SG+Employee+Handbook_v5 (1)

Coca-Cola Singapore Beverages Pte Ltd
Employee Handbook

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Coca-Cola Singapore Beverages Pte Ltd
Employee Handbook

<Welcome message by Barry, CEO>

Welcome to Coca-Cola!

As a new employee, you are joining the team that has made this Company a
market leader and an employer of choice. We wish you success in your new
job, and we hope that you quickly feel at home. At Coca-Cola, every position is
important. We hope you will immediately connect with our growth behaviors and core
values of people, learning, partnerships, relationships, sustainability and stewardship.
Your commitment to these values is critical for our mutual success in building a
profitable and sustainable business for the future.

To ensure the Company’s success in accomplishing its mission, this handbook has been
prepared to provide you with a basic understanding of the Company’s mission, vision, policies

and your responsibilities as an employee. It was prepared to make you aware of what you can
expect from the Company – and what the Company will expect from you.

We hope your experience here will be both challenging and enjoyable. This handbook should not be
construed as an employment contract or an agreement for employment for any specified period of
time. The information we have included in this handbook is necessarily brief and may be subject to
change, and all rules and policies from which this handbook is derived can be found with the Human
Resources Department. If any information contained in this handbook conflicts with and any of the
above, those rules and policies take precedence over the information provided in this handbook.

Any questions regarding the content of this handbook or Company policies
should be addressed through your supervisor or to Human Resources Department.

Our employees who are part of a collective agreement should refer to their
respective collective bargaining agreement for the specific provisions and benefits
that accrue to them.

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Employee Handbook

<Welcome message by Gaurav, HR
Director>

Welcome to the Coca-Cola family!

We proudly call ourselves a family because employees at Coca-Cola, like
any family, share a commitment to growth behaviors and a common set of
values.

As an employee, you will continuously see that we as a Company, value people,
learning, partnerships, relationships, sustainability and stewardship. These are not
just terms to us. They offer direction and help us prioritize as we strive to be known
and admired for our inclusive culture, and we consider the complex yet rewarding
mission of transforming the lives of our employees, and the customers and communities
we serve.

We are glad you have decided to join us on that mission, and we look forward to your
contributions as we achieve those goals together.

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TABLE OF CONTENT

NO DETAILS PAGE

1 FOREWORD 6

2 HISTORY 7

3 EMPLOYMENT AND TERMINATION OF SERVICE

- Probation and Confirmation 8

- Termination of Service 8

- Re-employment 9

- Retirement 10

- Employee Recognition Award 10

- Discipline 14

- Dismissal 15

- Payment of Salary and Annual Wage Settlement (AWS) 15

- Last Day on Payroll 15

4 ATTENDANCE AT WORK

- Official Hours of Work 15

- Public Holidays 15

- Rest Days 16

- Non-Working Days 16

5 ANNUAL LEAVE AND OTHER ABSENCES

- Annual Leave 16

- Family Care Leave 17

- Gift for Newborn and Wreath for Deceased Family Members 18

- National Service Leave 18

- Examination Leave 18

- Back to School Program 19

- Unpaid Leave 20

6 MEDICAL LEAVE

- Outpatient Sick Leave 21

- Hospitalisation Leave 21

- Prolonged Illness Leave 21

7 PARENTHOOD BENEFITS

- Maternity Leave 22

- Childcare Leave 22

- Paternity Leave 23

- Shared Parental Leave 23

- Extended Childcare Leave 23

- Unpaid Infant Care Leave 24

8 COMPENSATION AND BENEFITS

- Salary Payment 24

- Performance Bonus 24

- Allowances and Other Benefits 24

- Business Related Travel 29

- Claims and Reimbursement 33

9 MEDICAL BENEFITS

- Medical Benefits (GP & Specialist) 33

- Medical Benefits (Hospitalisation & Surgery) 35

- Separation Period – “Any One Disability” 36

- Hospitalisation due to Miscarriage 36

- Dental Outpatient Benefit 36

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- Insurance Coverage for Dependants 36
- Medical Examination (Health Screening) 37
- Tuberculosis Examination 37
- Hepatitis B Inoculation 37
10 GROUP TERM LIFE AND ACCIDENT INSURANCE
- The Policy Cover 38
- Compensation for Permanent and Total Disability 38
- Permanent Partial Disability 38
- Group Dread Disease (Critical Illness) 38
11 GENERAL OPERATING POLICY
- Office Facilities 38
- IT Systems: Email & Internet Policy 39
- Software Compliance 39
- Personal Data Protection Act 2010 (PDPA) 40
- TCCC Social Media Guidelines 41
- Whistle-Blower Protection Act 2010 (WPA) 41
- Grievance Procedure 41
12 APPENDIXES
APPENDIX 1: CODE OF BUSINESS CONDUCT (“CODE”) 42
APPENDIX 2: TCCC SOCIAL MEDIA GUIDELINES 46
APPENDIX 3: DRUG AND ALCOHOL POLICY 48
APPENDIX 4: WORKPLACE RIGHT POLICY 50
APPENDIX 5: GRIEVANCE PROCEDURE 52
13 FORMS
OPTION FORM 54
GROUP MEDICAL CLAIM FORM 55
DENTAL CLAIM FORM 60
HEALTH DECLARATION FORM 62
GROUP HOSPITAL & SURGICAL INSURANCE DEPENDANTS 64
FORM
14 ACKNOWLEDGEMENT OF RECEIPT AND UNDERSTANDING 65

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WELCOME TO COCA-COLA SINGAPORE BEVERAGES PTE LTD

1.FOREWORD

This Handbook is to acquaint permanent Executives with the basic policies, benefits,
practices and procedures governing their employment. It serves to provide a better
understanding for new and existing executives of what they can expect of the Company and
what the Company expects of them.

