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Employee Handbook

Section G • Disciplinary

1. DISCIPLINARY ACTION – Cont’d

ii. Reprimand

• Reprimand is issued to Employee for an offence not serious enough for
reminder or warning.

• Letter of Reprimand will be issued.
• Maximum one (1) Reprimand Letter for the similar nature of misconduct

will be given to Employee during his employment.
• Employee receives of Reprimand Letter is not required to reply.
• Punishment to be imposed is at the sole discretion of Management if

deemed necessary.
• Appeal for Reprimand Letter will not be considered by the Management.

iii. Reminder

• Reminder is issued to Employee as a reminder for him not to repeat any
similar nature of misconduct in future.

• Letter of Reminder will be issued.
• Maximum one (1) Reminder Letter for the similar nature of misconduct

will be given to Employee during his employment.
• Show Cause Letter is issued before disciplinary to be taken.
• Employee is required to reply the Show Cause Letter.
• Reminder letter will be issued if the explanation of Show Cause Letter is

not being accepted.
• Appeal for the Reminder Letter will be considered by the Management.

iv. Warning

• Warning is issued to caution Employee not to repeat any similar nature
of misconduct in future.

• Warning letter will be issued.

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Section G • Disciplinary

1. DISCIPLINARY ACTION – Cont’d

iv. Warning

• Maximum three (3) Warning Letters for the similar nature of misconduct
will be given to Employee during his employment. The Third Warning
shall also be known as Final Warning.

• Show Cause Letter is issued before disciplinary action to be taken.

• Employee is required to reply the Show Cause Letter.

• Warning letter will be issued if the explanation of Show Cause Letter is
not being accepted.

• Appeal for the Warning Letter will be considered by the Management.

v. Domestic Inquiry

• Domestic Inquiry will be conducted after the third Warning Letter for
the similar nature of misconduct or any reported Serious Misconduct.

• Notice of Domestic Inquiry will be issued.

• The Domestic Inquiry verdict will be notified to Employee by HRAD.

Please refer to Appendix IV for the flow chart of disciplinary actions.

1.2 Show Cause Letter will be issued before every disciplinary action to be taken. The
purpose of Show Cause Letter is to investigate on a reported allegation before
deciding whether an appropriate disciplinary action is required under the
following circumstances:

i. Explanation is being accepted – Employee will be released from the allegation
and Letter of Acceptance of Show Cause Letter will be issued.

ii. Explanation is not being accepted – Appropriate disciplinary action will be
taken and Letter of disciplinary will be issued accordingly.

1.3 Show Cause Letter shall be replied within three (3) working days from the date of
receipt. If Employee fails to offer any valid excuses within the stipulated time
frame, HRAD will assume he has none to offer and appropriate disciplinary action
will be taken without the consent of Employee.

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Section G • Disciplinary

1. DISCIPLINARY ACTION – Cont’d

1.4 HRAD may need to clarify further on the explanation letter of Show Cause Letter
through the prescribed Employee Inquiry Report before making decision.

1.5 When Employee is found to have committed any serious misconduct or after the
Third Warning, HRAD will constitute a Domestic Inquiry Board, depending on the
seriousness of the misconduct, Employee may or may not be suspended pending
for inquiry for fourteen (14) days or less with half (½) pay or more than fourteen
(14) days with full pay.

1.6 The Domestic Inquiry Board will be formed by the Top Management at its sole
discretion based on fair and equal basis that may comprises of the following
appointments:

i. Chairman
ii. Secretary
iii. Investigation Officer
iv. Prosecuting Officer
v. Counselor for Accused
vi. Translator
vii. Witnesses for both Company and Accused
viii. Panel members

The size of Board of Domestic Inquiry shall depend on the nature of misconduct
and allegation made against the accused.

