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Section D • Career Development
4. TRANSFER – Cont’d
ii. Temporary transfer
Employee to be relocated on temporary basis within the specified period from
his existing
a. section
b. department
c. company
to another at the sole discretion of the Management that deemed fit.
For temporary transfer due to sickness, maternity leave, annual leave,
seasonal work or other considerations, Employee must be prepared to
undertake any work covered by the position specified in his grade or in lower
or higher grade. When undertaking work in a lower or higher grade, the
Employee will be paid at the rate for his permanent grade.
4.4 Transfer of Employee will be based on the following criteria:
i. Work performance
ii. Knowledge and skills
iii. Suitability and capability
iv. Relevance working experience in the past
4.5 On and off job training may be provided to Employee during the first six (6)
months of transfer period which is to ensure Employee can be performed of his
new job undertakings.
4.6 A Job Description will be given for every transfer that clearly stated the new job
scope and its requirements.
4.7 A transfer does not necessitate a change in salaries, benefits and other
employment status unless appropriate, which shall be at the sole discretion of the
Management.
4.8 Employee wishes to request for transfer, a written application should be made
through HRAD. The Management shall at its sole discretion to approve or reject
any application for transfer.
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Section D • Career Development
5. SECONDMENT
5.1 A secondment is where Employee being seconded for a defined period of time
for specific purpose to mutual benefits within the same Group of Companies or
Associate Companies i.e. to enhance experience, skill and knowledge at the sole
discretion of the Management, if deemed necessary.
5.2 HRAD will discuss with Employee the additional terms and conditions which will
be applied during the period of his secondment.
5.3 During the secondment period, he will continue to be employed by the Company
under the Employment Agreement. However, he shall be required to: -
i. devote the whole of his time, attention and skill to his duties for the
secondee company; and
ii. follow the day-to-day policies, rules and procedures of the secondee
company.
5.4 A secondment does not necessitate a change in salaries and benefits status,
unless appropriate; in which the Company would inform in writing.
5.5 If Employee is dissatisfied with any decision, instruction or order made or given
by the secondee company, he shall acknowledge it to the Company in writing.
5.6 Employee wishes to resign from his employment during the secondment period
shall tender his resignation letter to the Company instead of the secondee
company.
6. REDESIGNATION
6.1 Redesignation is defined as a new position being assigned to Employee under the
following circumstances:
i. Change or update of Job Grade
ii. To better reflect his actual work
iii. Change of organisational structure
iv. Employee transfer department
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Section D • Career Development
6. REDESIGNATION – Cont’d
6.2 With redesignation, Employee continues working in the same department but his
job description will be revised to better reflect of his new designation.
6.3 Additional or new job may be assigned upon redesignation with the objective to
expose Employee to new field of works.
6.4 Redesignation does not necessitate a change in salary, benefit and other
employment status unless appropriate, which shall be at the sole discretion of the
Management.
7 CAREER DEVELOPMENT PROGRAMME
Employee under regular employment will be undergone series of career development
programme during his employment with the Company i.e.:
i. Career Path Development Setting (B13 to B26)
a. A long and short term career goals for three (3) and five (5) year respectively
will be set by his superiors in the presence of HRAD during the Career Path
Development Interview.
b. The Career Path Development Interview will be conducted at the following
periods:
• upon confirmation of employment, or
• after annual appraisal, or
• after completion of every five (5) years Career Path Development
Programme.
c. Employee will be informed or notified of the following requirements during the
Career Path Development Interview:
• position to be achieved in three (3) and five (5) years respectively;
• skills, knowledge and other competencies need to be acquired during the
agreed periods;
• exposure to certain departments / sections / divisions during the agreed
periods;
• project need to be completed during the agreed periods;
• other requirements.
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Section D • Career Development
7 CAREER DEVELOPMENT PROGRAM – Cont’d
d. The set career goals will be reviewed in year-to-year basis at the same time
with annual appraisal exercise, Employee will be notified on the progress of
achieving his set career goals and those areas behind the set target.
e. Apart from work performance, Employee’s working attitude and behaviour are
essential factors to be considered by the Management to develop his career
enhancement.
f. The set target periods may be extended at the sole discretion of Management if
Employee fails to achieve it within the agreed periods.
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SECTION E
OPERATIONAL POLICIES, RULES
AND REGULATIONS
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Section E • Operational Policies, Rules & Regulations
1. WORKING HOURS
The working hours of Employee shall be specified by the Management from time-to-
time and the Management may in view of the need of operation to specific different
working hours for different Employee as below:
1.1 Office & Administration
Office & Administration and Production Employee categorised under B15 to B28
shall adhere of this working hour pattern.
i. Normal Day (Monday to Saturday)
• Monday to Friday from 8.00 a.m. to 5.00 p.m.
• Saturday from 8.00 a.m. to 5.00 p.m. on alternate week off basis.
• Lunch break from 12.00 noon till 1.00 p.m.
Alternate Saturday off shall follow the Alternate Saturday off Schedule
prepared and announced by HRAD in yearly basis. Any change of alternate
Saturday off will not be permitted unless it is on permanent basis and
subject to the approval of Management.
1.2 Production
Production Employee categorized under B3 to B14 shall adhere of the below
working hour patterns:
i. Normal Shift
• Monday to Saturday from 8.00 a.m. to 5.00 p.m.
• Lunch Break from 12.00 noon to 1.00 p.m.
ii. Shift Work
Shift roster will be prepared on monthly basis by individual department. The
normal working hour shall be at forty-eight (48) hours per week.
Depending on the nature of business and operation needs, it may be necessary to work
on other patterns of working hour including split work, if Management deemed fit and
necessary.
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2. ATTENDANCE
2.1 Employee is required to register his attendance on the thumb print device
located at respective designated area(s) for daily attendance record on the
following occasions:
i. Register In
a. upon commencing of work;
b. after break hours;
c. returning after official or personal matters during working hour with the
duly approved Exit Pass.
ii. Register Out
a. end of working hour;
b. before going for break hours;
c. leaving for official duty or personal matters during working hour with
the duly approved Exit Pass.
2.2 Employee is advised to report duty by ten (10) minutes earlier according to the
departmental working schedule or duty roster.
2.3 Employee is required to register his attendance on the Daily Attendance Form
obtainable at respective department if the thumb print device is temporary out
of service or unable to perform attendance registration due to whatsoever
causes. The duly approved Daily Attendance Form must be submitted to the
HRAD on the same day before 5:00 p.m.
2.4 Lateness and/or end duty early due to whatsoever causes without the duly
approved Exit Pass is subject to salary deduction via monthly payroll. Lateness is
including:
i. report late to work;
ii. after break hour;
iii. returning after official duty or personal matters with duly approved Exit
Pass.
2.5 Employee should not leave the Factory including return to hostel without
register out as Employee must register out at a reasonable timeframe
immediately after working hours.
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2. ATTENDANCE
2.6 Employee is permitted to leave the Factory for time-off for not more than two (2)
hours with prior approval from his Head of Department. Under the following
circumstances, either annual or unpaid leave shall be deducted for any time-off
more than two (2) hours:
i. Normal Shift (Production and Office & Administration)
a. More than two (2) hours but less or equivalent to four (4) hours – half (1/2) day;
b. More than four (4) hours – one (1) day.
ii. Shift Work (Production)
a. More than two (2) hours but less or equivalent to four (4) hours – half (1/2) day;
b. More than four (4) hours but less or equivalent to eight (8) hours – one (1) day;
c. More than eight (8) hours – one and a half (1.5) days.
2.7 Application for time-off shall be made through the prescribed Exit Pass via HRMS
and such privilege shall not be exceeded once in a calendar month.