It covers the general terms and conditions of service, benefits, rules and regulations
governing employees employed under Coca-Cola Singapore Beverages Pte Ltd.

As in any handbook, this Handbook cannot cover every possible situation and therefore, for
doubts on individual situations not covered, employees should refer to their immediate
superiors, department heads or the Human Resources department for clarification.

Any question concerning interpretation or application of the policy statements and provisions
contained in this Handbook, or falling outside its scope, should be referred to the Human
Resources department for clarification and advice.

In the event of a conflict between the terms of this Handbook and that of the letter of
appointment, the terms of the said letter shall prevail.

The Company will review the contents of this Handbook from time to time as and when
necessary and reserves the right to amend and update changes to this Handbook where
appropriate at its sole discretion.

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OUR ORGANISATION

2.HISTORY

Dr John S Pemberton invented Coca-Cola on 8th May 1886 in Atlanta, Georgia. Dr
Pemberton tried it out on customers at his local chemist, Jacobs' Pharmacy, where it proved
so popular it immediately went on sale at five cents a glass.

It was Dr Pemberton's friend and business partner, Frank M Robinson, who came up with
the name Coca-Cola. He wrote it out by hand in the Spencerian script that we still use as
our logo.

The secret formula and brand was bought in 1889 by Asa Griggs Candler, who incorporated
The Coca-Cola Company three years later. On 5 September 1919, a consortium of
businessmen led by Ernest Woodruff, Robert W. Woodruff's father, purchased The Coca-
Cola Company for $25 million and it went on the New York stock market.

Coca-Cola was first distributed in Singapore in 1936.

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TERMS OF EMPLOYMENT

3.EMPLOYMENT AND TERMINATION OF SERVICE

Probation and Confirmation

All new Executives will undergo a probationary period of up to six (6) months.

The probation period is to let the immediate supervisor assess the suitability of the
employee for continued employment after the probation period. An assessment based on
the employee’s performance and behaviour during the probation period will be conducted.
Assessment can be made via success factor system link below
https://performancemanager10.successfactors.com/login?company=C0014362348P#/login

The immediate supervisor of the new employee should ensure that the employee is
thoroughly oriented, clear targets are set and feedback and review of performance is
conducted regularly in an open manner. Goal setting or IDP can be done via success factor
system via above link.

It is also an opportunity for the employee to decide whether he/she wishes to continue
employment with the Company, as confirmation would entail a longer notice period.

The probation period may be shortened or extended depending on the performance of the
employee. If the probation is to be extended the employee will be informed of the extension
before the end of the probation period.

When confirmation is due, the immediate supervisor is required to conduct a confirmation
performance review and the decision to confirm or otherwise requires the endorsement of
the Functional Head. Confirmation can be done via success factor system using above
success factor link.

The Company will issue a letter of confirmation if the employee is to be confirmed in service.

Termination of Service

Resignation

Resignation should be tendered in writing to the supervisor, copied to the Human Resources
Department.

Notice Period

The notice period is for the Company to ensure business continuity where the employee
initiates the termination, and for the employee to have some time to make alternative
arrangements where the Company initiates the termination.

Either party may terminate the employment by giving the contractually required notice in
writing to the other. The notice period for each employee category is as follows, unless
otherwise specified in the employee’s contract:

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Job Level / Category Notice Period
Executives on probation 1 month
Confirmed Executives (EX05 & EX06) 1 month
Confirmed Executives (EX07 to EX13) 2 months
Confirmed Executives (EX14 & above) 3 months

Annual Leave

An employee who has resigned can use his/her annual leave to offset or shorten the notice
period subject to the supervisor’s approval.

Any unutilised annual leave can also be encashed on completion of the required notice
period served. This is subject to the supervisor’s approval.

Other Leaves

Maternity Leave and In-Camp Training Leave during notice period will not be counted
towards notice period. The last day on payroll can be extended by the number of days taken
for maternity leave or national service leave.

Child Care leave may be taken subject to the operational and business needs and
requirements, and approval by the supervisor. Unused Child Care leave shall not be
encashed.

The Company reserves the right to place an employee on garden leave upon his/her
tendering of notice of resignation.

Re-Employment

A former employee who has resigned from the service of the Company may at the discretion
of the Company be considered for re-employment on a fresh employment basis only if
he/she is qualified for a job vacancy and if the work performance history and reasons for
resignation are satisfactory and acceptable and he/she meets the pre-employment
requirements.

A former employee who was terminated due to disciplinary or performance grounds or who
has had disciplinary issues such as leave of absence without approval (abscondment), or
was issued with warning letters, etc., will not be considered for re-employment.

The Company may at its sole discretion, re-employ an employee upon retirement on a
contract basis on new terms and conditions.

Unless otherwise expressly agreed in writing, any offer of re-employment whether post
retirement or otherwise, shall be on fresh terms with no continuity of service and any
previous service with the Company will not count towards any entitlement e.g. sick leave,
annual leave etc.

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Retirement

The retirement age will be in accordance with the prevailing provisions of the law. The
current retirement age is sixty-two (62) years. An employee shall retire at the end of the
month in which he reaches sixty-two (62) years of age.

An eligible employee will be offered re-employment on a fresh contract upon retirement up
to age sixty-eight (68) years.

Employee Recognition Award

Objective

The intention of SIMA Employee Recognition Award is to recognize employee’s exemplary
behaviours in emulating new Leadership characteristics with a distinct growth mindset.

