in selected falls during a period Employee is:
i. on rest day;
ii. on sick leave;
iii. on annual leave;
iv. temporarily disable under the Workmen’s Compensation Act, 1952 or the
Employee Social Security Act, 1969;
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Section B • Leave Entitlement
2. PUBLIC HOLIDAY – Cont’d
Employee shall be granted another paid holiday as a substitution. However, if
Employee would like this to be added to the end of his annual leave or sick leave,
he needs to request this in advance from HRAD and have this approved otherwise,
the Company reserves the right to give an alternative day as substitution on
another occasion.
2.5 If a public holiday or public holiday substitution as in selected falls during a period
an Employee is on maternity leave, the employee shall not be granted another
paid holiday as substitution.
2.6 Employee who is absent from work on a working day immediately preceding or
immediately succeeding a public holiday or public holiday substitution without
prior consent from the Management shall not be entitled to any pay for that
holiday and holiday substitution unless reasonable excuse is accepted by the
Management.
2.7 Employee shall perform work on public holiday as and when requested to do so,
work done on public holiday will be paid at public holiday rate for those eligible
employees.
3. EMERGENCY LEAVE
3.1 Employee taking emergency leave must state the nature of emergency to HRAD to
determine whether such leave is justifiable. Employee must apply via E-Leave of
HRMS by uploading documentary evidence on the day returning to work. Each
case will be reviewed fairly by the Management.
3.2 Employee on emergency leave should notify the Head of Department or
immediate superior before the commencement of the work day. If for any reason
Head of Department or immediate superior is not available then should contact
HRAD.
3.3 The maximum number of emergency leave allowed to be applied in a calendar
year is seven (7) days.
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Section B • Leave Entitlement
4. ANNUAL LEAVE
4.1 Employee entitled for annual leave upon commencement of employment as
stipulated herein below, however, annual leave can only be utilized upon being
confirmed in his regular employment; contract employment shall be exempted by
utilizing his annual leave entitlement upon commencement of contract:
Band Numbers of year of services
B19 - B28 Less than 2 years 2 to 5 years Above 5 years
B13 - B18
B7- B12 14 18 22
S1 – S2
B3 - B6 12 16 20
10 14 18
9 13 17
4.2 Annual leave shall be applied at least three (3) working days in advance and no
Employee shall proceed on without approval. Application for annual leave shall be
made through E-Leave of HRMS.
4.3 Employee is encouraged to apply his annual leave in a stretch of not more than
one (1) calendar week at a time. The final approval of leave is entirely up to the
sole discretion of the Management.
4.4 Annual leave is calculated on calendar year basis as at 31 December. Employee is
permitted to apply advanced annual leave for total number of annual leave
entitlement in each calendar year.
4.5 If Employee has served less than twelve (12) full months of service, his annual
leave shall be calculated on an average of the total number of days served in a
calendar year. In the final calculation, any part of the number of day of one half
(0.5) or exceeding of one half (0.5) day shall be considered as one (1) day.
4.6 Employee is required to plan his annual leave with his superior from time-to-time
to avoid disruption to operations, because under no circumstance shall more than
one (1) person or ten percent (10%), whichever is greater, of each department be
granted annual leave at any one time unless it is approved by the Management.
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Section B • Leave Entitlement
4. ANNUAL LEAVE – Cont’d
4.7 Annual leave shall only be applied in four (4) hours, one (1) day or one and a half
(1.5) days basis depending on Employee’s working hour pattern as follows:
i. four (4) hours - it also known as half (1/2) day leave
applicable to Employees who working
pattern is eight (8) and twelve (12) hours
basis as follows:
I. Eight (8) Hours Working Pattern
AM Leave
• 7:00 a.m. to 11:00 a.m.
(For working hour from 7:00 a.m. to 4:00 p.m.)
• 8:00 a.m. to 12:00 noon
(For working hour from 8:00 a.m. to 5:00 p.m.)
PM Leave
• 12:00 noon to 4:00 p.m.
(For working hour from 7:00 a.m. to 4:00 p.m.)
• 1:00 p.m. to 5:00 p.m.
(For working hour from 8:00 a.m. to 5:00 p.m.)
II. Twelve (12) Hours Working Pattern
• 7:00 a.m. to 11:00 a.m.
• 11:00 a.m. to 3:00 p.m.
• 3:00 p.m. to 7:00 p.m.
Applicable to morning shift working
pattern from 7:00 a.m. to 7:00 p.m. only.
ii. one (1) day - for Employee who working hour pattern is
eight (8) hours basis.
iii. one and a half (1.5) days - for Employee who working hour pattern is
twelve (12) hours basis.
Other type / pattern of annual leave applications will not be considered by the
Management.
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Employee Handbook
Section B • Leave Entitlement
4. ANNUAL LEAVE – Cont’d
4.8 Employee is required to utilize all of his earned annual leave before 31 December
of each calendar year as any unutilized annual leave will be forfeited by the
Management without further reminder or notification. However, the
Management may consider the need of operations and nature of work of an
individual Employee, at its sole prerogative to:
i. permit any unutilized annual leave to be carried forward to next calendar year
until 31 January, or/and
ii. buy out any unutilized annual leave.
Under this circumstance, Employee will be notified in writing accordingly.
4.9 In the case of resignation or termination of employment, unutilized annual leave
shall be converted to cash payment on the basis of the Employee’s basic salary.