2.8 Employee must well notify his Head of Department in advance for any intended
absenteeism or lateness. In case of unexpected lateness or absenteeism, Head of
Department shall be notified before the commencement of work day.
2.9 Employee is not allowed to leave his workplace to line up or wait around the
designated area to register out before his working hour end.
3 AFTER WORKING HOURS
Lingering, loitering or remaining in the Production floor after working hours is prohibited
unless that is necessary for work purpose. Employee is only permitted entering
Production floor after working hours / office hours or non-working hours / days upon
requisition of Manager on Duty or his Head of Department. If Employee wishes to enter
the Production floor after working hours / office hours or non-working hours / days for
personal reason must obtain prior approval from his Head of Department.
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4 STAFF ENTRANCE AND EXIT
4.1 Employee of PMBtu is only permitted entering the Factory through the following
Posts:
i. Post No.1 – all Employees, contractors and suppliers.
ii. Post No.2 – restricted to Head of Departments and visitors only.
4.2 Employee of PMS is only permitted entering the Factory through the following
Posts:
i. Post No. 1 - all Employees, contractors, suppliers and visitors.
ii. Post No. 2 - all Employees, contractors, suppliers and visitors with
authorised car sticker or vehicles pass.
iii. Post No. 3 - Employee and his family members staying in the Taman PMS.
4.3 Production worker is prohibited to enter the administration’s office unless prior
approval from his Head of Department during working hour.
4.4 No Company property shall be removed from the Factory without prior written
approval by the Management or Head of Department. Application shall be made
through the prescribed Gate Release Form via HRMS or obtainable from the
Production Planning and Control Department for Employee wishes to bring out
any Company property.
4.5 The security guard on duty is given authority to:
a. search Employee whilst he is remaining / entering / leaving the Factory.
b. search Employee’s locker and workplace with the presence of HRAD
representative. Any locked locker or drawer is to be opened without prior
permission from the Employee if the Management deemed is necessary.
c. check Employee’s ID card when entering the Factory.
d. search Employee’s personal belonging, clothing, package’s or other
possessions brought in or taken out from the Factory.
e. check Employee’s vehicle upon leaving the Factory.
f. check on Employee’s room in Company Hostel (to be accompanied by
HRAD or EHS personnel).
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4 STAFF ENTRANCE AND EXIT – Cont’d
4.6 Any refusal on Employee part to be searched or checked when required will be
denied entry or leaving the Factory and it will be subject to severe disciplinary
action to be taken by HRAD including of instant dismissal.
5. DRIVING LICENSE
5.1 It is a condition of employment that Employee who is required to drive and has a
valid license should not be debarred from driving due to past traffic offence,
inexperience or incompetence in driving or whatsoever excuses.
5.2 Employee who commits any traffic offence whether on personal or Company
business shall settle the traffic summon by himself.
6. MARRIAGE BETWEEN COMPANY EMPLOYEE
6.1 Marriage between Employees working in the same department is discouraged.
However, if such a situation becomes inevitable, either one of the Employee shall
be subject to transfer at the sole discretion of the Management.
6.2 Notification of intended marriages should be submitted to HRAD at least one (1)
month in advance made through the E-leave of HRMS.
7. POLITICS
7.1 Employee must remain detached from political issues while in the Factory.
7.2 Employee is prohibited from taking part in carrying on political party activities in
the Factory. Employee shall maintain a reserve in political matters, and in
particular he shall not whilst in the Factory to:
i. make statement in the Factory orally or in writing, so as to adopt a partisan
view on any matter which is an issue between political parties;
ii. publish or circulate books, articles or leaflets which set forth his partisan
views on matters pertaining to political party.
iii. engage in canvassing in support of any candidates or acts as an election or
a polling agent at an election.
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Section E • Operational Policies, Rules & Regulations
8. COMPANY AND EMPLOYEE’S PROPERTY
8.1 It is Employee’s responsibility to take good care of any equipment provided by
the Company.
8.2 Personal property should not be brought to work and the Company will not be
responsible for the lost and damaged of any personal property in the Factory.
Any personal property brought to the Company’s hostel must be notified HRAD
by updating the hostel inventory record.
8.3 Any lost and found item should be surrendered to the HRAD immediately.
8.4 Employee must ensure and eliminate wasting Company materials and resources
consumption, such as:
i. wastage of office stationery and toiletries.
ii. unnecessary photo copying and unauthorized use of photo copy machines.
iii. wasteful consumption of electricity and water.
8.5 Employee is liable for any pecuniary damage of goods or Company’s property
due to negligence, disregarding and/or failing to comply with any discretion,
regulation and order from the Management and any such cost of repair or
recovery may be deducted from the employee’s salaries as the Company deems
fit.
9. TELEPHONE
9.1 Employee shall not use the Company telephone for private purposes unless
there is an emergency in which case, Employee shall obtain prior approval from
his Head of Department. Similarly, personal incoming call should not be received
during working hours or break hours unless there is an emergency.
9.2 Mobile phone communication shall be restricted as follows:
i. Office & Administration
private phone communication during working hours unless there is an
emergency
ii. Production
a) Employee is prohibited to use personal mobile phone during working
hours in the workplace or production floor.
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9. TELEPHONE – Cont’d
b) Employee is permitted to bring his personal mobile phone to
workplace but it must be kept in the provided locker during working
hours. Personal mobile phone is only allowed to use during break
hours.
c) Company mobile phone provided in every department shall be used
for official call only.
d) Employee can be contacted via the Company mobile phone number
during working hours in case of emergency.
e) Employee found using personal mobile phone during working hours
shall be liable for disciplinary action. Whereas Employee found using
Company mobile phone for unofficial call is required to reimburse the
phone bill incurred via monthly payroll deduction.
9.3 The below-mentioned Employee is required to switch on his hand phone twenty-
four (24) hours every day of the week:
i. Head of Department;
ii. Employee who has provided with a Company’s mobile phone sim card or
iii. Employee who entitled a mobile phone bill reimbursement or
iv. Employee who has fully / partly been reimbursed of monthly hand phone bill
by the Company.
9.4 Employee provided with walkie-talkie must be switched on and carry at all times
while in the Factory, which is to facilitate the Company internal communication.
10 COMPANY’S COMPUTER
10.1 Unauthorized download of any file, programme, image, article and/or any
licensed or unlicensed software into the Company’s computers are strictly
prohibited.
10.2 Usage of Company’s internet and e-mail facilities for the purpose other than
business is not permitted at all times.
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10. COMPUTER’S COMPUTER – Cont’d
10.3 The Company will periodically monitor its system and network for, among other
reasons, to ensure it is properly used to prevent any security violation. The
Company reserves the right to access any communication send and receive by
Employee using the Company’s computer.
10.4 Listen music or watch video / visual image through whatsoever channels in
whatsoever manners on the Company’s computers are strictly prohibited unless
with prior approval from the Management.
10.5 Use of Company internet and Wi-Fi facilities during working hours for personal
purpose is strictly prohibited regardless access through Company’s Computer,
Company’s or personal mobile phone unless there is a written approval from the
Management.
10.6 Severe disciplinary action shall be imposed to Employee including instant
dismissal if there is any unauthorized software discovered by the authorities.
10.7 Employee is disallowed to bring-in personal laptop unless there is a written
approval from the Management.
Please refer IT department for details on Company’s computers as stipulated in the IT
Policy.
11. CANTEEN AND PANTRY
11.1 Employee shall consume his meal at the Canteen and Pantry attached to Office
during break hours only.
11.2 Enter to the wet and dry kitchen of Canteen is strictly prohibited in view of safety.
11.3 Employee found consuming or possessing food and beverages at the Production
floor shall be liable for summon issued by EHS department.