Types of Award & Mechanism

Award Types General Attributes & Merits Frequency Reward*
(SGD)

The Role Model Being resourceful, optimistic and make good Monthly 20
decisions with a growth mindset.

Set The Agenda Establish vision, adopt best practices and Monthly 20
courageously agree to disagree.

Help People Be Develop others by being a coach and Monthly 20
Their Best motivator to perform their best.
Selves

Top Participating The division which has the most participation Quarterly 170

Division rate on quarterly basis.

*Reward refers to cash voucher.

Terms & Conditions

• The award nomination is open to all permanent staff of Coca-Cola Beverages Pte
Ltd.

• Nomination will be on monthly basis. Cut off date for submission is on 20th of each
month.

• Submission will be subjected to Head of Division’s approval. Nomination submitted
by Head of Division will be subjected to one level up’s approval. Once approved, the
recipient will be notified by HR Team by 5th of subsequent month.

• Recommender may complete their nomination by filling up the following e-form:
https://bit.ly/SIMAAWARDS

• Top Participating Division will be announced via Townhall/Business Updates on
quarterly basis.

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Nomination Criteria

Nomination of employee will be done based on following attributes and merits, aligned with
Leadership & Growth Mindset. The nomination submitted will be subjected to Head of
Division’s approval. Nomination submitted by Head of Division will be subjected to one level
up’s approval.

Award Types Definition Behaviours We Focus On

Be The Role The ability to Live & Breathe The Growth Mindset
Model lead, make good • Believe in unlimited capacity for growth and
decisions, stay
optimistic, never stop learning (Curious)
resourceful and • Make things happen (Empowered)
maintain good • Being inclusive, value and trust each other’s
self-care.
(Inclusive)
• Focus on progress and power of iteration to

create better outcomes (Agile)
• Spend time reflecting on your leadership: be

open to feedback, genuinely listen, introspect
and act on it. Embrace debate without becoming
defensive. Hold yourself to a higher standard.

Build An Environment Of Trust And Safety
• Assume positive intent in everyone. Create an

environment where it’s okay for someone to be
imperfect.
• Be approachable and empathic-understand the
power of your words.
• Encourage people to take smart risks and have
their backs if they fail. Help them learn and make
it better next time.

Seek The Right Outcome, Not The Comfortable
One
• Be courageous. Make the tough decision

required for long-term, sustainable growth.
• Speak up and help the business make informed

choices.
• Channel your energy into positive momentum for

progress. Don’t let bottlenecks, bureaucracy, or
failure stop you.
• Help people make effective decisions without
delay.

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Award Types Definition Behaviours We Focus On
Set The Agenda
The ability to Dream Big And Establish A Compelling Vision
create sense of • Set a bold vision and high expectations. Think
clarity and focus
on works that both future back and present forward. Help co-
matter most. create the future destination with an ambitious
plan to get there.
• Provide clarity and shared understanding:
actively communicate the vision and
expectations. Simplify complexity for your team.
• Hold yourself accountable for providing feedback
on the good and the bad. Actively course correct
when things aren’t working.

Bring The Outside In, Shamelessly Borrow And
Reapply
• Bring the outside in by staying connected to the

world and the trends happening around you.
• Don’t reinvent the wheel - borrow great ideas

from anywhere make them better. Actively share
insights, solutions, and outcomes to reduce
rework and learn from each other.
• Don’t let hierarchies and functions stand between
you and success.

Help People Be The ability to Disagree And Commit
Their Best encourage • Leave your ego at the door. Have the courage to
Selves leaning, create
opportunities express your point of view and encourage others
and health to do the same.
habits, • Ensure that all points of view and facts are
celebrating surfaced too make better quality decisions.
success along • Commit to a unified course of action and help the
the way. team move ahead with speed; make it about
progress.
Build And Develop Talent
• Build diverse teams for today and the future
• Develop people who challenge you and
complement the team’s strengths and gaps.
• Actively work on understanding what your team
needs to grow.
• Focus your energy on helping people succeed
and empower them to reach their potential.

Serve As A Coach And A Connector
• Listen more and talk less

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• Ask questions to raise awareness and
accountability, enabling those who are struggling
to be more successful.

• Help people build on their strengths.
• Be a mentor and/or sponsor.
• Collaborate around the work, connect with

people, and share information.
• Look beyond conventional teams to deliver

solutions through a network.

Make Your Passion Irresistible
• Create an environment where people can thrive.
• Encourage learning from experience.
• Manage your energy and your time. Bring your

authentic self to work.
• Generate positive energy and encourage others

to do the same.
• Give credit to others; celebrate progress and

wins.
• Recognize the failures will bring disappointment,

and your role is to help people learn, get up, and
get started again.

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Discipline

Good discipline produces results and is an absolute necessity in any organization to enable
the Company to perform effectively and to meet its objectives.

The Company shall take disciplinary action against any employee who commits any
misconduct or who breaches the Terms and Conditions set out in the Company’s rules and
regulations and/or who commits any other acts of indiscipline.