Annual leave may not be taken to set off against notice of resignation unless
specifically approval from the Management.
4.10 If any Employee falls sick during his annual leave and has a medical certificate
from the Company’s doctors, he will receive vacation credit for the day(s) on
which he was sick. However, he must obtain the prior approval from HRAD if he
wants to extend his vacation day(s) otherwise the Company reserves the right to
give an alternative day-off on another occasion.
4.11 Employee absents from work without prior permission and without reasonable
excuse for more than ten per centum (10%) of the working days in a calendar year
should not be entitled for annual leave as stipulated herein under Clause 4.1.
5. MEDICAL LEAVE
5.1 Upon commencement of employment, Employee is entitled to paid medical leave
on the condition that the leave is recommended by the Company’s panel of
doctors only:
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Section B • Leave Entitlement
5. MEDICAL LEAVE – Cont’d
i. Where hospitalization is not necessary
Service Periods Eligibility for Medical Leave
Less than 2 years 14 days per annum
2 to 5 years 18 days per annum
Above 5 years 22 days per annum
ii. Where hospitalization is necessary
Sixty (60) days per annum, inclusive of the Cause 5.1 (i) of non-hospitalization
medical leave.
5.2 If further hospitalization is necessary, the Company may at its sole discretion to
grant a further thirty (30) days medical leave without pay.
5.3 The Company reserves the right to reject any medical certificate if which is not
from the Company’s panel of clinics. In case of emergency or when outside Mukah
or Bintulu or Samalaju of Sarawak where Employee cannot be attended by the
Company’s doctors, the medical certificate issued by government medical officer
or other private medical practitioners may be accepted at the sole discretion of
the Management with valid reason.
5.4 Employee on medical leave should first notify the Head of Department or
immediate superior of his desire to consult doctor before commencement of work.
Employee should then notify the Head of Department or Immediate superior on
his medical leave once obtaining medical certificate from doctor. If for any reason,
Head of Department or immediate superior is not available, then should contact
HRAD directly.
5.5 All medical leaves must be submitted via E-Leave of HRMS by uploading medical
certificates immediately on the day of resuming duty.
5.6 Employee who consults the Company’s doctors for the purpose of medical
treatment and is not subsequently granted medical leave should report duty
immediately after the medical treatment or consultation.
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Section B • Leave Entitlement
5. MEDICAL LEAVE – Cont’d
5.7 If Employee is certified by registered medical practitioner to be ill enough to be
hospitalized but is not hospitalized for recuperation from the same illness, the
employee shall be deemed to be hospitalized.
5.8 If Employee is unable to resume duty after six (6) months absence due to
prolonged illness, he may medically be discharged by the Company without any
compensation or benefit.
6. UNPAID LEAVE
6.1 Unpaid leave shall be approved at the sole discretion of the Company where:
i. Employee on probationary period, or
ii. Employee has exhausted all, or not entitled for annual leave, and
iii. such unpaid leave is deemed necessary due to unplanned situation.
6.2 Unpaid leave shall be applied at least three (3) working days in advance and no
Employee shall proceed on without approval. Application for unpaid leave should
be made via E-Leave of HRMS.
6.3 The maximum number of unpaid leave allowed to be applied in a calendar year is
seven (7) days.
7. MATERNITY LEAVE
7.1 Maternity leave shall be applied by female Employee who has served for not less
than ninety (90) days within the nine (9) months pregnancy period and Employee
must be served the Company in the four (4) months preceding the pregnancy
period.
7.2 Approval of maternity leave is subject to the following conditions:
i. Maternity leave shall be given to Employee for up to five (5) times in the
employment period with the Company. This benefit shall not be given if at the
time of delivery, the employee has more than five (5) living children.
Employee who delivers more than five (5) times during their term of
employment shall use their annual leave and in the event the annual leave has
been exhausted, such leave shall be treated as unpaid leave.
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Section B • Leave Entitlement
7. MATERNITY LEAVE –Cont’d
ii. The maximum period of maternity leave that may be given is sixty (60)
consecutive days inclusive of rest day and public holiday. Maternity leave shall
not commence earlier than thirty (30) days before confinement or later than
the day immediately following the confinement of Employee.
iii. Maternity leave shall only be entitled after Employee has pregnant at least
twenty-eight (28) weeks, irrespective of whether the baby is born dead or
alive. Leave of absence from work owing to any illness or miscarriage prior to
the twenty-eight (28) weeks of pregnancy shall be considered as normal
medical leave.
iv. Employee must notify the Company at least sixty (60) days before the
expected delivery date and the date of commencement of her maternity leave
via E-Leave of HRMS. The Maternity Allowance Form (First Schedule Form)
obtainable from HRAD must be completely filled and submitted at least sixty
(60) days before the expected delivery date.
7.3 The Management may consider extension of maternity leave without pay for not
more than thirty (30) days where circumstances justify so and recommended by a
registered medical practitioner.
8. SPECIAL LEAVE
8.1 Confirmed Employees under regular employment shall on application be
considered for the paid Special Leave that inclusive of Public Holiday and Rest Day.
8.2 Special leave shall be given subject to valid proof and is entirely up to the sole
discretion of the Management. Application for such leaves shall be made through
the E-Leave of HRMS, supporting by documentary evidence, e.g. police report,
marriage certificate, District Officer report, Tuai Rumah, Ketua Kampung or
Penghulu.
i. Compassionate Leave
a. Death of immediate family member:
- Three (3) continuous calendar days for parent, spouse, children, and
grandparents as per Personal Data declared to HRAD.