11.4 Consuming meal in the Office is discouraged to prevent food crumbs from being
littered around, which would lead to the infestation of pest such as rats and
cockroaches.
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Section E • Operational Policies, Rules & Regulations
11. CANTEEN & PANTRY – Cont’d
11.5 To maintain equipment, furniture and cleanliness of the Canteen and Pantry is a
sole and common responsibility of Employee.
11.6 Employee is only allowed to utilize the Canteen and Pantry during non-working
hour. The last person to leave the pantry room shall be responsible to close up
the room.
12. WASHROOM
12.1 Cleanliness of the Company’s washroom facilities should be maintained at all
times by Employee.
12.2 It shall be the duty of Employee who is using the washroom facilities to ensure
that such facilities should remain clean and tidy for the benefit of subsequent
users.
12.3 Employee should use the washroom facilities in proper manners that include:
i. do not stand or squat on the toilet bowl;
ii. toilet bowl must be properly flushed after use and toilet pan is left clean;
iii. pick up any litter / discarded toilet tissue;
iv. do not throw rubbish into toilet bowl;
v. avoids splashing water all around sink area and mirror;
vi. do not scribble on the washroom wall;
vii. urinate anywhere surrounding the toilet bowl.
12.4 Female employee shall dispose sanitary pads discriminated by wrapping and
throwing it into the dustbin provided instead of flushing into the toilet bowl.
12.5 The Company’s washroom should not be misused for the following activities:
i. Loitering or chatting
ii. Using mobile phone for unofficial matters
iii. Smoking
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12. WASHROOM – Cont’d
12.6 Employee is advised to reduce wastage by saving water and toiletries
consumption while using the Company’s washroom.
13. SURAU
Surau is a prayer room and therefore it must not be abused for other activities such as
sleeping, loitering, chatting, etc.
Employee is responsible to keep the Surau in a clean and tidy condition at all times.
Silence should be practiced so as not to disturb others.
14. LOCKER
14.1 Locker is provided to Employee concern to put his PPEs and other personal
belongings and it is Employee’s responsibility to keep it locked at all times.
14.2 It is the obligation of Employee to keep the locker clean and tidy at all times.
14.3 The following items are prohibited to keep in the locker:
i. Wet food and/or packed beverage;
ii. Praying alter in any religion;
iii. Unauthorized items such as alcohol beverages, drugs, weapons, sharp edge
objects, Company’s properties, pornographic visual images / videos /
materials, gambling items, etc.
14.4 Security guard on duty is authorized to conduct spot checks on locker with the
presence of HRAD representative from time-to-time including open locked locker
without prior consent from Employee if deemed necessary.
14.5 Locker key shall be returned to departmental Head of Department upon request,
resignation and termination of employment. Failing which will cause deduction
of payroll at cost price for replacement of new lock set.
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Section E • Operational Policies, Rules & Regulations
15. NOTICE AND MESSAGE
15.1 Notice Boards are placed at respective designated areas in the Factory. All
notices and messages from the Management will be posted on the boards for the
attention of Employee. The Management may also disseminate notices and
messages via the approved group chat in social media, HRMS and/or Company’s
email.
15.2 It is the obligation of Employee to read these notices and messages at the Notice
Board, social media, HRMS and Company’s email regularly.
15.3 Only memorandums, circulars, notices approved or issued by the Management
are permitted to be distributed or posted on the Notice Board, social media,
HRMS and Company’s email.
16. PARKING AREA
16.1 All motor vehicles and motorcycles shall be parked at the designated parking
areas in the Factory.
16.2 Employee possessing with Company Car Sticker is only permitted to park his
vehicle within the designated Employee Car Park Area in the Factory. The
issuance of Company Car Sticker is at the sole discretion of HRAD.
16.3 Employee who has been given the Company Car Sticker and continue to park his
vehicle outside the Factory will render his parking privilege be withdrawn.
16.4 Employee is strictly prohibited to park his vehicle at the designated area marked
as “Visitor Car Park” or “No Parking Allowed”.
16.5 Employee should park his vehicle at his own risk including those vehicles parked
at the designated Employee Parking Area, the Company will not be held
responsible for any damage, which may arise from inward or outward movement
of any vehicle or due to whatsoever causes.
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Section E • Operational Policies, Rules & Regulations
17. TRANSPORTATION
17.1 Company shall provide free transportation to and from the Company and the
following destinations:
i. PMBtu – Bintulu Samalaju
ii. PMS – Mukah Balingian
17.2 The Management may at its sole discretion to change and cancel the destination
routes as mentioned under Clause 17.1 from time-to-time with prior notification
to Employee.
17.3 The following are the rules and regulations for Company transportation, which
must be abided by Employee:
i. Employee being transported is under authority of the bus / van driver.
ii. Fighting, quarrelling or boisterous activity is prohibited on the bus.
iii. Employee shall use the emergency door only in case of emergency.
iv. Employee shall not bring animals, firearms, weapons or other potentially
hazardous materials on the bus.
v. Employee shall converse in normal tones; loud or vulgar language is
prohibited.
vi. Employee shall keep the bus / van clean and must refrain from damaging
it.
vii. Smoking on the bus / van is strictly prohibited.
viii. Employee shall always be ready at their pick-up point at least fifteen (15)
minutes before the bus / van is scheduled to arrive.
ix. Any other implied rule and regulation.
These rules and regulations are subject to change from time-to-time at the
discretion of the Management. Should Employee break any of the foregoing rules
and regulations, the Management reserves the right to either take appropriate
disciplinary action or withdraw the privilege of Employee to ride on the
Company’s bus / van.
17.4 Please refer to HRAD for details of transportation schedule and arrangement
including internal bus schedule within the Factory for PMBtu.
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17. TRANSPORTATION - Cont’d
17.5 Employee is required to notify HRAD at least three (3) working days in advance
for transport arrangement to airport or other destinations unless it is ad-hoc or
due to emergency.
18. SRWC AND CSR
Employee is compulsory to join the SRWC as member from the first day of employment.
He is encouraged to participate in every activity organized by the SRWC to foster team
bonding among Employees and to build team spirit in the workplace.
Employee is also encouraged to participate for CSR programs and activities organised by
the Company from time-to-time with the objective to build a caring culture to the
society in Sarawak.
Please refer to the CPRD for details of SRWC and CSR activity schedule.
19 EMPLOYEE RECOGNITION
19.1 Departmental Role Model Employee Award
Employee will be recommended by his Head of Department to be awarded as
Departmental Role Model Employee through the prescribed Employee of The
Year Nomination Form distributed by the HRAD. The criteria of nomination
should be based on Employee performance in his department throughout the
year.
The nominated Employee will be recognised by receiving the award during the
Staff Annual Dinner event. The final selection of Departmental Role Model
Employee shall at the sole discretion of Management.
19.2 Long Service Award
Employee with length of service attaining five (5) and ten (10) years from the
date of employment will be recognised to receive Long Service Award during the
Staff Annual Dinner event.
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20. COMPANY’S HOSTEL
Employee is required to adhere the following Terms and Conditions and Emergency
Procedures of the Company’s hostel:
20.1 Terms and Conditions
i. The standard of accommodation shall be decided at the sole discretion of
HRAD.
ii. The accommodation shall be in sharing basis and the actual number of
occupants is determined by HRAD in consideration of the type and size of
the dwelling provided.
iii. Should there be a team leader appointed for the purpose of administration
matters relating to the accommodation, all occupants shall comply with all
decisions and instructions made for the common good of the dwellers.
iv. The accommodation is provided to the Employee of the Company.