The followings are some examples of minor and major misconduct. These examples are not
final and are not intended to be a comprehensive list of types of misconduct:-

a) Minor Misconduct includes but are not limited to:
• Tardiness
• Absent without valid cause or permission
• Leaving workplace without permission
• Failure to wear uniform or proper attire
• Not taking proper care of company’s tools/equipment
• Careless/improper use of common facilities
• Horse playing during working hours
• Refusal to co-operate with fellow colleagues

b) Major Misconduct includes but are not limited to:
• Willful insubordination
• Refusal to accept any communication served
• Failure to observe EOSHS rules,
• Unauthorized use of Company vehicle, equipment or appliances
• Negligence of duties
• Sleeping during working hours
• Smoking on Company premises (except in designated smoking area/s).

c) Serious Misconduct includes but are not limited to:
• Committing immoral act in Company premise
• Theft, fraud or dishonesty (including attempted)
• Fighting or disorderly behavior
• Gambling in any form
• Gross negligence in discharging duties
• Willful damage or loss of Company property
• Bringing alcohol and/or drugs into the Company premises.
• Being under the influence of alcohol and/or drugs while on duty
• Act of sabotage
• Soliciting, taking or giving bribes
• Forging or defacing medical certificates or other documents to defraud the
Company

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• Storing or downloading or forwarding pornographic or offensive materials

Dismissal

The Company retains the right to dismiss an employee without notice on grounds of
misconduct inconsistent with the fulfilment of the expressed or implied conditions of his
service.

Payment of Salary and Annual Wage Settlement (AWS)

Upon termination of service, an employee will be paid salary up to the official last working
day and proportionate annual wage settlement (AWS) up to the last day of service provided
that the employee has been confirmed in appointment.

In cases of dismissal without notice due to misconduct, proportionate contractual bonus will
not be paid and unutilised leave will not be encashed.

Last Day on Payroll

The last official working day of service (not necessarily last physical day) will be the
employee's last day on payroll. All employment benefits will cease on the last day on payroll.
All Company assets, in the possession of the resigning employee must be returned to the
Human Resources Business Partner on or before the last day of service.

4.ATTENDANCE AT WORK

Official Hours of Work

The Company observes a five (5)-days workweek.

Under the Flexible Work Arrangement adopted by Coca-Cola Singapore Beverages,
Executives can schedule their working time to suit their work and personal commitments so
long as they schedule their start and end time by at least 8.5-hour time band.

Executives can also choose to work flexi-place, subject to supervisor’s approval. Working
hours shall be deemed to commence in accordance with the employee's work schedule from
the time the employee reports to his/her place of work and to terminate at the time he/she
leaves his/her place of work, exclusive of the lunch break.

From time to time, employees may also be required to work beyond the official hours to fulfil
exigency requirements of the Company.

Public Holidays

All employees will be entitled to paid public holidays in accordance to Singapore gazetted
public holidays.

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Entitlement

Employees are entitled to his/her gross rate of pay on a public holiday, if:

• He/she was not absent on the working day immediately before or after a holiday without
consent or a reasonable excuse.

• He/she are on authorised leave (e.g. sick leave, annual leave, unpaid leave) on the day
immediately before or after a holiday.

If the holiday falls on a rest day, the next working day will be a paid holiday. If the holiday
falls on a non-working day or off day, an employee shall be entitled to a day off in lieu
provided the Company does not declare a day off to substitute the public holiday.

Work on a public holiday
**Executives (EX05 & EX06) who work minimum of four (4) hours on a Public Holiday shall
be paid allowance of $120.00 per occasion.

**Executives (EX07 and above) who are required to work on a public holiday shall be
granted:
• Four (4) hours off on a working day for working four (4) hours or less, or
• A full day off on a working day for working more than four (4) hours.

Rest Days

Sunday will be the rest day.

Work on a rest day
**Executive (EX05 & EX06) who perform a minimum of four (4) hours work shall be paid an
allowance of $120.00 per occasion. **Executives (EX07 and above) who are required to
work on a rest day shall be granted:
• Four (4) hours off on a working day for working four (4) hours or less, or
• A full day off on a working day for working more than four (4) hours.

Non-Working Days

**Executive (EX05 & EX06) who perform a minimum of four (4) hours shall be paid an
allowance of $54.00 per occasion. **Executive (EX05 & EX06) who perform a minimum of
eight (8) hours shall be paid an allowance of $96.00 per occasion.

**Executive refers to Employee at Executive level and not covered under Part IV of
Employment Act.

5.ANNUAL LEAVE AND OTHER ABSENCES

Annual Leave

An employee who has been in the Company’s service for more than three (3) months is
entitled to annual leave as follows:

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Years of Service Annual Leave Entitlement
Up to 14 years of service 21 working days
15 years of service & above 24 working days

The annual leave period is from 1st January to 31st December of every calendar year.

An employee with less than three (3) months’ continuous service with the Company shall not
be entitled to any annual leave upon termination of service.

An eligible employee with less twelve (12) months of continuous service in any calendar
year shall be entitled to annual leave in proportion to the length of service for that year.

Annual leave shall be granted subject to the exigencies of the Company's business.

An employee may carry forward a maximum of seven (7) days of annual leave of the current
year's leave balance to the following year. Leave in excess of seven (7) days carried
forward will automatically be forfeited on January 1 of the following year.

Annual leave shall be taken on a working day or half day basis. For half day annual leave
application, 4.25 hours shall apply applicable only for non-shift and office-based employee.

If an employee falls sick whilst on annual leave, the number of days in which he/she was
certified as unfit for work by the doctor will be treated as sick leave and annual leave is
deferred.

If compassionate leave coincides with any period of annual leave, the employee will be
regarded as being on compassionate leave and those days of annual leave will be deemed
to be deferred.