1.7 To encourage Employee to be involved in the Board of Domestic Inquiry, Employee
graded from Band 15 to Band 24 are required to play their role in the Board of
Domestic Inquiry as Panel Member upon appointment. Panel members would
normally be selected from those not directly involved with the case i.e. from other
departments. Valid reason in writing must be given for reject of such appointment.

The following Letters of Domestic Inquiry will be issued:

i. Notification letter to accused that clearly stated allegation of charge;

ii. Appointment Letter for members of Board of Domestic Inquiry.

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Section G • Disciplinary

1. DISCIPLINARY ACTION – Cont’d

1.8 If Employee (Accused) opt to defense himself in written is required to submit his
statement to the Secretary of Board of Domestic Inquiry within the specified time
as stipulated in the Letter of Notification. Otherwise, he is required to defense
himself in person either with or without appoint counselor, who must be an
Employee of the Company to defense on the behalf of Employee (Accused) during
the Domestic Inquiry. Appointment of counselor needs to be registered with the
Secretary of Board of Domestic Inquiry within the specified time as stipulated in
the Letter of Notification with approval of Chairman. Employee (Accused) may
seek the Secretary of Board of Domestic Inquiry to arrange counselor for him.

1.9 Both the Prosecuting Officer and Employee (Accused) are required to register
witness or translator for the Domestic Inquiry with the Secretary of Board of
Domestic Inquiry within the specified time as stipulated in the Letter of
Notification, if any.

1.10 The appointed Investigation Officer, Prosecuting Officer and Counselor for
Employee (Accused) are required to well prepare for the case before Domestic
Inquiry. A set of case documentary will be given to them that contains of private
and confidential information, which must be returned immediately to the
Secretary of Board of Domestic Inquiry after the Domestic Inquiry.

1.11 The appointed Panel of Members are required to make a fair and equal decision
under the circumstances that they are fully understood of the entire case during
the Domestic Inquiry and do not influence by personal feeling and conscious. The
decision should be made based on facts but no other than the facts. Any doubt
should be clarified during the Domestic Inquiry by asking questions to the relevant
party. Side discussion with other Panel Members is prohibited.

1.12 The Chairman of Board of Domestic Inquiry is required to ensure the Panel
Members are fully understood the case before making decision and Employee
(Accused) is given adequate opportunities to defense himself including asking
question against relevant parties.

1.13 Recommendation of the Board of Domestic Inquiry must be documented with
proper justification and signed by the Chairman.

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Section G • Disciplinary

1. DISCIPLINARY ACTION – Cont’d

1.14 The Top Management reserves the right to reject the verdict of Domestic Inquiry
submitted by the Board of Domestic Inquiry. The decision of Top Management is
final and without any dispute. HRAD should communicate the decision of Top
Management to Employee (Accused).

1.15 If Employee (Accused) is dissatisfy with the verdict of Domestic Inquiry, he may
appeal against such decision within three (3) working days directly through HRAD
in writing by giving grounds for his appeal.

2. GRIEVANCE HANDLING PROCEDURES

2.1 Should Employee has a grievance connected with his works, the Management
shall do all in its power to assist. A grievance shall be defined as a complaint by
Employee which he brings to the attention of his immediate superior and which is
subsequently not settled to the satisfaction of Employee.

2.2 Grievances or complaints must be taken up by Employee with his immediate
superior in the first instance unless the grievance is concerning the immediate
superior, in which case the grievance should be referred to the next immediate
superior.

2.3 If Employee is aggrieved by disciplinary action taken by Company, he may appeal
by adopting the following procedures:

i. Employee must lodge it in writing to his Head of Department within three (3)
working days from the date of receipt the disciplinary letter.

ii. If within three (3) clear working days the grievance has not been resolved to
the satisfaction of Employee, the matter will be referred to HRAD for
mediation, within a further period of three (3) working days.

iii. If the matter is still not resolved, it will be referred to the Top Management
within four (4) working days. The decision of the Top Management is final.