Consequently, occupant shall not permit any other person, who is not
authorized by the Management to stay in the Company’s hostel.
v. Occupant shall not commit or cause to be committed any act which
violated the law or against generally accepted social behavior.
vi. Occupant is strictly forbidden from taking / consuming / possessing /
owning any kind of materials which could endanger human’s mental,
physical or life for example, alcohol, drugs, cocaine, firearm, etc.
vii. Occupant is prohibited to shift room / house without HRAD’s knowledge
and written approval.
viii. Quarreling and fighting among occupants / staff / outsiders are strictly
prohibited.
ix. Occupant is prohibited to switch on the volume of the radio, television,
mobile phone and other devices too loud until it annoys the peacefulness
of other occupants, especially after 11:00 p.m.
x. Occupant is prohibited to move or change existing Company hostel’s items
without the prior consent and written approval from HRAD inclusive of lock
sets and keys.
xi. Unmarried male or female Employee is forbidden to stay overnight at a
female or male dormitory / hostel.
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20. COMPANY’S HOSTEL – Cont’d
xii. Occupant is prohibited to bring into Company’s hostel any live animal, e.g.
chicken, dog, cat, etc.
xiii. Occupant is compulsory to participate in the ‘gotong-royong’ cleaning
exercise to be organized by HRAD from time-to-time.
xiv. Littering at the hostel is prohibited. All rubbish should be packed in proper
and thrown into the rubbish bin provided.
xv. Safety and housekeeping is the responsibility of all occupants. Occupant is
required to take care of the hostel and its compound.
xvi. Usage of fire extinguisher is prohibited unless there is a fire. Occupant
must well know the Assembly Area of the Company’s hostel.
xvii. In order to prevent wastage, all water taps must be turned off, lights and
other electrical appliances switched off after use.
xviii. Any damage to and/or loss of the Company’s property must be mitigated
with an amount that is to be decided by the Management.
xix. Removal of Company property out from the hostel must be notified HRAD
in writing. Failing which, such removal will be treated as stealing of
Company property.
xx. It is the obligation of occupant to notify HRAD for proper recoding of any
personal item other than cloth and daily necessity brining to the
Company’s hostel such as electrical products, tools, furniture, fittings, etc.
Otherwise, such personal items will be treated as Company’s property.
xxi. Any lost and found item must be surrendered to HRAD immediately.
xxii. Any cost of maintenance due to occupant negligence will be borne by
occupant himself.
The above Terms and Conditions are subject to change from time-to-time at the
sole discretion of the Management. Should any occupant break any of the
foregoing term and condition, the Management reserves the right to take
appropriate disciplinary action including withdraw the privilege of Employee to
stay in the Company’s hostel.
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Section E • Operational Policies, Rules & Regulations
20. COMPANY’S HOSTEL – Cont’d
20. 2 Emergency Procedures
i. Safety Procedures
Safety is to be concerned by occupant. He must be fully aware of the
instructions on fire procedures and emergency exits. All accidents must be
reported to the Security Guard Post, EHS department or HRAD immediately.
ii. Fire Procedure
If a fire is discovered, the followings must be observed:
a. Inform others nearby and call the HRAD, EHS department or Security
Guard Post on the nearest phone or personal mobile phone, giving the
exact details of the fire incident.
b. Assist those around who are in need of help to vacate the premises by
using the staircase and assemble at the designated assembly area.
c. Try to put out the fire with the available fire-fighting equipment.
d. Shut up all the doors and windows in the vicinity of fire.
e. Switch off all electrical appliances.
f. To gather at the Assembly Area.
g. Headcount to be conducted by the Hostel Leader or ERP team. Notify
any missing occupants to authority parties immediately.
iii. Accident
In the event of an accident, call the EHS department or HRAD or Security
Guard Post and help the injured person to the clinic / hospital immediately.
Please refer to the EHS department for details of the Emergency Response Plan at
Company’s Hostel.
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Section E • Operational Policies, Rules & Regulations
21. UNIFORM
21.1 Company shall issue uniform to Employee at its sole discretion under the below
conditions:
i. Three (3) pieces of uniform will be issued in a year.
ii. Uniform will be issued on the first day of employment.
iii. Employee is required to pay a Uniform Deposit of RM200.00 via deduction
of monthly payroll. Such deposit will be refunded via final salaries upon
cessation of employment.
21.2 Uniform is to be replaced when proof of damaged is verified either by HRAD or
EHS department at its sole discretion. Any replacement of uniform due to
negligence of Employee shall be under Employee’s account at the cost price via
payroll deduction.
21.3 Employee wishes to request additional uniform, he is required to purchase
from HRAD and EHS department at the cost price.
21.4 Employee who is provided with uniform shall wear them at all times during
working hours. Employee choose not to wear uniform will render himself be
issued with summon either by HRAD or EHS department.
21.5 Uniform is the property of the Company and shall be returned to HRAD upon
request, resignation or termination of employment. Failing which, the Uniform
Deposit will be forfeited.
22 PPE
22.1 Company shall provide PPEs to Employee as below terms and conditions:
i. Employee shall receive a safety helmet and one pair of safety shoes
during the Induction Program on the first day of employment from EHS
department. Other PPEs such as hand glove, goggle, mask, etc. shall be
issued from time-to-time depending on the Employee’s nature of job.
ii. Replacement of PPEs will be given only subject to wear and tear
condition due to work. PPEs may be changed in free-of-charge basis
when proof of damaged is verified by EHS department at it sole discretion.
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Section E • Operational Policies, Rules & Regulations
22. PPE – Cont’d
iii. Damage of PPEs due to self-negligence, the cost of replacement shall be
borne by Employee.
22.2 Whenever Employee is working in an area where there is actual or potential
exposure to a hazardous process or environment, PPEs provided by EHS
department must be worn correctly at all times in the specified area.
22.3 Summon will be issued to Employee who failed to wear PPEs by EHS department.
22.4 All PPEs are the property of the Company and shall be returned to HRAD or EHS
department upon request, resignation or cessation of employment. Failing which
will result in payroll deduction at the cost price.
Please refer to EHS department for PPE Policy
23 EMPLOYEE IDENTITY CARD
23.1 Employee will be issued with an Employee ID card in free-of-charge basis, which
have his photograph, name, department, Employee number and NRIC / passport
number. In order to facilitate identification of Employee, he is required all times
while in the Factory to:
i. Office & Administration – to wear it with the Company’s lanyard.
ii. Production – to bring along and well kept.
23.2 Security guard on duty has the right to refuse entry into the Factory to Employee
who refused to show his Employee ID card.
23.3 Employee who has lost his Employee ID card shall report immediately to HRAD,
expenses for replacement of new card due to negligence shall be under
Employee’s account. Lost or misplaced of Employee ID card can be replaced by
HRAD at a fee of RM50.00, only worn out Employee ID card will be replaced for
free.
23.4 The Employee ID card is the property of the Company and it shall be returned to
HRAD upon request, resignation or termination of employment. Failing which
will result in the payroll deduction for an amount of RM50.00.
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Section E • Operational Policies, Rules & Regulations
23 EMPLOYEE IDENTITY CARD – Cont’d
23.5 The Employee can only use / wear the ID card holder and lanyard that provided
by HRAD.