- One (1) day for sibling, parent in law and grandparents in law as per
Personal Data declared to HRAD.
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Section B • Leave Entitlement
8. SPECIAL LEAVE – Cont’d
b. One (1) day compassionate leave shall be granted to the residence of
Employee affected to the extent that it becomes uninhabitable by
nature in the form of flood, fire, landslide, earth quake and tsunami.
ii. Paternity Leave
Male Employee is given one (1) day paternity leave on the occasion of the
birth of his legal child and up to a maximum of fifth (5) children only.
iii. Marriage Leave
Employee is entitled five (5) continuous calendar days of marriage leave for
the occasion of first legal marriage only. Such leave shall be taken within
three (3) months from the date legal marriage registration date.
9. HAJI LEAVE
9.1 Leave for the performance of Pilgrimage is a half (1/2) pay leave given to the
Muslim Employees to enable them to perform their pilgrim. Eligibility
requirements are:
i. to have completed not less than twenty (20) years of service with the
Company.
ii. the leave shall only be for thirty (30) days. Any additional leave shall be
taken from their respective annual leave.
9.2 This leave shall be granted only once within the service period of the Company.
9.3 The approval is entirely up to the sole discretion of the Management.
9.4 Application for Haji leave shall be made through the E-Leave of HRMS by
uploading with the relevant documents certified by Lembaga Tabung Haji.
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Employee Handbook
Section B • Leave Entitlement
10. STUDY LEAVE
10.1 As part of the Company’s career and personal development, study leave with pay
or without pay may be granted for the purpose of studies where the resulting
education / qualification is judged by the Company to be beneficial both the
Company and Employee.
10.2 The granting of study leave shall be at the sole discretion of the Management and
its decision is final.
10.3 Application for study leave shall be made via E-Leave of HRMS by uploading with
the relevant documents certified by education institute.
11. SHUT DOWN LEAVE
There may be occasions where the Company is forced or deem it expedient or may have
been instructed by the authorities to temporarily shut down or cease operations e.g.
festival seasons, low production, shut down of utilities/amenities, fire, contamination,
etc. During such closure, the Company shall grant and the employee shall take his
annual leave during the period of closure. For Employees who may not have earned or
not yet entitled to annual leave, the Company may at its sole discretion grant such leave
in advance solely for this purpose
12. REPLACEMENT LEAVE
12.1 Employee must notify HRAD of his replacement leave for working on his rest day
or public holiday as per the Clause “Overtime” mentioned herein via HRMS latest
by next immediate working day after job performed.
12.2 Approval of replacement leave is at the sole discretion of Management and it will
be reviewed base on operation needs and nature of work of an individual
Employee.
12.3 The duly approved replacement leave must be utilized within three (3) calendar
months from the date of entitlement. It will be forfeited automatically without
prior notification or reminder after three (3) months.
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Employee Handbook
Section B • Leave Entitlement
12. REPLACEMENT LEAVE – Cont’d
12.4 Unutilized replacement leave shall not be converted in cash term upon final salary
calculation due to whatsoever causes.
12.5 Application for replacement leave shall be made via E-Leave of HRMS.
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Employee Handbook
SECTION C
WORK BENEFITS
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Section C • Work Benefits
1. OVERTIME
1.1 Employee may be upon requisition of his superior to work overtime at any time
and on any day to meet exigencies of service.
1.2 All overtime works shall be planned in advance as no overtime shall be paid
without prior approval from the head of respective department.
1.3 Period for overtime calculation shall be from 21st to 20th of each calendar month
and pay via monthly payroll either as per LOS for Employee falls under the LOS
coverage or at specified rate or reimbursement of meal at the specified amount
for Employee does not fall under the LOS coverage. The payment detail is as per
below tables:
a. Normal Working Day Office / Operation /
No. Particulars Administration Production
i. Employee falls under the LOS Overtime paid at the Overtime paid at the
coverage regardless of his rate as per LOS. rate as per LOS
salaries.
ii. Employee does not fall under Reimbursement of meal Overtime paid at the
the LOS coverage and his at RM10.00 per overtime rate of 1.0 up to a
salaries is above RM2,000 to hour. maximum of 75
RM3,000. overtime hours** per
Except for Employee under month.
Band 19 to Band 28.
iii. Employee does not fall under Reimbursement of meal Reimbursement of
the LOS coverage and his at RM10.00 per overtime meal at RM15.00 per
salaries is above RM3,000. hour. overtime hour up to
Except for Employee under a maximum of 75
Band 19 to Band 28. overtime hours** per
month.
** 75 overtime hours is including overtime hours performed in Normal Working Day,
Rest Day and Public Holiday.