An employee may be paid at the gross rate of pay in lieu of annual leave in the following
circumstances:

• Resignation
• Retirement
• Early release
• Retrenchment
• Medical board-out

Family Care Leave

An employee who is confirmed in service shall be entitled to paid family care leave of
absence as follows:

Type of Leave Entitlement
Three (3) working days per occasion within a
In the event of death of either spouse,
child, parent, parent-in-law, grandparent, month from the day of death

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Caring for illness of immediate family Two (2) working days per occasion
member in the event of either serious
illness or medical appointment or within Two (2) consecutive working days (taken
one-week post discharge from hospital of within 16 weeks of childbirth)
either spouse, child, parent, parent-in-law,
Three (3) consecutive working days (taken
grandparents, brother or sister within 12 months of first legal marriage)
Paternity Leave for non-Singaporean

babies

Marriage Leave

The total number of days of paid family care leave shall not exceed eight (8) working days
per calendar year and the employee shall be required to furnish satisfactory evidence as
soon as possible to support his/her application for such leave on every occasion.

Immediate family member is confined to employees’ father, mother, grandfather,
grandmother, spouse, children, father-in-law and mother-in-law, brother and sister only.

Family care leave is granted for the purpose of enabling the employee to attend to rites and
obligations at the time of and associated with the event. This presupposes that these take
place either in Singapore, which enables attendance to the personal rites and obligations, or
that the employee has otherwise been able to travel to the physical location to attend to
these obligations personally.

An employee must secure prior approval for such leave where possible or inform his/her
superior at the earliest available opportunity. All such leave should be taken within one (1)
month of the occurrence of the event.

Gift for Newborn and wreath for deceased family members

Reimbursement of gifts on births, employee’s hospitalization and wreaths on deaths of
immediate family members (spouse, child, parent, parent-in-law, grandparents and siblings)
is capped at $100 per occasion per employee. All staff benefits claims pertaining to this
nature are to be approved by Head of Department and Human Resources. Original bills
detailed with staff name and description of the nature of expense must be attached together
with the claim.

National Service Leave

Employees who are NSmen shall be granted leave to serve their national service. They
should notify the Company of their in-camp training as soon as they receive a call-up
notification and submit the relevant make-up claim form to the Ministry of Defence through
the Human Resources Department.

Examination Leave

Examination leave (for Company sponsored programmes only) shall be granted for the first
attempt. For subsequent attempts, the employee will be required to apply for annual leave.

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Back to School Program

Back to School Program applies to part-time educational courses conducted by accredited
Singapore based Institutions and should lead to the award of NITECs, to the employee’s
current job and is pursued on employee’s own time.

Sponsorship

100% of actual direct costs include registration fees, acceptance fees, course fees,
examination fees, student membership fees (if applicable) included in the sponsorship.

Criteria are as follows:

• Minimum one (1) years’ service in the Company
• Depending on employee’s current & pass performance rating to be at least Exceptional

Performed (EP) or Successful Performer (SP)
• Relevancy of the course to business needs
• Supervisor and Manager shall consider all the above criteria during recommendation

and approval of any employee’s application.

Terms and Conditions of Back to School Program

Sponsorship

Eligible employees shall pursue the course at their own time. They will not be provided with
additional time off to attend classes and studying for examinations.

Subject to the Company’s approval, the sponsorship is 100% of the actual direct costs which
include registration fee, course fee, examination fee and administration costs, if applicable.

The sponsorship will not cover additional expenses such as:

• Textbooks, course materials, photocopying, educational aids and transport
• Tutoring and financing costs for tuition loans
• Examination fee for supplementary papers or course fee to retake a

subject/semester/module in the event that the employee fails an examination
• Overseas travel and residency expenses

Employees are expected to complete all examinations and forward a copy of the result slip
and certificate to Human Resources Department upon successful completion of each
semester/ module/ term or course as appropriate.

Successful completion means receiving a Pass grade or better for all required examinations
and fulfilling all other requirements stipulated by the course.

Employees shall refund the Company the full amount of the sponsorship if they fail to
successfully complete the course or withdraw from the program before the completion of the
course for whatever reason.

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Participation in the program is no guarantee of advancement although the Company
endeavors to place employees where their abilities can be utilized most effectively.

The employee shall not divulge any of the Company’s confidential information to any source
during and after the course.

The sponsorship validity is one year, i.e. employee is required to register and commence
studies within the same year the sponsorship is approved, failing which, the sponsorship
shall be withdrawn.

The employee is responsible for his/her registration to the program and commencement of
the studies.

The sponsorship may be terminated by the Company should the employee’s employment
contract be terminated for whatever reason (including resignation by the employee) and the
employee will be liable to reimburse the Company the full amount of the sponsorship.

Examination Time Off

Subject always to the Company’s prevailing HR policies, employees on the Back to School
Program will be eligible for examination time off to sit for examination when the timing of the
examination falls within the working hours of a working day.

Employees shall inform their supervisors in advance of the examination schedule with
supporting documents and seek approval before taking time off.

Training Bond

There will be a one (1) year sponsorship bond with the Company and the bond will take
effect upon completion of the course as stipulated on the final results or transcript.

If the employee breaches the bond, he/she will be liable to reimburse the Company the full
amount of the sponsorship.

All other terms of the employee’s employment contract shall apply accordingly.

Unpaid Leave

The Company may at its discretion grant unpaid leave at the request of an employee and is
subject to conditions that may be imposed by the Company. There shall be no entitlement to
rest days, public holidays, maternity leave and sick leave during a period of unpaid leave. All
payments and benefits due to the employee pursuant to their terms and conditions of
employment shall be suspended during the pendency of any unpaid leave period. Unpaid
leave can be apply by log in to https://pclix100.scaletccs.com:51501/irj/portal

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6.MEDICAL LEAVE

Outpatient Sick Leave

An Executive upon commencement of employment shall be granted paid medical leave of
not more than an aggregate of twenty-one (21) working days in each calendar year if no
hospitalisation is required, on production of a certificate granted by a medical practitioner
registered under the Medical Registration Act Singapore or Dental Registration Act
Singapore.