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Section G • Disciplinary
2. GRIEVANCE HANDLING PROCEDURES
2.4 At all stages of the procedure, where a time limit is specified, such time limit may
be extended by agreement between the Company and Employee.
2.5 Any grievances which is not presented by Employee either to his immediate
superior, Head of Department or HRAD within ten (10) working days of the date of
occurrence of the alleged grounds for complaint shall not be considered and
ceased to be a grievance.

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SECTION H

EHS

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Section H • EHS

1. EHS

One of the Company’s primary objectives is to provide a healthy and safe working
environment for all Employees. Whenever the Company conducts business activities
always to promote the health, minimize the impact of development, production, and
protect the safety of all Employees. Accordingly, the Company will use its best endeavour:

i. to meet all requirements of applicable environmental, health and safety policies, rules
and regulations.

ii. to promote employee safety and minimise the environment impact of the
development, production and distribution of Company’s products.

iii. to encourage and apply pollution prevention, resources conservation, waste
minimization, reuse and recycling practices.

iv. to promote responsible environmental and safety practices, enhancing awareness
among our Employees.

v. to implement and update preventive and training programmes and any other measure
needed to reduce the risks of illness and accidents.

2. EHS POLICY

The Company’s EHS policy consists of safe working practices and encourages the
maintenance of personnel safety, health and protection of the environment.

Employee must adhere to the EHS policy at all times. . Hardcopies of EHS Policy are posted
on the notice boards around the plant.

All the Company’s EHS matters are governed by the prescribed Company’s Environmental,
Occupational Health & Safety System Manual. Copy of this system manual is available for
reference from the EHS department.

Please refer Appendix V for the Company’s EHS policy

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Section H • EHS

3. HOUSEKEEPING
Employee should be aware of the need for cleanliness and good housekeeping. Tidy and
neat surrounding gives a pleasant working atmosphere and most important it helps to
eliminate the causes of many accidents and greatly minimise fire hazards.
Keeping the place of work clean is our shared responsibility and it is essential to job safety
and quality products. Employee is responsible for the cleanliness and housekeeping in his
area.

4. ACCIDENT
Employee receives an injury as a result of an accident / incident or any potential accident /
incident in his place of work must immediately report to either immediate superior, Head
of Department, EHS department or HRAD to enable him to process the necessary remedial
actions.

5. SAFETY SUMMON
Employee is liable to a safety summon for failure to observe or comply all the safety rules
and regulations. The following personnel are authorised to issue the safety summon:
i. Head of Department,
ii. EHS personnel,
iii. HRAD personnel,

Any safety summon will be liable Employee to be deducted of his monthly Meal Subsidy.

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Section H • EHS

6. EMERGENCY RESPONSE PLAN (ERP)

6.1 The main purpose of this ERP is to ensure a prompt and efficient counter-measure
against any emergency that might arise in Factory during its operation. This plan
minimizes losses due to injuries to Employee, damages to equipment, machinery and
the environment and has the ultimate goal that if injuries is to occur to any Employee
during operation, the plan ensures that prompt actions are taken to minimize pain
and to reduce serious injury or death to the Employee.

6.2 An emergency is an occurrence in the Factory involving fire, explosion or major
chemical spillage or an urgent rescue requirement which has potential to endanger
the safety of plant or public, or that could lead to damage to Company property or
those of neighboring plants.

The categorization of an emergency is as follows:

i. Condition “GREEN”

An emergency which does not ‘unduly concern’ human lives or assets. This
emergency can be handled by Factory personnel.

Emergencies include:

a. Chemical / diesel spillage within the Factory and contained within
bounded area. No fires involved.

b. No injury.

ii. Condition “YELLOW”

An emergency which “significantly concerns” human lives and assets and might
lead to a more serious accident (condition “RED”). This emergency would
involve the participant of neighboring plants and other external public agencies
such as Fire Department, Police, Ambulance Service, Department of
Environment (DOE) and Department of Factories and Machinery (FMD).