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1. OVERTIME – Cont’d Press Metal Sarawak Sdn Bhd
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b. Rest Day Particulars Office /
No. Administration Employee Handbook
Section C • Work Benefits
i. Employee falls under the Overtime paid at the
LOS coverage regardless of rate as per LOS. Operation /
his salaries. Production
Overtime paid at the
rate as per LOS
ii. Employee does not fall Applicable for Applicable for
under the LOS coverage replacement leave in replacement leave in
and his salaries is above hour-to-hour basis for hour-to-hour basis for
RM2,000 to RM3,000. maximum of 15 days* maximum of 15 days*
Except for Employee per year and thereafter per year and thereafter
under Band 19 to Band 28. will be reimbursed of will be paid overtime at
meal at RM10.00 per the rate of 1.0 up to a
overtime hour up to a maximum of 75
maximum of 75 overtime hours** per
overtime hours** per month.
month.
iii. Employee does not fall Applicable for Applicable for
replacement leave in
under the LOS coverage replacement leave in hour-to-hour basis for
maximum of 15 days*
and his salaries is above hour-to-hour basis for per year and thereafter
will be reimbursed of
RM3,000. maximum of 15 days* meal at RM15.00 per
overtime hour up to a
Except for Employee per year and thereafter
maximum of 75
under Band 19 to Band 28. will be reimbursed of overtime hours** per
meal at RM10.00 per month.
overtime hour up to a
maximum of 75
overtime hours** per
month.
* 15 days are including of Rest Day and Public Holiday replacement.
** 75 overtime hours is including overtime hours performed in Normal Working Day,
Rest Day and Public Holiday.
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1. OVERTIME – Cont’d Office / Press Metal Sarawak Sdn Bhd
Administration Press Metal Bintulu Sdn Bhd
c. Public Holiday
No. Particulars Employee Handbook
Section C • Work Benefits
i. Employee falls under the Overtime paid at the
LOS coverage regardless of rate as per LOS. Operation /
his salaries. Production
Overtime paid at the
rate as per LOS
ii. Employee does not fall Applicable for Applicable for
under the LOS coverage replacement leave in replacement leave in
and his salaries is above hour-to-hour basis for hour-to-hour basis for
RM2,000 to RM3,000. maximum of 15 days* maximum of 15 days*
Except for Employee per year and thereafter per year and thereafter
under Band 19 to Band 28. will be reimbursed of will be paid overtime at
meal at RM10.00 per the rate of 1.0 up to a
overtime hour up to a maximum of 75
maximum of 75 overtime hours** per
overtime hours** per month.
month.
iii. Employee does not fall Applicable for Applicable for
replacement leave in
under the LOS coverage replacement leave in hour-to-hour basis for
maximum of 15 days*
and his salaries is above hour-to-hour basis for per year and thereafter
will be reimbursed of
RM3,000. maximum of 15 days* meal at RM15.00 per
overtime hour up to a
Except for Employee per year and thereafter
maximum of 75
under Band 19 to Band 28. will be reimbursed of overtime hours** per
meal at RM10.00 per month.
overtime hour up to a
maximum of 75
overtime hours** per
month.
* 15 days are including of Rest Day and Public Holiday replacement.
** 75 overtime hours is including overtime hours performed in Normal Working Day,
Rest Day and Public Holiday.
1.4 In the event the overtime payment modes stipulated abovementioned is varying
from the Letter of Appointment or any other employment correspondence, the
letter shall be adhered.
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Section C • Work Benefits
2. EMPLOYEES PROVIDENT FUND (EPF)
2.1 Local Employee is required by the Law to contribute to the Employees Provident
Fund at the rates as announced by the Employee Provident Fund Board from time-
to-time.
2.2 Company and Employee will begin to contribute towards the fund from the first
month of payroll.
3. SOCIAL SECURITY ORGANISATION (SOCSO)
3.1 Both the eligible Employees and Company shall contribute to the SOCSO at the
prescribed rates in force to provide social security benefits. The deduction shall be
made through the monthly payroll.
3.2 The Company and Employee will begin to contribute towards the organization
from the first month of payroll.
4. GROUP PERSONAL ACCIDENT INSURANCE SCHEME
4.1 Employee is given insurance protection should there an accident occur through
the SOCSO or Workmen’s Compensation Scheme or Group Personal Accident
Scheme determined by the Company from time-to-time.
4.2 SOCSO and Workmen’s Compensation Scheme is mandatory under the statutory
requirement for Local Employee and Foreign Worker respectively. The Group
Personal Accident Scheme is an additional work benefit insured by the Company
for Employee.
4.3 These schemes provide benefits for cases in which eligible Employee suffers death,
permanent total disability or permanent partial disability as a result of an accident.
4.4 Company reserves the right to revise, alter, modify or cancel the Group Personal
Accident Insurance Scheme as and when it considers necessary.
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Section C • Work Benefits
5. GROUP HOSPITALISATION AND SURGICAL INSURANCE SCHEME
5.1 Local Employee is insured under a Group Hospitalization and Surgical Insurance
Scheme subject to the said insurance coverage and perils.
5.2 Employee who is sick enough to be hospitalized, warded or needed surgery must
obtain Letter of Undertaking from HRAD before admission to the Company’s panel
hospital or government hospital base on Employee’s entitlement.
5.3 In the absence of the Letter of Undertaking issued by Company, the hospital bill
shall first be paid by Employee and thereafter reimbursed via insurance claim. If
there is any different between the actual hospital bill and insurance approved
amount, the variance shall be borne by Employee. Employee is required to submit
the following documents to HRAD for insurance claim as earlier as possible:
i. Duly completed insurance claim form
ii. Duly filled medical report by doctor
iii. Original hospital bills and receipts
Any insurance claim for pre and post hospital bills can be submitted separately
after 30 days from the day of discharged from hospital.