23.6 Any found Employee ID card must be surrendered to HRAD immediately.
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SECTION F
CODE OF CONDUCT
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Section F • Code of Conduct
1. OUR BUSINESS
1.1 Ethical Business Practices
i. Company is committed conducting business in accordance with the highest
ethical standards and in compliance with all applicable laws and regulations.
ii. The integrity of our behaviour is of paramount importance in wherever we
do business. Ignorance of appropriate standards is never an excuse for
improper behaviour, and improper behaviour cannot be rationalized as
being in the Company’s interest. Employee at all levels is responsible for
communicating proper ethical behaviour to employees.
iii. Company will neither seek nor accept any business advantage that involves
unethical conduct.
iv. Employee must comply with all laws and regulations applicable to the
business of the Company. Accordingly, Employee must ensure that his action
cannot be interpreted as being, in any way, in contravention of the laws and
regulations governing the Company’s operations.
v. Employee must treat other Employees, business associates, customers, and
others with courtesy and respect.
1.2 Conflicts of Interest
i. Employee must avoid and/or declare any situation or relationship which
might conflict with the legitimate business interests of the Company. Such a
conflict will exist where an Employee compromises his ability to act with
total objectivity with regard to the Company’s business interests.
ii. For example, conflicts of interest occur when Employee personal interests or
activities:
a. influence, or appear to influence, Employee’s judgement when acting on
behalf of the Company;
b. diminish, or appear to diminish, the efficiency, effectiveness or
objectivity with which Employee performs his duties;
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Section F • Code of Conduct
1. OUR BUSINESS – Cont’d
1.2 Conflicts of Interest
c. result in Employee receiving improper personal benefits due to his
position within the Company;
d. actually or appears to harm or impair the Company’s reputation,
including the goodwill.
iii. While it is not feasible to describe all of the situations in which conflicts of
interest may arise, the following guideline apply:
a. Corporate Opportunities
Employee is prohibited from using opportunities discovered in the
course of their employment for their own personal gain or benefit.
b. Conflicts Arising from Ownership or Investments
No Employee or family member of Employee may, without disclosure
to, and the written consent of the Top Management, have either a
direct or an indirect ownership or other interests in any supply of
goods or services to the Company, any customer of the Company, or
any competitor of the Company. All such relationships are subject to
the disclosure and consent process on a case-by-case basis.
c. Community, Charitable and Other Outside Activities
Company generally encourages Employee to participate in community,
charitable and other activities. However, Employee is expected to
avoid any outside personal interest or activity (whether or not for
profit) that will interfere with Employee duties to the Company. As a
guideline, activities should not encroach on time or attention that
Employee should be devoting Company business; adversely affect the
quality of his work; compete with the Company’s business or imply
Company sponsorship or support (for example, through the use of
Company stationery) without express Company approval; and/or
adversely affect the reputation of the Company, including the Press
Metal name, which is a valuable asset of the Company.
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Section F • Code of Conduct
1.2 Conflicts of Interest
d. Work or Employment Outside the Company
Employee shall not, without the prior expressed written consent of the
Company which consent shall not be unreasonably withheld, either
directly or indirectly during the continuance of his employment with
the Company, be engaged in any capacity in any trade, business or
occupation whatsoever other than being in the employ of the
Company.
In considering whether or not permission should be granted, the
Management shall ensure that by such permission:
i. the outside activity shall not take place during the Employee’s
work hour;
ii. the activity does not in any way tend to impair the Employee’s
usefulness as an Employee of the Company; and
iii. the occupation or undertaking does not in any way tend to conflict
with the interest of the Company or be inconsistent with the
Employee’s position in the Company.
A permission so granted may be withdrawn at any time without any
reason therefore by the Management.
1.3 Improper Gifts or Payments
Company does not condone any such act whether to achieve results or otherwise
through violation of the law or unethical business dealings. This includes any
payment for illegal act, indirect contribution, rebate, and bribery.
i. Bribery
a. Employee in any way is strictly prohibited from engaging in bribery.
Bribery is defined as the giving or accepting, or an offer, promise or
request to give or accept anything of value in exchange for or as an
inducement to receive or perform an act that is illegal or an abuse of
one’s power or official position. Bribery may be in form of a payment,
gift, entertainment, hospitality, travel expenses or personal favours.
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Section F • Code of Conduct
1. OUR BUSINESS – Cont’d
1.3 Improper Gifts or Payments
i. Bribery
b. Employee who learns of such activity is required to report such
information to his superior or bring the matter to the attention of the
Head of HRAD.
ii. Receiving Gifts
To protect against undue obligations of Employee to any outside party,
Employee shall declare to the Company any gift, other than flower, fruit
basket, consumable food and hamper, made to him or any member of his
immediate family or any party who has business dealings with the Company.
The Management shall at its sole discretion decide how the gifts shall be
disposed of.
iii. Offering Gifts or Entertainment
a. Company expects its Employee to compete fairly and ethically for all
business opportunities. Employee may provide meals, refreshments or
entertainment to customers, contractors or suppliers provided that is
done with approval, in the ordinary and proper course of business and
could not reasonably be seen as bribes or improper encouragement.
All such expenditure must be properly recorded in the books and
records of the Company.
b. Employee must not offer gifts, commissions, gratuities, or other
payments to prospective or existing customers, contractors or
suppliers without the prior written approval of the Company.
iv. Contribution and Donation
Employee shall not solicit or collect contributions for any purpose without
prior approval from HRAD. However, donation relating to the following will
usually be allowed:
a. Death of Employee or immediate family members.
b. Permanent disability or hospitalisation of Employee or immediate
family members.
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Section F • Code of Conduct
1. OUR BUSINESS – Cont’d
1.3 Improper Gifts or Payments
iv. Contribution and Donation
c. Travelling expenses for repatriation to origin home country due to
medically unfit for foreign workers.
d. Residence of employee affected to the extent that it becomes uninhabitable
by nature disaster.
e. Certain compassionate reasons.
v. Employee is prohibited to indulge in the business of money-lending either on
Employee own behalf or on behalf of another person, or obtain loan from
any unlicensed money lender.
1.4 Confidentiality Information and Other Company Property
i. Confidentiality
a. Employee shall undertake to exercise due care and diligence while
performing of his duties without causing detriment to the interest of
the Company.
b. Employee shall not, except as authorized or required by his duties,
reveal to any parties any of the trade secrets, operations, processes,
finance, transaction or affairs of the Company or any of its customers /
suppliers of which he shall become possessed during his employment
and shall keep with the complete secrecy all confidential information
entrusted to him and shall not use or attempt to use any such
information in any manner which may injure or cause loss either
directly or indirectly to the Company or its business or may be likely so
to do.
c. This restriction shall continue to apply after the termination of
employment without limit in point of time but shall cease to
information or knowledge which has come into public domain.
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Section F • Code of Conduct
1. OUR BUSINESS – Cont’d
1.4 Confidentiality Information and Other Company Property
ii. Notes During Employment
Employee shall not during the employ of the Company make, otherwise than
for the benefit of the Company, any note or memorandum that relating to
any matter within the scope of the business of the Company or concerning
any of its dealings or affairs nor shall the Employee, either during the employ
of the Company or afterwards, use or permit to be used any such note or
memorandum otherwise than for the benefit of the Company, it being the
intention of the parties hereto that all such notes or memorandum made by
the Employee shall be the property of the Company and shall be delivered
by the Employee to the Company upon the termination of the employee’s
employment.
iii. Intellectual Property
Employee should take steps to protect the intellectual property, i.e.
trademarks, copyrights, trade secrets and patents, of the Company.
Employee is subject to any existing Confidentiality, Non-Compete, and Non-
Solicitation Agreement with the Company, or any other similar agreement,
which requires Employee to disclose and assign to the Company all interests
in any invention, improvement, discovery or work of authorship he makes or
conceives that arises out of or in connection with his employment with the
Company. Employee should do so promptly in order to protect the
Company’s proprietary interests in such intellectual property.
iv. Other Company Assets
Employee should protect the Company’s assets and ensure their proper use.