An Executive who is granted sick leave must inform his/her supervisor as soon as possible,
within forty-eight (48) hours after the leave has been granted. He/she shall submit the
medical certificate to his/her supervisor upon return to work.

Hospitalisation Leave

Paid hospitalisation leave shall be granted to an Executive who has worked for three (3)
months when certified to be necessary by a medical practitioner registered under the
Medical Registration Act Singapore or Dental Registration Act Singapore. The total sick
leave entitlement shall not exceed sixty (60) working days in each calendar year, provided if
the Executive is hospitalised for less than thirty-nine (39) working days in any year, the sick
leave entitlement for that year shall not exceed the total of twenty-one (21) working days.

An employee is deemed to be hospitalised if he/she is certified by a doctor to be in need of
hospitalisation. He/she does not necessarily have to be warded in a hospital.

In the event that the employee has exhausted his/her medical leave entitlement, the excess
medical leave may be offset by his/her annual leave followed by extended no-pay leave for
an agreed period.

The Company may also obtain a medical assessment of the employee's suitability for
continued employment. If he/she is certified unfit for continued employment, the Company
may terminate his/her services.

Prolonged Illness Leave

If an employee is diagnosed by a medical practitioner registered under the Medical
Registration Act Singapore to have contracted a sickness, disease or disability (e.g. cancer,
stroke, tuberculosis etc.) that prevents him/her from being able to work for a prolonged
period, the Company may grant leave of up to six (6) months on full pay followed, if
necessary, by up to six (6) months on half pay and, if further necessary, by up to another six
(6) months on no pay.

At the end of, or during the period of prolong illness leave, the Company may, in
consultation with a medical practitioner registered under the Medical Registration Act
Singapore, evaluate if the employee is able to continue employment at all.

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If the employee is not able to continue employment, the Company may terminate the
employment contract. Any resultant compensation shall be granted at the Company’s
discretion.

7.PARENTHOOD BENEFITS

In the event if there is a change/update in this policy by changes in legislation, the terms
and conditions of the new legislation shall prevail.

Maternity Leave

A female employee who has legally married to the child’s father and has worked with the
Company for a continuous period of at least three (3) months immediately before the birth of
her child shall be entitled to twelve (12) weeks or sixteen (16) weeks of paid maternity leave
for each confinement.

• Non-Singaporean child – Twelve (12) weeks
• Singaporean child – Sixteen (16) weeks

Where possible, the employee must inform the supervisor and the Human Resources
Business Partner at least one (1) week before starting the maternity leave as to allow the
Company to make plans for work arrangements.

Childcare Leave

An employee is eligible to Childcare Leave if:

Attributes Entitlement

• The child is a Singapore citizen.

• The youngest child is below 7 years old. Six (6) days per year of childcare leave
• Employee have worked for the Company

for at least 3 continuous months.

• The child is not a Singapore citizen

• The youngest child is below 7 years old. Two (2) days per year of childcare leave
• Employee have worked for the Company

for at least 3 continuous months.

An employee who has any child (Singapore Citizen) below seven years of age shall be
granted a total of six (6) working days paid childcare leave per calendar year. Regardless of
the number of children, the total childcare leave is capped at six (6) working days per
calendar year.

An employee who has any child (Non-Singapore Citizen) below seven (7) years of age shall
be granted a total of two (2) working days paid childcare leave per calendar year.
Regardless of the number of children, the total childcare leave is capped at two (2) working
days per calendar year.

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An employee who joins the Company during the period January 1st to June 30th shall be
granted a total of six (6) working days paid childcare leave for the year. An employee who
joins the Company during the period July 1st to December 31st shall be granted a total of
three (3) working days paid childcare leave for the year. An employee shall be entitled up to
a maximum of forty-two (42) working days’ (per year till the child reaches seven (7) years of
age * six (6) days) paid childcare leave in respect of any child.

An employee can take his first entitlement of childcare leave either in the calendar year in
which the child is born, or the following calendar year. On the seventh calendar year in
which childcare leave is taken, the child must be below seven years of age on January 1st of
that year.

Any childcare leave not utilised as at December 31st of the year shall be forfeited and cannot
be encashed.

In the event that the employment of an employee who is entitled to childcare leave is
terminated (whether by resignation, termination or dismissal for any other reason) before he
has taken the entitlement of paid childcare leave for the calendar year in question, the
employee shall cease to be entitled to that leave upon the termination of his employment
and shall not be entitled to any payment in lieu thereof.

Paternity Leave

An eligible male employee shall be granted a total of two (2) weeks of paid paternity leave for
all births if he meets the following requirements:

• His child is a Singapore citizen.
• He is or had been lawfully married to the child’s mother between conception and birth.
• He has completed three (3) months’ continuous service with the Company before the

birth of his child.

Shared Parental Leave

An eligible employee may apply to share up to four (4) weeks of his wife’s sixteen (16) weeks
maternity leave subject to her agreement if he meets the following requirements:

• His child is a Singapore citizen.
• His child's mother qualifies for Government-Paid Maternity Leave.
• He is lawfully married to the child's mother.

Extended Childcare Leave

An eligible employee may be entitled to two (2) days of extended childcare leave every year if he/she
meets the following requirements:

• Youngest child is between seven (7) and twelve (12) years old (inclusive).
• Child is a Singapore citizen.