5.4 For admission to any non-panel hospital, Employee should pay for the hospital bill
and thereafter to reimburse via insurance claim.
5.5 There are certain limitations of each type of sickness specified in the Policy. Details
of Policy are obtainable from the HRAD.
5.6 If Employee has exceeded the limits of his entitlement under the Policy or not
covered by the Policy, Employee will be required to pay the hospital bills directly
to the hospital.
5.7 Any exception to the Policy must have the prior approval of the Management.
5.8 Company reserves the right to revise, alter, modify or cancel the Group
Hospitalization and Surgical Insurance Scheme as and when it considers necessary.
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Section C • Work Benefits
6. ATTENDANCE ALLOWANCE
6.1 Office and Administration Employee categorized under Band 3 to Band 8 is
entitled for an Attendance Allowance of RM50.00 per month.
6.2 Attendance Allowance shall be deducted based on the following criteria:
i. Medical leave - No deduction for the first 14 days of medical
leave taken. If medical leave exceeds 14 days,
no allowance will be paid for the rest of the
calendar year except medical leave is due to
industrial accident, chicken pox, dengue,
commuting accident, etc., each case will be
reviewed at the sole discretion of
Management.
ii. Approved unpaid leave - Prorated basis based on number of unpaid
leave applied.
iii. Maternity leave - Not entitled in the calendar month.
iv. Absent without valid - Deduct 100% of entitlement for each day of
cause and permission absence.
v. Missing from workplace - Not entitled in the calendar month.
during working hour
6.3 This Attendance Allowance is subject to review from time-to-time by the
Management, Employee will be notified in writing if there is any change.
6.4 Period for Attendance Allowance calculation shall be from 21st to 20th each
month and paid via monthly payroll.
6.5 If total deduction more than the Attendance Allowance entitlement, the
deduction will be carried forward to the following month(s).
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Section C • Work Benefits
7. PERFORMANCE ALLOWANCE
7.1 Operation and Production Employee categorized under Band 3 to Band 8 is
entitled for a monthly Performance Allowance of RM100.00 per month.
7.2 Performance Allowance shall be deducted based on the following criteria:
i. Medical Leave - No deduction for the first 14 days of
medical leave taken. If medical leave
exceeds 14 days, no allowance will be paid
for the rest of the calendar year except
medical leave is due to industrial accident,
chicken pox, dengue, commuting accident,
etc., each case will be reviewed at the sole
discretion of Management.
ii. Approved unpaid leave - Prorated basis based on number of unpaid
leave applied.
iii. Maternity leave - Not entitled in the calendar month.
iv. Absent without valid - Deduct 100% of entitlement for each day of
cause and permission absence.
v. Missing from workplace - Not entitled in the calendar month.
during working hour
7.3 This Performance Allowance is subject to review from time-to-time by the
Management, Employees will be notified in writing if there is any change.
7.4 Period for Performance Allowance calculation shall be from 21st to 20th of each
month via monthly payroll.
7.5 If total deduction more than the Performance Allowance entitlement, the
deduction will be carried forward to the following month(s).
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Section C • Work Benefits
8. REIMBURSEMENT OF TRAVELLING EXPENSES
The reimbursement of traveling expenses mentioned herein is to provide guideline to
the Management and Employee to determine the reasonableness and appropriateness
of travel expenses by describing the standard for a number of commonly incurred travel
and other reimbursable expenses.
In instances not covered by this guideline or in unusual circumstances, the Employee
should apply judgement to ensure that the expenses are reasonable and prudent in the
circumstances. Employee is required to discuss with HRAD before traveling and
approval is at the sole discretion of the Management.
8.1 Mileage Claim
Employee travelling by his own vehicle, either by car or by motorcycle, for official
duty is eligible for mileage claim according to the following rates:
i. For car - RM0.40 per kilometer
ii. For motorcycle - RM0.20 per kilometer
All claims must be duly verified by the Head of Department and approved by
HRAD before submit to Finance Department for payment. The rates claimable
per kilometer may be revised by the Company from time-to-time at it sole
discretion.
However, whereby Employee is given with the relevant monthly reimbursement
car maintenance expenses or provided with a fully maintained Company car shall
not be entitled for mileage claim.
8.2 Toll / Parking / Miscellaneous Claim
Toll / parking / miscellaneous claim shall be made through the E-Claim of HRMS,
which must be duly verified by the Head of Department and approved by HRAD
before submit to Finance Department for payment. Original documentary
evidence is required to be attached upon submission of claim form.
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Section C • Work Benefits
8. REIMBURSEMENT OF TRAVELLING EXPENSES
8.3 Subsistence Expenses
Country Malaysia
Band
Breakfast East Malaysia Total Breakfast West Malaysia Total
Subsistence Lunch Dinner Lunch Dinner
12.00 70.00 13.00 80.00
B25-B27 10.00 RM / Per Day 60.00 11.00 RM / Per Day 70.00
B19-B24 7.00 24.00 34.00 40.00 8.00 26.00 41.00 50.00
B13-B18 5.00 20.00 30.00 30.00 7.00 23.00 36.00 40.00
B3-B12 5.00 14.00 19.00 30.00 7.00 16.00 26.00 40.00
S1 & S2 10.00 15.00 19.00 19.00
10.00 15.00 19.00 19.00
Country Oversea Countries
Band Singapore Asean Countries* China Asian Countries**
(Per Day)
Subsistence (Per Day) (Per Day) (Per Day) RM75.00
RM65.00
B25-B27 S$80.00 RM70.00 RMB80.00 RM45.00
RM35.00
B19-B24 S$70.00 RM60.00 RMB70.00 RM35.00
B13-B18 S$50.00 RM40.00 RMB50.00
B3-B12 S$40.00 RM30.00 RMB40.00
S1 & S2 S$40.00 RM30.00 RMB40.00
* Exclude Singapore
** Exclude Japan and Middle East countries
The below principles for subsistence expenses are applied:
i. Employee who is required to spend the night away from his base station and
travel more than 100 KM radius from his base station in the performance of
his duties shall be eligible to reimburse of subsistence expenses.