Emergency include:

a. Factory accident with consequent fire or potential for explosion.

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Section H • EHS

6. EMERGENCY RESPONSE PLAN (ERP) – Cont’d

ii. Condition “YELLOW”

b. Chemical / Diesel / Alumina spillage within or outside plant with potential
to go into water course.

c. Transport accident with resultant fire or spillage of chemicals / diesel with
potential to go into water course.

d. Minor injury of workers such as fainting spell, small cuts, choked, etc.

iii. Condition “RED”

An emergency involves a major accident and is a serious threat to human lives
and assets. This emergency involves the participation of all neighbouring plants
and relevant authorities.

Emergency includes:

a. Major fire or explosion.
b. Molten metal spillage at the Smelting plant with consequent fire.
c. Major spillage of chemicals from storage tank where excessive fume is

generated.
d. Serious injuries with hospitalization of victim, fatalistic.

6.3 An emergency will be declared as soon as any of the above events under Clause 6.2
are reported by an observer.

6.4 To declare and end to the emergency “(All Clear)”, the ERP Commander will be
notified accordingly.

6.5 The emergency regulations are as follows:

i. Telephone Call Restrictions

When an emergency is declared, all Employees must refrain from using the
telephone unless for matters relating to the emergency.

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Section H • EHS

6. EMERGENCY RESPONSE PLAN (ERP) –Cont’d
ii. Outside Inquiries

All external inquiries from the public, press or media during an emergency will
be directed to the ERP Commander, who is the only person authorized to
release news.

iii. Work By Non-Plant Staff

All activities irrespective of hot and cold works are automatically cancelled
when an emergency is declared. Stop all works, ceases naked lights and shut
down welding machines, compressors, etc.

iv. Water Use

Stop using water from taps and fire hydrants.

v. Vehicles Drivers

Do not obstruct emergency traffic. Drive vehicles away and park outside the
Factory’s premises after an emergency is declared. KEEP AWAY FROM THE
EMERGENCY SITE.

vi. Other Personnel

Employee with no specific assignment during the emergency should assemble
at the designated Evacuation Assembly Area. Head count shall be conducted by
Evacuation Warden with the assistance of HRAD to make sure that all
Employees are accounted for and is safe.

6.6 After the emergency situation is over, a Return to Normal Operation Procedure is
needed to enable smooth and safe start-up of the normal production, and to ensure
no danger is present that might threaten the safety of all Employees returning to
their work posts.

Please refer to EHS department for all details information pertaining to EHS matters.

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CONDITION PRECEDENT

Any condition and clause, inclusive appendixes in this Employee Handbook may be amended,
added to and/or deleted at the sole discretion of the Management or Government legislation
and/or Company policy without prior notification in whatsoever manners.

****************************

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APPENDIXES

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GRADING SYSTEM Technical Ladder Management Ladder Appendix I
Job Title Job Title
Band Job - Non-Technical Ladder
Grade General Manager
Job Title
28
-

27 Chief Engineer Deputy General Manager -
26 Deputy Chief Engineer -
Plant Manager
25 Associate Chief Engineer Assistant General Manager -

24 Senior Executive Engineer Deputy Plant Manager -
Assistant General Manager -
23 Senior Executive Engineer -
Senior Manager -
22 Executive Engineer -
Senior Manager -
21 Executive Engineer Senior Executive
Manager Senior Executive
20 Associate Executive Engineer Executive
Manager Executive
19 Associate Executive Engineer Associate Executive
Associate Manager Associate Executive
18 Senior Engineer
Associate Manager Senior Officer
B 17 Senior Engineer
16 Engineer Senior Executive