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• He/she has completed three (3) months’ continuous service with the Company

Unpaid Infant Care Leave

An eligible employee may be entitled to six (6) days of unpaid infant care leave every year
regardless of the number of children if he/she meets all the following requirements:

• Child (including legally adopted child or stepchild) is below two (2) years old.
• Child is a Singapore citizen.
• The employee has completed three (3) months’ continuous service with the Company.

8.COMPENSATION AND BENEFITS

Salary Payment

Salary will be paid on or around the 26th of each month.

Annual salary increases will normally be made effective April 1 of each year. The quantum
of increase is discretionary and will depend on the Company and individual’s performance.

In the annual review, the Company may withhold the annual salary increase of an employee
if during the previous twelve (12) months, he/she had been given a warning letter, or in its
assessment, the employee’s work performance is less than satisfactory.

The Company may review any annual salary increase withheld during the penalty period
with a view to its restoration in cases where work performance has improved. In no
circumstances would such a restoration be made retroactive.

Performance Bonus

This is a non-contractual variable bonus plan for eligible permanent employees and is based
on the performance of the Company and the employee. An employee must be a confirmed
employee on March 15 and joined the Company before October 1 to be eligible for
participating in the current plan year. Performance bonus will be pro-rated for any
incomplete year of service and is calculated from date joined the Company until December
31. Payment of performance bonus is at the sole discretion of the Company.

Allowances and Other Benefits

Car Allowance

Executives on grade 11 and below who are in direct sales positions are eligible for a car
allowance of $1,200.00 per month. Only business-related parking and toll charges will be
reimbursed upon submission of the actual receipts.

Executives on grade 12 and above are eligible for a monthly car allowance. Details of the
scheme are found in the letter of appointment.

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Customer Visit Allowance

Executives on job grade 11 and below who are in non-direct sales positions and are
required to call on customers and visit the marketplace on a regular basis to perform part of
their primary responsibilities are eligible for a customer visit allowance of $1,000.00 per
month. The Executive must fulfil the required number of customer calls/market visits per
week/month, to be discussed and agreed with his immediate supervisor in order to be
eligible for the monthly customer visit allowance.

Only business-related parking and toll charges will be reimbursed upon presenting the
actual receipts.

Professional Body Annual Membership Subscription

All Executives are eligible to claim for reimbursement of annual membership subscription fee
(max $700 per subscription year) to one professional body that is relevant to the Executive's
duties.

All applications to join a professional body must be submitted to the respective department
manager with a copy submitted to the Human Resources Business Partner. Thereafter, the
claim for reimbursement of annual membership subscription fee shall be submitted to
Human Resources department for endorsement before submitting to Finance for payment.

Transport Subsidy

This is applicable to employees who are not driving a Company vehicle home daily or not
provided with a Company transport.

Eligible employees can opt to receive the Transport Subsidy or Company Seasonal Parking
Lot for own vehicle in accordance to self-preference. The entitlement for Transport Subsidy
is as follows:

Venue Entitlement

Pasir Panjang $100

Tuas $200

Senoko $200

*This will not apply if an employee opts for Company Paid Seasonal Parking Lot.

Phone Allowance

This is applicable to all permanent full-time executives’ employees from job grade of EX05
to EX11 and depends on the employee’s current role either in Sales, Non-Sales, technical

roles with Coca-Cola Singapore Beverages (CCSB) with effect from 01st April 2011.

Phone policy specifies the fixed monthly allowance limit which will be paid out to each
applicable employee, without presentation of any bills.

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The phone allowance is as follows:

Job Grade Sales Allowance Entitlement (SGD) Technical
150 Non-Sales -
EX11 100 75 -
EX10 – EX09 80 50 -
EX08 – EX07 120 40 60
EX06 – EX05 -

Staff Drinks Options

Employee complete option form to select collection, reimbursement or redeem online. Any
change of options to inform Human Resources Officer before last week of each quarter.
Staff must join on the 1st of the month to be entitled to staff drinks for that month.

Staff Drinks Type Frequency Current Reimbursement
Entitlement Entitlement
Chinese New Year Yearly
Drinks Quarterly 5 cartons canned *WEF 1st January
drinks 2020
Coke Ambassador
Drinks 3 cartons Claim up to
$37.50 drinks
Claim up to

$22.50

For Staff Who Opt for Drinks Collection

Staff Based at Senoko

a. Employees collect staff drinks with gate pass at drink collection point at stipulated
times and quarterly dates.

b. Employees submit the gate pass to security when they are leaving the company with
the drinks, one gate pass per carton of drinks.

c. Employees bring the drinks out of the company on same day.

Terms & Conditions of Gate Pass at Senoko

• No replacement if misplaced by employee(s) or if gate pass(es) expires
• Invalid without company stamp, signature and expiry date
• Not exchangeable for cash
• Illegible or defaced gate pass cannot be redeemed
• The Company reserves the right to replace any of the products which may be

redeemed at their sole discretion without prior notice
• Staff drinks shall only be redeemed by employees

Staff Based at Pasir Panjang or Tuas

• Employee collect staff drinks and acknowledge receipt at the drink collection points
at stipulated times and quarterly dates

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• Employee bring drinks out of company on the same day
• Drinks not collected within stipulated dates shall be forfeited

For Staff Who Opt For Claims Reimbursement

• Employee submit one quarterly receipt (from Fairprice or Giant or Hao Mart) by
timeline and submit to HRO; receipt must be 1.5 months before submission timeline
and show CCSB drinks purchases only.

• Payroll officer credit reimbursements to staff together with monthly payroll.