ii. Employee who is traveled on business purpose above 100 KM radius from
his base station but did not stay overnight; he shall be entitled to 50% of
subsistence expenses reimbursement as indicated above.
iii. Employee on concurrent appointment for PMS and PMBtu shall not be
entitled for subsistence expenses reimbursement whenever travel between
PMS and PMBtu.
iv. Employee who is stationed at Corporate Office or Balakong office shall not
be entitled for subsistence expenses reimbursement whenever travel to PMS
and/or PMBtu for work purpose include attending trainings, functions,
activities, attending customer/supplier/contractor visit, etc.
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Section C • Work Benefits
8. REIMBURSEMENT OF TRAVELLING EXPENSES - Cont’d
8.3 Subsistence Expenses
v. Employee who has a meal paid under hospitality or by host shall not be
entitled to claim that meal under reimbursement of subsistence expenses.
vi. No reimbursement of subsistence expenses for breakfast if this is included
as part of the hotel accommodation package.
8.4 Hotel Accommodation
Hotel accommodation arrangement shall be made through HRAD only as the
Company maintains a corporate rate structure with a number of hotels
throughout Malaysia and Employee is required to utilize these hotels where
possible. In the event Employee is required to book hotel for himself, he should
request the lowest available rate at time of booking by referring to the below
hotel booking guideline:
Outstation / Overseas Band
B24 – B19 B18 – B13
B27 – B25 B12 – B3
S1 & S2
Per Night / Room
RM100 and
Within East & West RM200 and RM150 and RM120 and Below
Malaysia Below Below Below RM120 and
Below
Asian / Asean Countries * RM250 and RM200 and RM150 and
Below Below Below
* Except Japan and Middle East Countries
Hotel accommodation for Employee under B3 to B24 and S1 to S2 shall be in
sharing basis in the condition that Employee is travel with another Employee
with same gender and same category.
The above prescribed rate is including taxes and service charge applicable on
NETT basis. Any limit above as prescribed will be at the Employee own cost.
However, a 10% differences is allowable due to geographical reason. Employee
is required to exercise due care and diligence when making hotel booking. It is
not mandatory that an Employee shall book a hotel up to the maximum
prescribed limit as above.
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Section C • Work Benefits
8. REIMBURSEMENT OF TRAVELLING EXPENSES - Cont’d
8.4 Hotel Accommodation
Shall an Employee who is more junior travelling with a more senior Employee,
the junior Employee is allowed to stay in the same hotel with the senior
Employee for business / work convenience purpose.
8.5 Laundry and Dry Cleaning Expenses
Laundry and dry cleaning services are allowable for reimbursement if the
duration of the business trip is in excess of seven (7) days and staying in hotel.
8.6 Air Travel
Employee who is traveling by air on official duties is eligible to travel in the class
as follows:
Band Airlines
Class Low Cost Carrier* Premium Airlines
Economy Class
B25 – B27 Business Class Economy Class
Economy Class
B19 – B24 Business Class Economy Class
Economy Class
B15 – B18 Business Class
B3 – B14 Economy Class
S1 & S2 Economy Class
* Business Class in Air Asia is equivalent to Premium Flexi
Employee who wishes to travel in a class higher than those mentioned above will
have to pay the different in air fare themselves. Booking and purchase of air
ticket is only allowed to make through HRAD.
Flight Travel Restrictions
i. No more than twenty-five percent (25%) of Employees from the same
department may travel together on the same flight.
ii. No more than twenty-five percent (25%) of Employees categorized under
B19 to B27 should travel together on the same flight.
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Section C • Work Benefits
8. REIMBURSEMENT OF TRAVELLING EXPENSES - Cont’d
Reimbursement of traveling expenses shall be made through E-Claim of HRMS and paid
via monthly payroll. The reimbursement shall be based on actual bill or entitlement
indicated above herein, whichever lower.
Original copy of full tax invoice includes of the full name of Company and its address is
required to be attached as supporting document upon submission of claim. However,
simplified tax invoice and other normal invoices or receipts may be accepted by the
Company for any reimbursement amount below RM500.00 (exclude GST), which will be
reviewed and approved on case-to-case basis by HRAD.
9. MEDICAL BENEFITS
9.1 Employee shall be provided with medical benefits at the Company’s expenses for
normal treatment of any illness or injury suffered excluded the following
expenses:
i. Medical, surgical or other appliances unless approved by the Company
ii. Dentures or dental treatment
iii. Spectacles, lenses, optician fee
iv. X-ray unless approved by the Company
v. Urine / blood test unless approved by the Company
vi. Expenses incurred as a result of attempted suicide or injury arising from
performance of an unlawful act, provoked assault or breach of peace
vii. Expenses incurred as a result of pregnancy, confinement, miscarriage,
gynecological treatment, self-inflicted injuries, illness or disease arising
from any kind of misconduct such as abortion or exposure to any
unjustifiable hazards.
viii. Any expense incurred in respect of any preventive medicine or vaccination
/ immunizations such as Hepatitis B, Rubella, Measles, Mumps, Polio, etc.