15 Engineer Senior Executive

14 Associate Engineer Executive

13 Associate Engineer Executive

12 Senior Technician Associate Executive
Senior Mechanic
Associate Executive
Senior Process Controller
11 Senior Technician Senior Supervisor
Inspector (Auxiliary Police)
Senior Mechanic
Senior Process Controller Senior Supervisor Management Trainee
10 Technician
Sub-Inspector (Auxiliary Police) Officer
Mechanic
Process Controller Supervisor Office Coordinator
9 Technician Sergeant Major (Auxiliary Police) Production Coordinator

Mechanic Supervisor Senior Lab Assistant
Process Controller Sergeant (Auxiliary Police)
8 Technician Senior Office Assistant
Team Leader
Mechanic Corporal (Auxiliary Police) Senior Production Assistant

Senior Lab Assistant

Office Assistant
Production Assistant
Senior Store Keeper
Senior Security Guard

Senior Warden
Lab Assistant

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GRADING SYSTEM – Cont’d Press Metal Sarawak Sdn Bhd
Press Metal Bintulu Sdn Bhd
Band Job Technical Ladder Management Ladder
Job Title Employee Handbook
Grade Job Title
Associate Team Leader Appendix I
7 Technician Lans Corporal (Auxiliary Police)
Mechanic Non- Technical Ladder
-
6 Junior Technician Job Title
Junior Mechanic -
Senior Clerk
B Junior Technician - Senior Store Keeper
Junior Mechanic - Senior Security Guard
5
Reserved Senior Warden
4 Lab Assistant

3 Clerk
2 Police Constable*
1
Store Keeper
Security Guard
Senior Inspector*
Senior Operator*

Warden
Senior Driver*

Clerk
Store Keeper
Security Guard
Senior Inspector
Senior Operator

Warden
Senior Driver
Security Guard

Inspector
Operator
Warden

Driver
Inspector
Operator
Warden

Driver

Band Job Technical Ladder Management Ladder Non- Technical Ladder
Grade Job Title Job Title Job Title

2 Mobile Crane Operator - -

S Foreman

Senior Operational Driver

1 Mobile Crane Operator - -

Foreman

Operational Driver

*The next career move for the position of Police Constable, Senior Inspector, Senior Operator and Senior Driver can

either continue in the Non-Technical Ladder or in the Management Ladder under B7.

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Appendix II

PRIVACY POLICY

This Privacy Policy explains our policy on collecting, using and disclosing your Personal
Information. The processing of your Personal Information is also subject to applicable laws.
The Personal Information which you have provided to us previously, whether before or in the
course of your employment with PMS and PMBtu, and which you will provide to us from time-
to-time will be used and processed by us, in accordance with this Privacy Policy (as amended,
varied or revised from time-to-time). We may amend, vary or revise this Privacy Policy from
time-to-time at the sole discretion of the Top Management.

In this policy,

‘Evaluation Reports’ means opinion data and reference check reports prepared by relevant
persons of PMS and PMBtu or obtained from your previous employers or other persons for
Evaluation Purpose. The Evaluation Reports, includes but not limited to, performance appraisal
by your superior.

‘Evaluative Purpose’ means for the purpose of determining your suitability, eligibility or
qualifications relating to your (i) employment or appointment, or (ii) promotion in employment,
or (iii) continuation in employment, or (iv) dismissal from employment.

‘Personal Information’ means any information in our possession or control that related directly
or indirectly to you (or any other individual) to the extent that you (or such other individual) are
identified or identifiable from that information or from other information in our possession,
including without limitation, and Sensitive Data.

‘Sensitive Personal Data’ means any personal data consisting of information as to physical or
mental health or condition, political opinions, religious beliefs or other beliefs of a similar
nature, the commission or alleged commission of an offence or any personal data prescribed
under law as sensitive personal data.

‘We’, ‘Us’ or ‘Our’ mean PMS and PMBtu.

‘You’ means the Employee.