Company assets include not only confidential information, funds, equipment
and products, but also the Company’s resources, times and facilities. All
Company assets should be used solely for legitimate business purposes
unless approved by the Management.
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Section F • Code of Conduct
1. OUR BUSINESS – Cont’d
1.4 Confidentiality Information and Other Company Property
v. Camera and Recording Device
Except as authorized by the Company, Employee is prohibited from using
sound or image recording devices of any kind (including, but not limited to,
tape recorders, video recorders, cameras, and hand phone cameras) to
record or create images of Company records, the Company’s facilities, any
other Company assets, and conversations that take place either on Company
property or that involve the Company’s business.
1.5 Communication with Third Parties
Employee shall not make any public statement either orally or in writing relating
to any matter with the scope of the business of the Company or concerning any
of its dealings or affairs without prior approval or instructions from the Top
Management.
The policies and procedures set forth below apply to Employee at all levels:
i. Communicating with The Press
Requests from representatives of print and electronic media, freelance
journalists, authors, public relations agencies, and other companies,
including our suppliers for interviews, photographs, films, videotapes, and
gifts, and requests for information regarding the Company and its products,
should immediately be directed to the appropriate with CPRD before any
action is taken.
ii. Communicating with Investors and Analysts
Employee may not speak to analysts, financial or investment professionals or
shareholders unless they are specifically empowered to do so by the Top
Management. Employee should not speak to any outside party regarding
financial matters, earnings estimates or market rumours relating to the
Company without specific authorization from the Top Management.
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Section F • Code of Conduct
1. OUR BUSINESS – Cont’d
1.5 Communication with Third Parties
iii. Government Inquiries
Government agencies and other regulatory bodies may attempt to contact
Employee from time-to-time seeking information relating to the Company.
Such inquiries may come in many forms, including phone, mail, e-mail or on-
site visits.
It is the Company’s general policy to cooperate fully with any government or
regulatory inquiry or investigation. In order to ensure that the Employee and
Company comply fully with all applicable laws and answer all questions
accurately and completely, Employee should immediately contact CPRD or
HRAD upon receipt of any such inquiry or investigation and not respond to
any such inquiry or investigation before consulting with CPRD or HRAD.
iv. Legal Inquiries
No Employee, other than specifically designated Employee, should have any
communications on behalf of the Company with any outside attorney or
representative of a government entity or regulatory body regarding any
actual or potential legal or regulatory matter involving the Company without
prior clearance from CPRD.
If Employee is contacted by anyone outside the Company, including any
outside attorney or representative of a government entity or regulatory
body, regarding any legal or regulatory matter relating to the Company, do
not respond to such individual but immediately contact CPRD for
instructions on how to proceed. Employee should never answer any
question, submit to any interview, produce any document or data or hold
any discussions without first consulting CPRD.
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Section F • Code of Conduct
1. OUR BUSINESS – Cont’d
1.5 Communication with Third Parties
v. Receiving Legal Process
The Company and individual Employee sometimes receive legal process by
mail, by e-mail, by delivery to an office of the Company or by facsimile
transmission. Legal process includes subpoenas, summonses, complaints,
notices of attachment and garnishment, notices of litigation, and other
similar documents.
No Employee, other than that the authorized Employee in the Company
should receive or authorize the receipt of legal process when served at the
Company. If notice of legal process is attempted in person on the Factory,
the Employee should immediately call CPRD which will provide direction on
how to proceed. If that is not possible, then a senior person in his
department should be called, and that person will receive or authorize
delivery and receipt of process.
1.6 Integrity of Record and Financial Report
The integrity of the Company’s recordkeeping and reporting systems must be
respected at all times. Employee shall maintain accurate, complete and timely
records so that the Company’s books and records dispositions of its assets.
Employee is strictly prohibited from making any misleading entries in the books
and records of the Company. Any suspicions of fraudulent financial reporting or
misappropriation of Company assets or Employee time for personal gain should
be reported immediately to HRAD for next course of disciplinary action.
1.7 Fraud / Fraudulent Activity
Employee plays an important role in the prevention and detection of fraudulent
activities. It’s the Company policy to ensure that incident of fraud are promptly
investigated, reported and, where appropriate and authorized by applicable law,
prosecuted. If Employee suspects that a fraud or fraudulent activity is being
committed, the Employee should report his suspicions to HRAD.
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Section F • Code of Conduct
2. OUR WORKPLACE
A safe and fair workplace.
The continued success of the Company’s business depends on a safe and equitable
workplace in which Employee can perform to the best of his ability.
2.1 Equal Employment Opportunity
It is the policy and practice of the Company to provide all Employees and
applicants for employment opportunities without regard to race, colour, religion,
gender, age, national origin, sexual orientation, gender identity and disability.
This policy applies to all Company activities, including, but not limited to
recruitment, hiring, compensation, assignment, training, promotion, discipline
and discharge.
Employee must treat all customers, suppliers, contractors, or other persons with
whom he deals in the course of his employment in a non-discriminatory manner.
2.2 Sexual Harassment
The Company committed to provide a safe and healthy working environment in
every place of work where individual Employee, irrespective of status or position,
are treated with dignity and free from any form of harassment, humiliation and
intimidation of a sexual nature.
Employee should take special note that, retaliation against an individual who has
complained about sexual harassment, and retaliation against individuals for
cooperating with an investigation of a sexual harassment complaint is unlawful
and will not be tolerated by the Company.
Sexual harassment encompasses various conducts and attitudes of a sexual
nature as below:
i. Verbal harassment
e.g. offensive or suggestive remarks, comments, jokes, jesting, kidding,
sounds, questioning, etc.
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Section F • Code of Conduct
2. OUR WORKPLACE – Cont’d
2.2 Sexual Harassment
ii. Gesture harassment
e.g. leering or ogling with suggestive overtones, licking lips or holding or
eating food provocatively, hand signal or sign language denoting sexual
activity, persistent flirting, etc.
iii. Visual harassment
e.g. showing pornographic materials, drawing sex-based sketches or writing
sex-based letters, sexual exposure, etc.
iv. Psychological harassment
e.g. repeated unwanted social invitations, relentless proposals for dates or
physical intimacy, etc.
vi. Physical harassment
e.g. inappropriate touching, patting, pinching, stroking, brushing up against
the body, hugging, kissing, fondling, sexual assault, etc.
Sexual harassment is contrary to Federal, State and local legislation and it is in
certain cases a criminal offence to sexually harass or intimidate subordinates or
fellow Employees, it is also contrary to the Company rules and regulations.
In addition to being offensive and illegal, sexual harassment and intimidation are
merely more or less subtle forms of discrimination which will not be tolerated in
the workplace, whether among Employees or between an Employee and any
other party. Any violation of this rule and regulation will result in severe
disciplinary action.
Employee is aggrieved by the sexual harassment or intimidation, he / she should
report directly to HRAD as soon as possible either in verbal or in writing. Full
investigation will be carried out strictly in a private and confidential manner. In
the circumstance that that is not convenient to report to HRAD, Employee should
report directly to the Top Management.
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Section F • Code of Conduct
3. EMPLOYEE PERSONAL CONDUCT
3.1 Personal Conduct
i. The Company expects its Employee to conduct themselves in a business-like
manner. Employee should not conduct themselves in a manner that has an
adverse impact on the work environment. Drinking, gambling, consuming
illegal drugs, fighting and similar unprofessional activities are strictly
prohibited while on the job and are not encouraged at all times. Employee
should also refrain from borrowing monies from other Employees, business
associates and/or customers.
ii. Employee must treat other employees, business associates, customers and
others with courtesy and respect.
iii. Company does not tolerate any form of harassment, discrimination or other
behaviour that fellow Employees or business associate may regard as
threatening or degrading.