Treatment arising from cosmetic reasons, unlawful use of drugs or
narcotics, alcohol, social disease, venereal disease, HIV, AIDS, etc.
ix. Expenses incurred for the treatment of any mental illness certified as such
by a Government medical officer or Company’s doctors.
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9. MEDICAL BENEFITS – Cont’d Section C • Work Benefits
9.2 This medical benefit shall be provided by the Company’s panel of clinics only.
Employee must obtain the Medical Chit obtainable from HRAD before visiting the
Company’s doctors.
9.3 Employee who has been consulted the panel clinics without the Medical Chit, the
medical expenses incurred shall be reimbursed as per receipt or up to a
maximum of RM35.00 per day, whichever is lower, at the sole discretion of HRAD.
9.4 In the case of emergency, Employee may be treated at Government or other
private medical practitioners have not been approved by the Management, the
medical expenses incurred shall be reimbursed as per receipt or up to a maximum
of RM35.00 per day, whichever is lower, at the sole discretion of HRAD.
Please refer to Appendix III for details of appointed Company’s panel clinics.
10. EDUCATION BENEFITS
A confirmed Employee under Regular Employment is eligible for a subsidy grant of
education benefit to pursue his further education to higher level. The education benefit
is subject to the following conditions:
i. The Employee has served the Company for at least five (5) full years;
ii. The course taken shall be with the prior approval of the Management;
iii. The course undertaken is of interest to the Company;
iv. The subsidy allowance shall be 50% of the course fee;
v. Employee who has passed every examination in the first attempt may be
considered for a 50% subsidy of the examination fee.
vi. Employee is subject to be bonded for a period to be decided by the Management
and at its sole discretion. Calculation of bond period shall be based on the total
sum of course fee and other related expenses incurred.
vii. Employee is required to reimburse the full or balance sum of total course fee and
other related expenses incurred if he wishes to resign during the bond period or
once after the education benefit application has been approved by the
Management. The reimbursement should include those subjects have not been
attended as one course contains of many subjects.
The approval of education benefit is entirely up to the sole discretion of the
Management and it will be reviewed from time-to-time as determined by the
Management.
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Section C • Work Benefits
11. PERSONAL ADVANCE
11.1 Employee may apply personal advance from the Company during his term of
employment with the Company.
11.2 Personal advance application is governed by the following terms and conditions:
i. Employee must be confirmed under regular employment;
ii. Application must be supported by the Head of Department;
iii. Application must be guaranteed by an Employee who is categorized under
Band 9 to Band 28 and he has served the Company not less than two (2)
full years;
iv. In the event that the borrower should resign or cease employment with the
Company for any reason whatsoever, the Company will hold the guarantor
responsible on the personal advance recovery;
v. Application must be made through the prescribed Personal Advance
Application Form obtainable from HRAD;
vi. Documentary evidences must be provided to support the application;
vii. Personal advance shall be applied at least three (3) weeks before
disbursement;
viii. Additional personal advance will not be considered if one is undergoing
repayment;
ix. Personal advance shall be repayable in monthly installment basis. The first
payment will commence in the month of full draw down and such amount
shall be deducted from Employee’s monthly payroll.
x. Emergency personal advance is referring to financial needs for natural
disaster affecting Employee home, accident, family medical needs &
funeral expenses.
xi. The maximum sum of personal advance will be considered by the
Management is up to RM3,000.00 per application for all Employees at the
sole discretion of Management.
xii. The minimum term of repayment is RM200.00 per month or the instalment
sum over twelve (12) months of the total approved sum or not more than
25% of Employee’s monthly salary at the sole discretion Management.
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Section C • Work Benefits
11. PERSONAL ADVANCE – Cont’d
xiii. Employee can only become guarantor for one (1) personal advance
application until full settlement of the approved sum. Borrower is required
to get substitution of guarantor due to resignation or cessation of
employment of the present guarantor. Employee is disallowed to become
guarantor for his family member who is working in the Company.
xiv. The approval of guarantor is at the sole discretion of Management.
11.3 Personal advance due to festival celebration shall be categorized and governed
by the terms as below:
i. The purpose cited for festival advance shall be four (4) main festivals only, i.e.
Chinese New Year, Hari Raya Puasa, Hari Gawai and Christmas and it’s
applicable only for confirmed Employee under Regular Employment.
ii. Employee will only be entitled to one festival advance per calendar year and
this will be the festival of his faith or religion.
iii. The approved festival advance sum is up to maximum of RM500.00 per
application or one third (1/3) of the basic salary for Employee categorised
under Band 9 to Band 28 and S1 to S2 at the sole discretion of Management.
iv. The approved festival advance sum is up to maximum of RM300.00 per
application or one third (1/3) of the basic salary for Employee categorised
under Band 3 to Band 8 at the sole discretion of Management.
v. The minimum term of repayment shall be in instalment basis over two (2)
months equally of the approved advance sum via monthly payroll.
11.4 The Management may at its sole discretion to approve any personal advance
application that may not fulfill the abovementioned terms. All applications will
fairly be reviewed by the Management.