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Appendix II

PRIVACY POLICY – Cont’d
PERSONAL INFORMATION

1. Personal Information we collect about you, include but is not limited, to the followings:-

• personal details such as name, identity card number, age, gender, nationality, date of
birth, address, telephone number, email address, personal interests;

• details of your family members and contact particulars;

• your resume or curriculum vitae which you submitted to us during job application;

• school, tertiary and professional qualifications and certificates;

• information relating to your employment or appointment, including without
limitation, monthly salary and bonuses;

• Evaluation Reports;

• Sensitive Personal Data;

• information which you submit to us or collected by us in connection with your
employment, including without limitation, updates of certain personal information,
leave and claims, and information submitted for process of leave and claims;

• other information that are, have been or may be collected by us or which you provide
to us, or which are provided to us by any company within Press Metal Berhad and it
associate companies from time-to-time, in connection with any service, transaction,
contest, survey, promotion, questionnaire or communication with us;

• your image, by way of video surveillance installed in the premises of the Company as
part of the security infrastructure;

• username, password and other identifiers when you register or log in to the Press
Metal email server or HRMS.

Certain information requested by us are mandatory which you must provide and agree to
the processing of such mandatory information by us for your continued employment of
appointment with us.

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Appendix II

PRIVACY POLICY – Cont’d

PERSONAL INFORMATION

2. How your Personal Information is collected

• when you apply for a position with PMS and PMBtu;

• when you submit any Personal Information to us in connection with any matter
during the course of your employment;

• when you visit our website or use our email server;

• when you enter contests or respond to survey, promotions or questionnaires;
• from third party source such as your previous employers, medical officers, credit

reference agencies, fraud prevention agencies and publicly available sources of
information;

• from any company within Press Metal Berhad or its association companies;

• pursuant to any transaction or inquiry or communication made with or to us.

3. Purpose of collecting and processing your Personal Information

• for the performance, administration and management of your employment contract
or appointment;

• for Evaluation purpose;
• to communicate with you;
• to process your applications for claims, leave and other applications, inquiry or

request;
• for billing and payment;
• to respond to your queries;
• to conduct research and statistical analysis;
• to help us monitor and improve our services;
• to comply with applicable laws, proceedings or inquiries from regulatory authorities

and enforcement agencies;
• any other purposes permitted by applicable laws;
• to market and promote other products and services that are or may be offered by us

from time-to-time.

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Appendix II

PRIVACY POLICY – Cont’d

DISCLOSURE

To facilitate the purposes above, we may process, use and disclose your Personal Information
to the following classes of third parties:-
• companies with Press Metal Berhad and it association companies;

• regulatory authorities and enforcement agencies;

• any court of law;

• our contractors, service providers, auditors, consultants and advisors on a need to know
basis;

• any actual or potential assignee, transferee or in connection with any corporate exercise.

During the tenure of your employment with PMS and PMBtu, you will not limit the extent of
our processing of your Personal Information for the above purpose.

ACCESS OR UPDATE OF PERSONAL DATA

1. You are responsible for providing accurate and complete information about yourself and
any other person whose personal information you provide us (for e.g. your spouse, children,
parent, relatives or third parties), and as such, as and when such information becomes
incorrect or outdated you should correct or update such information by contacting us or
submitting fresh information.

2. You may, by writing to us:
• request for a copy of the Personal Information (save and except for Evaluation Reports
unless otherwise agreed by us) we hold about you.
• request to rectify or update your Personal Information (save and except for Evaluation
Reports).

3. On receipt of your written request, we may:
• Comply or refuse your request to access or rectify your Personal Information. If we
refuse, we will notify you the reasons for such refusal.

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Appendix III

COMPANY’S PANEL CLINICS

MUKAH REGION

1. Klinik Dr. Wong & Dr. Lau

i. Dr. Wong : Ground Floor, Sublot 61
Address Lot 424, Block 68, Mukah New Township
96400 Mukah, Sarawak, Malaysia

Telephone : 084-873549

Operation Hour : Monday to Friday

8:00 a.m. – 12:00 noon

2:00 p.m. – 4:.00 p.m.