3.2 Job Performance
i. All responsibilities and duties must be exercised diligently and efficiently as
may from time-to-time be assigned by the Management and at all times to
endeavour to the utmost of the Employee’s ability to promote and advance
the interest of the Company.
ii. Employee is expected at all times and all occasions to be honest,
hardworking, giving his undivided loyalty and shall not insubordinate or
brings in to conflict his duties to the Company in favour of his private
interest.
iii. Employee shall conduct himself at all times so as not to bring the Company
or himself into disrepute as stipulate herein contained.
iv. Employee shall obey and comply with all the lawful instructions, orders and
directions given by the Management and faithfully observe all the policies,
standard operation procedures, practices, arrangements, rules and
regulations of the Company for the time being in force.
v. Employee shall not commit any serious or persistent breach of any of the
terms contained herein.
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Section F • Code of Conduct
3. EMPLOYEE PERSONAL CONDUCT – Cont’d
3.3 Working with Colleagues
It is in the interest of both the Company and Employee that Employee should work
in harmony and close cooperation with each other. No department can consider
itself independent or more important than others. Objectively rather than
personal attitudes and differences should be the basis on which decisions are
made and actions taken in respect of business transactions.
3.4 Attire
Employee must be properly attired at all times while in the Factory.
• Production:
i. Dress Code
a. Employee must be on full uniform distributed by EHS Department.
No other alternative of uniform is allowed.
b. Uniform must be clean, tidy and worn as per EHS requirements
c. Uniform shall not be worn for any other purposes.
d. Female workers are prohibited to wear skirt and high heel.
e. Employee is prohibited to wear short pants.
f. Safety shoe and other PPEs are compulsory at all times at the
Production area.
ii. Accessories
a. Employee is not advisable to wear too many accessories for
personal safety and security reasons.
b. No fancy accessories are allowed while on duty i.e. big bangles,
swing earing, etc.
c. Scarves for female Muslim Employee must be tied up properly and
the selection of the colour must be appropriate.
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Section F • Code of Conduct
3. EMPLOYEE PERSONAL CONDUCT – Cont’d
3.4 Attire
• Office / Administration
ii. Dress Code
a. Employee who is provided with uniform by HRAD must be on full
uniform. No other alternatives of uniform are allowed.
b. Uniform must be clean, tidy, not crumbled and tucked in at all times
for male Employee.
c. Uniform shall not be worn for any other purpose.
d. Female Employee is prohibited to wear skirt and high heel.
e. Employee is prohibited to wear short pants.
f. Employee is prohibited to wear tee shirt, jeans, short pants and skirt.
g. The Company jacket is a must while entering the Production floor.
iii. Accessories
a. Employee is not advisable to wear too many accessories for
personal safety and security reasons.
b. Scarves for female Muslim Employee must be tied up properly and
the selection of the colour must be appropriate.
3.5 Grooming and Personal Appearance
i. Hair
Hair should be clean, combed, and neatly trimmed or arranged. Unkempt
hair is not permitted. Sideburns, mustaches, and beards should be neatly
trimmed. For safety reason, female employee is compulsory to tie her hair
neatly.
Hair dye for Employee should be limited to appropriate colours and it must
be reflected the professionalism and image as an Employee of the Company.
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Section F • Code of Conduct
3. EMPLOYEE PERSONAL CONDUCT – Cont’d
3.5 Grooming and Personal Appearance
ii. Make-up
Make-up must be professional and conservative.
iii. Nails
Nails should be clean and conservatively manicured for safety and hygiene
purpose.
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SECTION G
DISCIPLINARY
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Section G • Disciplinary
DISCIPLINARY OFFENCES
The Company views certain acts by Employee very seriously because these could jeopardize the
Company’s image, create discord amongst Employees, and/or endanger Employee’s interests.
The misconduct stipulated herein provides examples of offence that classified in eight (8) main
types of offence and each offence will be dealt according to its nature either is minor, major or
serious misconduct.
A Zero Tolerance
1. Being found guilty of drug addiction or as drug pusher. - Serious
2. Consuming and / or in possession drug or narcotics within the - Serious
Factory.
3. Riotous or disordering or quarrelling or fighting anywhere within - Serious
or outside the Factory.
4. Consuming and / or in possession of alcoholic beverage within the - Serious
Factory.
5. Found drunk or under the influence of alcohol while on duty. - Serious
6. Engaging / possessing in any form of gambling or card playing - Serious
whether for money or not within the Factory at all times.
B Attendance
1. Loitering and / or lingering within or adjacent to the Factory - Minor
during working hours.
2. Leaving the place of work without prior approval. - Minor
3. Not observing working hours. - Minor
4. Not observing break hours. - Minor
5. Reporting late for work without valid cause(s). - Minor
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Section G • Disciplinary
DISCIPLINARY OFFENCES – Cont’d
B Attendance
6. Ceasing work before the schedule finishing time without prior - Minor
approval.
7. Failure to inform superior or HRAD of sick leave, lateness or - Minor
emergency leave before break hour of the same day.
8. Absent without prior permission or without valid cause. - Major
9. Malingering during working hours within the Factory. - Major
10. Changing shift without prior permission. - Major
11. Violate or failure to observe Duty Roster. - Major
C Working Attitude and Personal Behavior
1. Loitering and / or lingering in the office or production floor after - Minor
working hours without valid cause. Minor
Minor
2. Entering another department or section in the Company for - Minor
unofficial matter(s). Minor
Minor
3. Allowing other departments or sections’ Employee to enter or stay - Minor
on his department or section without prior approval. Minor
4. Interfering with other Employees’ work during working or non- -
working hours.
5. Not wearing Employee ID card at all times while in the Office. -
6. Fail to show Employee ID card upon request within the Factory. -
7. Appearing untidy for work or failure to observe Company’s Attire -
policy.
8. Improper use of washroom or pantry / canteen / gym room / -
dancing room and other sport and recreation facilities or
equipment.
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Section G • Disciplinary
DISCIPLINARY OFFENCES – Cont’d
C Working Attitude and Personal Behavior
9. Using of Company’s stationeries for private purpose(s) such as - Minor
Company letter head, envelop, diary, planner, writing utensil,
paper, walkie-talkie, shredder machine, laminate film, etc.
10. Using and / or accessing Company’s IT facilities such as computer, - Minor
telephone, printer, scanner, fax machine, Photostat machine, Wi-
Fi, internet, etc., for private purpose.
11. Eating and / or drinking during working hours at Production area. - Minor
12. Consuming heavy meal during working hours in the office. - Minor
13. Reading newspaper, magazine, story book, electronic book or any - Minor
reading materials including electronic material during working
hours.
14. Urinating anywhere around the Factory and not in the washroom - Minor
provided.
15. Spitting within the Factory. - Minor
16. Altering, defacing or moving any memorandum, notice on Notice - Minor
Board without approval.
17. Distribution of pictures, literatures, leaflets or posting notices - Minor
within the Company without prior approval.
18. Taking photograph at the Factory without prior approval. - Minor
19. Bringing immediate family member(s), friend(s) or relative(s) to the - Minor
Factory without prior approval.
20. Entertaining private visitor(s) at the Factory without prior approval. - Minor
21. Deliberately damaging, defacing or misusing of Company’s - Major
property, material, machine, IT tool or equipment.
22. Deliberately damaging of other employees’ property within or - Major
outside the Factory.