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Employee Handbook
SECTION D
CAREER DEVELOPMENT
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Section D • Career Development
The Company’s philosophy emphasises the importance of human resource capital development
through continuous enhancement on job knowledge, skills and competencies of Employee.
Employee shall have fair and equal opportunity to participate in development assignments,
programs and courses commensurate with the Employee’s performance and potential.
1. TRAINING
1.1 Participation in the training programs shall be in nomination basis recommended by
Head Of Departments or HRAD. The final approval of training is entirely up to the
sole discretion of the Management. Under the circumstances, Employee has no
right to reject or refuse to attend any nominated training unless valid reason is to
be provided for the consideration of HRAD.
1.2 Employee will be appraised on his competency level via the prescribed Employee
Skills Matrix Form in yearly basis that has determined the skills and competencies
need to be acquired by Employee.
1.3 The Employee Skills Matrix Form will be used as a guideline to plan for trainings
required by Employee in a particular year and he will be notified via the prescribed
Training Calendar.
1.4 Employee is compulsory to attend the planned trainings as per Training Calendar. In
the event Employee is unable to attend the training, he should notify HRAD through
HRMS at least one (1) week in advance in order to get substitution.
1.5 Should there is any ad-hoc and un-plan training, Employee can request through the
prescribed Training Requisition Form via HRMS.
1.6 There are two (2) types of training:
i. On Job Training
Training to be conducted by Company’s competent persons while the Employee
performing his actual work at the workplace.
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Section D • Career Development
1. TRAINING – Cont’d
ii. Off Job Training
Training to be conducted either by Company’s competent person or external
trainer at or outside the Factory and Employee is not required to perform his
routine works at his workplace. Teambuilding should be categorised under off
job training.
1.7 Assessment on the understanding level of Employee after training will be conducted
by HRAD and respective head of department. If Employee failed to attain the
required passing mark, he is required to be retrained in any other days to be
advised by HRAD.
2 TRAINING BOND
2.1 Company may bear the cost of training inclusive accommodation and logistic
expenses at it sole discretion as deemed fit. Whereas accommodation and logistic
arrangement must be submitted and approved by HRAD at least one (1) week
before the training date.
2.2 Employee is required to bond for training cost incurred as below:
i. RM1,500 to RM3,000 – to be bonded for three (3) months per training
ii. RM3,001 to RM6,000 – to be bonded for six (6) months per training
iii. RM6,001 to RM9,000 – to be bonded for nine (9) months per training
iv. RM9,001 to RM12,000 – to be bonded for twelve (12) months per training
v. RM12,001 and above – to be bonded for minimum of eighteen (18) months and
up to a maximum months to be decided by the Management at it sole
discretion.
2.3 Employee undergoes competency training and subsequently has been granted with
an allowance shall be bonded for a fixed term period of two (2) years. However,
Employee undergoes competency training and is not being granted with an
allowance, the bond period shall be as stipulated herein under Clause 2.2.
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Section D • Career Development
2. TRAINING BOND – Cont’d
2.4 The bond period shall be commenced from the date of receiving original
certificate of training. Employee is required to reimburse the full or balance sum
of total training fee and other related expenses incurred if he wishes to resign
during the bond period or once after the training requisition have been approved
by the Management. The reimbursement should include those subjects have not
been attended as one training contains of many subjects.
2.5 If another one or more trainings at the cost of RM1,500.00 and above have been
attended by Employee during his existing bond period, the duration of bond
period will be extended by adding the new bond period subject to the training cost.
2.6 If Employee resigns or being terminated from employment during the bond period,
he is required to reimburse the training cost incurred via payroll on prorated basis.
2.7 The Management reserves the right and at its sole discretion to amend, change,
add, edit, delete, cancel, supersede, etc. the terms and conditions stated herein.
3. PROMOTION
3.1 The Company philosophy is to promote Employee to higher grades whenever
Employee who deemed fit by the Management.
3.2 Promotion exercise shall be carried out once a year during the Annual Appraisal.
However, ad-hoc promotion will be considered by the Management under the
following circumstances:
i. Urgent vacancy due to resignation.
ii. Expansion of operation and production line.
iii. Job performance.
3.3 The Company reserves the right to fill in any vacancy from outside the Company if
no existing Employee is found suitable to fill such vacancy.
3.4 Employee eligible for promotion in the condition that his performance scale
indicated in the Appraisal Form obtained a minimum score of 80% under the
category of Exceed Expectation.
3.5 Salary adjustment upon promotion shall be at the sole discretion of the
Management. There may be no salary adjustment upon promotion.
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Section D • Career Development
4. TRANSFER
4.1 Employee is subject to be transferred at the sole discretion of Management under
the following four (4) circumstances:
i. transfer within same department
ii. transfer within same Company
iii. transfer within same Group of Companies both oversea and local
iv. transfer to Associate Companies both oversea and local
4.2 Employee is subject to be transferred with the following purposes:
i. Operation needs
ii. Maximise the utilization of manpower
iii. Retention of talent
iv. Acquire new skills and knowledge
v. Career advancement
vi. Exposure and experience different field of works
4.3 There are two (2) types of transfer as follows:
i. Permanent transfer
Employee to be relocated on permanently basis from his existing
a. section
b. department
c. company
to another at the sole discretion of the Management that deemed fit.
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