7:00 p.m. – 8:30 p.m.

Saturday to Sunday & Public Holiday

8:00 a.m. – 12:00 noon

ii. Dr. Lau : Sublot 8, Lot 1240, Block 68
Address Boulevard Setia Raja,
96400 Mukah, Sarawak, Malaysia

Telephone : 084-874549

Operation Hour : Monday to Friday

8:00 a.m. – 12:30 noon

2:00 p.m. – 5:00 p.m.

Saturday to Sunday & Public Holiday

8:00a.m. – 12:30p.m.

2. Mukah Medical Clinic - Dr. Yii Ah Ling

Address : Lot 61, Medan Setia Raja
96400 Mukah
Sarawak

Telephone : 084-871728

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Appendix III

MUKAH REGION – Cont’d

Operation Hour : Monday to Friday
7.30a.m. – 12.00noon
2.00p.m. – 4.00p.m.
7.00p.m. - 8.30p.m.

Saturday to Sunday
7.30am – 12.00 noon

Public Holiday
7.30am – 12.00 noon

BINTULU REGION

1. Klinik Udie Salleh - Dr. Lau Kah Chiong

Address : Ground Floor, Sublot No. 96
Survey No.7317 of Parent Lot 4976
Telephone Block 31, Kemena Land District
Operation Hour 97000 Bintulu, Sarawak, Malaysia

: 086-312861

: Monday to Friday

8:00 a.m. – 12:00 noon

1:30 p.m. – 4:30 p.m.

7:00 p.m. – 9:00 p.m.

Saturday / Sunday / Public Holiday
8.00 a.m. – 12.00 noon

2. Dr. Lau Hue Sing Clinic

Address : No. 41E (Ground Floor),
Telephone Medan Jaya Commercial Centre
Jalan Tun Hussein Onn
97000 Bintulu, Sarawak, Malaysia

: 086-331222

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Appendix III

BINTULU REGION - Cont’d

Operation Hour : Monday to Friday

2. Dr. Lau Hue Sing Clinic

8:00 a.m. – 12:00 noon
1:30 p.m. – 4:30 p.m.
6:30 p.m. – 8:30 p.m.
Saturday & Public Holiday
7.00 a.m. – 12.00 noon
Sunday
8:30 a.m. – 12:00 noon
6:30 a.m. – 8:30 p.m.

3. Klinik Medan Sentral - Dr. S. Ananthan Raman

Address : No.236, Assyakirin Commerce Square
Phase 2, Jalan Sultan Iskandar
Telephone 97000 Bintulu, Sarawak, Malaysia
Operation Hour
: 086-339112
: Monday to Friday

8:00 a.m. – 1:00 p.m.
2:00 p.m. – 4:30 p.m.
6:30 p.m. – 9:00 p.m.
Saturday
8:00 a.m. – 1:00 p.m.
6:30 p.m. – 9:00 p.m.
Sunday & Public Holiday
9:00 p.m. – 1:00 p.m.

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FLOW CHART OF DISCIPLINARY ACTIONS Major Miscount Press Metal Sarawak Sdn Bhd
Press Metal Bintulu Sdn Bhd
Minor Misconduct
Verbal Warning Employee Handbook
Appendix IV

Serious Misconduct

Reprimand

Show Cause Letter Show Cause Letter

Reminder Reminder

Show Cause Letter Show Cause Letter Show Cause Letter

Written Warning Written Warning Written Warning

Problem Domestic Inquiry
Solved Termination of Employment

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Appendix V

EHS POLICY - PMS

Press Metal Sarawak Sdn Bhd is committed in maintaining the highest standard of
Environmental, Occupational Health and Safety Management Systems by referring to
International Health & Safety Standards such as OHSAS18001, MS1722, ISO 14001 and etc. We
are an aluminium smelting plant specializes in manufacturing Aluminium Billets and Aluminium
Ingots, our primary focus will be on the major heavy industrial manufacturing development in
Sarawak.