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Section G • Disciplinary
DISCIPLINARY OFFENCES – Cont’d
C Working Attitude and Personal Behavior
23. Unauthorized use of Company’s property, equipment, tools, etc. - Major
24. Driving Company’s vehicles such as car, bus, lorry, motorcycle, - Major
bicycle, tricycle, crucible truck, Terberg, forklifts, prime mover and
other operational vehicles without prior authority from the
Management.
25. Operating of Company’s machinery such as overhead crane, Pot - Major
Tendering Machine, excavator, jaw crusher, etc. without prior
authority from the Management.
26. Not taking proper care of equipment, tools, uniform, etc. entrusted - Major
to him.
27. Deliberate rough handling of Company’s machines, equipment, - Major
vehicles, tools, etc.
28. Entering or leaving Factory through any entrance other than the - Major
designated entrance.
29. Holding meeting or gathering inside the Factory without prior - Major
approval.
30. Wilful failure to report immediately to superior of any defect which - Major
Employee may notice in any equipment, machine, tool, etc.
31. Wilfully not to report of any defect or occurrence which Employee - Major
may notice or which might endanger himself or any other person
or which might result in damage to the Company’s or any persons’
property or life within the Factory.
32. Deliberately going to other doctors to obtain medical leave when - Major
such leave is refused by the Company’s panel doctor.
33. Being rude or using abusive language to superior or subordinate or - Major
fellow employees.
34. Wilful insult of superior or subordinate or fellow employees. - Major
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Section G • Disciplinary
DISCIPLINARY OFFENCES – Cont’d
C Working Attitude and Personal Behavior
35. Writing frivolous or offensive notes or memos or letters to - Major
Management or superior or subordinate or fellow employees.
36. Spreading malicious lies, rumours or gossiping within the Factory - Major
or via social media.
37. Knowingly making false statement. - Major
38. Provoking another party causing inharmonious environment at the - Major
workplace.
39. Reveal, disclose and divulge any information concerning - Major
Employee’s remuneration and benefit information to any other
employees or persons without the prior consent of the Company.
40. Engaging in any form of business ventures within the Company or - Major
outside which is directly or indirectly in conflict with the business
of the Company.
41. Defacing or failing to register attendance and deliberately register - Major
attendance on behalf of other Employees or allowing others to
register attendance.
42. Refusal or failure to undergo any medical treatment or medical - Major
check-up provided by the Company for addiction of any kind or
form of illness / injury.
43. Refusal or failure to attend any court cases under the Law or - Major
Domestic Inquiry as Company’s witness or representative.
44. Refusal to accept any communication served either in accordance - Major
with the Law, codes, policies, rules and regulations, etc.
45. Failure to report any infectious or contagious disease to the - Major
Company.
46 Any material misstatement made on documents or information - Major
given to the Company.
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Section G • Disciplinary
DISCIPLINARY OFFENCES – Cont’d
C Working Attitude and Personal Behavior
47. Any immoral, illegal or unhygienic act on or within the Factory. - Major
48. Inciting or aiding other employees to commit any offence listed - Major
herein.
49 Refusal or failure to attend training or seminar or workshop or - Serious
team building or conference or briefing, etc. arranged and
nominated by the Company.
50. Misappropriation of Company’s fund. - Serious
51. Collecting money within the Factory without prior approval from - Serious
HRAD.
52. Personal money lending or borrowing involving interest charge in - Serious
the Factory.
53. Selling or advertising non-Company products within the Factory to - Serious
superiors, subordinates, fellow employees, suppliers, customers,
contractors or any other party.
54. Violence or abusing or assaulting or threatening or intimidating or - Serious
sexual harassing to superior or subordinate or fellow employees
within or outside the Factory.
55. Conduct within or out of the Factory which is likely to endanger the - Serious
life or safety of any persons.
56. Stealing or attempting to steal or remove or smuggle Company’s or - Serious
other employees’ belongings.
57. Failure to give reasonable or satisfactory explanation for the - Serious
presence of the Company’s property or product(s) found in the
employee’s vehicle or in the Employee’s personal articles or in the
Employee’s possession.
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Section G • Disciplinary
DISCIPLINARY OFFENCES – Cont’d
C Working Attitude and Personal Behavior
58. Passing on secret or confidential records or information concerning - Serious
the Company and its operation to any other public or private
individual or organization or other employees without the
Company’s prior written approval.
59. Spreading false or unpleasant information of the Company among - Serious
employees or outsiders.
60. Making public statement in respect of the Company’s affairs - Serious
without the permission from the Top Management.
61. Unauthorized liaison with the Press or Media about the Company. - Serious
62. Engaging in any form of industrial espionage. - Serious
63. Accepting or giving any bribery or illegal gratification in any form. - Serious
64. Possession of any lethal weapons within the Factory. - Serious
65. Conviction and imprisonment for any criminal offences. - Serious
66. Taking part in anti-government activities or activities against the - Serious
Company.
67. Forging or defacing medical certificates or other documents with - Serious
the intention of defrauding the Company.
68. Refusal or failure to give fullest cooperation to inspection or - Serious
enforcement authority at all times and all manners.
D EHS - Minor
1. Not keeping Factory or surrounding areas clean.
2. Not keeping machine and / or workplace clean and tidy. - Minor
Major
3. Sleeping whilst on duty or at the workplace. - Major
4. Smoking whilst on duty, at the workplace, production floor or -
other prohibited areas.
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Employee Handbook
Section G • Disciplinary
D EHS
5. Failure to observe Safety rules or other safety equipment as - Major
stipulated in the EHS Handbook and/or Manual.
E Negligence of Work
1. Carelessness in the use of the Company’s facilities or utilities. - Minor
Major
2. Gross inefficiency and negligence resulting in the damage or lost -
of the Company’s property and subsequently resulting in
financial loss.
3. Habitual or substantial negligence of duty. - Major
F Work Performance
1. Failure to obey lawful and reasonable instructions connected - Major
with work.
2. Any action contrary and prejudicial to the Company’s operating - Major
procedures or undertakings.
3. Inefficiency or insufficient contribution to achieve a normal - Major
output as fixed in accordance with the applicable work standard
or job description.
G Insubordination
1. Wilful subordination or disobedience whether alone or in - Major
combination with others, to any lawful and reasonable order and
instruction of a superior of the Company.
2. Withholding overtime at any time to bring pressure to - Major
Management.
3. Wilfully slowing down the work or inciting others to do so. - Major
Serious
4. Participating in or inciting any unlawful strike, abetting or -
picketing. Serious
5. Instigating industrial action among the employees against the -
Company.
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Section G • Disciplinary
DISCIPLINARY OFFENCES – Cont’d
6. Participating in any unlawful act or entering in any relationship - Serious
that will adversely affect the public image of the Company and its
employees.
H Company Policies, Rules and Regulations
1. Failure to observe Hostel rules and regulations. - Major
2. Failure to observe IT policies. - Major
3. Breach of any Company orders or any Law applicable to the - Major
establishment of policies, rules and regulations made
thereunder.
4. Any other acts that may be considered as misconduct or is - To be reviewed in
against the Company’s rules and regulations. case-to-case basis
The above examples of misconduct should not be regarded as exhaustive.
1 DISCIPLINARY ACTIONS
1.1 The Company policy indicates that all disciplinary actions taken should be
corrective and not punitive. One of the followings may be taken as disciplinary
action against Employee who is guilty of the offence after due inquiry:
i. Verbal Warning
• Verbal Warning shall be served as an advice to Employee to correct of
his conduct.
• Verbal Warning is given in proper written record.
• Maximum three (3) verbal warnings for the similar nature of misconduct
will be given to Employee during his employment.
• Employee receives of Verbal Warning is not required to reply.
• No punishment will be imposed.
• Appeal for Verbal Warning will not be considered by the Management.
100 As of 1 April 2017
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