Press Metal Sarawak Sdn Bhd is dedicated in: --

P roviding adequate safeguards and engineering controls for safe operations to reduce the

risk.

R eaching out to all employees to instill the responsibility in adhering to environmental,

occupational health & safety policy and requirements operations and reducing the risk.

E ducating employees in safe work practices and protection measures.
S eeking continual improvement in environmental, occupational health & safety

performance.

S etting appropriate environmental, occupational health & safety objectives and targets

with periodic review.

M eeting or exceeding the requirements of the applicable environmental, health & safety

legislation and industrial standards.

E nsuring suppliers, contractors and sub-contractors conform to our environmental,

occupational health & safety standards.

T aking responsibility to ensure the policy is available to interested parties upon request.
A ctively pursuing waste and emission reduction through engineering control and other

measures that reduce environmental impacts and conserve natural resources.

L eading the plant in measuring, reporting and reviewing our occupational health & safety

performance and considerations on a regular basis in product design and business
planning.

125 As of 1 April 2017

EHS POLICY - PMBtu Press Metal Sarawak Sdn Bhd
Press Metal Bintulu Sdn Bhd

Employee Handbook

Appendix V

Press Metal Bintulu Sdn Bhd is an aluminium smelting plant placing its focus on the
manufacturing of aluminium in the form of ingots. Our primary focus is leaning towards the
development of the major heavy industrial manufacturing in Sarawak. We are committed to
provide a safe, injury-free work environment for our employees and volunteers by maintaining
the highest standard of Environmental Health and Safety Management Systems with the
guidance of the International Environmental Health & Safety Standards such as OHSAS18001,
MS1722, ISO 14001 and etc.

The management system incorporates policy, regulations, standards and programs to ensure
the welfare of employees, environment and surrounding community. We are dedicated to
protect the best interests of our employees, contractors, customers, stockholders, and the
community. Press Metal Bintulu Sdn Bhd requires the utmost dedication and accountability
from all employees and contractors in ensuring compliance to the Environmental, Health and
Safety policies and standards.

Press Metal Bintulu Sdn Bhd is committed in: --

P roviding adequate safeguards and engineering controls for safe operations to reduce the

risk.

R eaching out to all employees to instill the responsibility in adhering to environmental,

occupational health & safety policy and requirements operations and reducing the risk.

E ducating employees in safe work practices and protection measures.
S eeking continual improvement in environmental, occupational health & safety

performance.

S etting appropriate environmental, occupational health & safety objectives and targets

with periodic review.

M eeting or exceeding the requirements of the applicable environmental, health & safety

legislation and industrial standards.

E nsuring suppliers, contractors and sub-contractors conform to our environmental,

occupational health & safety standards.

T aking responsibility to ensure the policy is available to interested parties upon request.
A ctively pursuing waste and emission reduction through engineering control and other

measures that reduce environmental impacts and conserve natural resources.

L eading the plant in measuring, reporting and reviewing our occupational health & safety

performance and considerations on a regular basis in product design and business
planning.

126 As of 1 April 2017

Press Metal Sarawak Sdn Bhd
Press Metal Bintulu Sdn Bhd

Employee Handbook

CERTIFICATION OF COMPLIANCE

I hereby certify that I have received a copy of the Employee Handbook as of 1 April 2017, and
agree, as a condition of my continued employment, to comply with its provisions as amended
from time-to-time.

I am and shall at all times be in compliance with the policies, terms and conditions stipulated
herein.

Signature :
Full Name :
Job Title :
NRIC No. / Passport No. :
Date :

Kindly return the duplicate copy of this Certificate of Compliance to the Human Resource &
Admin department.

I hereby confirmed that briefing, explanation and clarification have been provided to the
abovenamed Employee by:

Signature :
Full Name :
Job Title :
NRIC No. / Passport No. :
Date :
Time :
Venue :

127 As of 1 April 2017