Department Fun Activities

To make Coca-Cola Singapore Beverages Pte Ltd a fun place to work and to build
employees’ morale and teamwork.

• Maximum $100 per employee per calendar year.
• Funds may be utilized for any activities promoting the above objectives.
• Fund not utilized for the calendar year shall be forfeited.

Example of “Fun Workplace” activities may include the following:

• Activity Agreed by Head Of Departments:
- Monthly birthday celebration activities which commemorate the birthday of each
employee

• Any Other Optional Activities which may include:
- Activities to build teamwork

- Sports/games

If the expenses are paid by employees, the employees or their respective department in
charge shall claim via electronic reimbursement (ER) under Claim Type “Others” and GL
account code 803902.CEL, GL Account Code Description “Department Fun Workplace
Activities” with supporting receipt(s). Respective functional director(s) shall sign off
electronic reimbursement (ER).

The electronic reimbursement form or invoice is routed to Human Resources Manager for
verification and sign off.

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The electronic reimbursement (ER) form or invoice duly signed off by functional Head Of
Department(s) and Human Resources Manager is forwarded to Finance department for
payment.

If the expenses are invoiced by the supplier/vendor, respective functional director(s) shall
sign off invoice for payment processing and update HRO.

Stock Take

The purpose of this policy is to provide a guideline on employees’ entitlement in order for
them to support and complete Stock-take exercise on a non-working day.

The stock take allowance of $50 per day is provided to eligible employee who is performing
stock take activity on non-working day only.

Employee will be entitled to one (1) day replacement leave for each day if employee is
performing stock take activity on no-working day only. This replacement leave must be
utilized by end of the calendar year and does not allow to carry forward to the following year.
Free lunch will be provided during the stock take activities.

Note: Employee is not entitled for any reimbursement related to meal, transport, mileage
and any other claims.

Payroll Section, Human Resources Department will provide Finance Department with the
name list on every quarter and will schedule the stock take.

The person in charge in Finance Department, who leads the stock take exercise, shall
furnish Payroll Section with the name list of executives who participate in the stock take
activities.

Payroll Section, Human Resources Department is responsible to ensure the stock take
allowance and replacement are updated in the system on monthly basis.

BUSINESS RELATED TRAVEL

Policy / Approval

Company policy recognizes any mode of travel on Company business by the employee
provided that the mode of travel is the most direct and meets the job schedule.

Mode of Travel - Singapore

All travel on Company business within Singapore shall, as far as possible, be made by the
most direct, shortest and fastest route.

Travel by Train

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All travel by train shall be reimbursed at cost.

Travel By Own Vehicle

If the employee is required to use his own transport, the employee is entitled to mileage
reimbursement in accordance with the mileage reimbursement rates.

Travel by Taxi

All travel by taxi shall be reimbursed at cost.

Accommodation – Domestic

Policy / Arrangement

Any accommodation selected for the employee should be conveniently located for the
employee to stay overnight on Company business, outside his contracted work location.

Hotel Accommodation

The Company shall meet claims for reimbursements, against receipts of the cost of single
standard hotel accommodation.

The Company has negotiated corporate room rates with different hotels in most major
destinations within the country. The current list of hotels are available with the Human
Resources Department and/or Procurement Department.

All hotel accommodation arrangements shall be made by the Company (at the negotiated
corporate room rates) and shall approved by the respective manager. Direct individual hotel
booking (hotels other than those booked by the Company with the negotiated corporate room
rates) can be considered if:

• The location does not have any Company corporate hotels listed in the hotel list above
• Lower rate as compared to the Company corporate room rates

Meal Reimbursement

Business Meals of Overnight Travel

Reasonable meal expenses while traveling on Company business are reimbursable. When
more that one employee is present at a business meal during business travel, the most
senior level employee should pay and expense the bill.

Business Meal on Non-Overnight Travel

The Company will reimburse an employee for meals purchased during a same day or one
day business trip outside of their normal work city, provided the travel resulted in a longer
than normal work day of at least ten (10) hours.

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Guideline for Business Meals Claim

• Attending Training, Workshops, Events or On-The-Job-Training. The Company will
reimburse the employee as per actual expenses.

• Short Term Assignment, Projects, or Imparting Training. Typically, the duration of such
assignments should not be less than one (1) month. If the duration is less than one (1)
month, below claim capped as follows;

Region Entitlement (per day)
Southeast Asia USD37 / MYR111 / SGD55

All Others USD65

The Company defines a reimbursable business meal as a meal consumed by an employee
and other invited attendees when Company related business is discussed during the meal. A
business meal can also be defined as any meal consumed by the employee while the
employee is traveling on Company business.

Business meal guidelines:

• Meeting should be intentional

- Deliberate with a clear, reasonable, specific business purpose
- Have a pre-established agenda
• Meal expense must be ordinary and necessary
- An ordinary expense is an expense that is common and accepted in the Company’s
course of business
- A necessary expense is one that is appropriate for the business
• Meeting should only be conducted over meal time if the invited attendee’s schedules
provide no other alternative and not for the primary purpose of consuming a meal

Meals for non-business guests are considered personal expenses.
Mode of Travel – Overseas
Booking Arrangement

All arrangements to travel by air on Company business shall be made through the Company
and shall be on Economy Class. All air travel bookings shall be authorized and verified by the
respective managers. All booking arrangements shall be done by the Company.

Category Less than five (5) hours More than five (5) hours
EX15 & Above Business Class Business Class
EX11 – EX14 Economy Class Business Class
EX10 & Below Economy Class Business Class

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Mode of Travel by Air

Employees going on company business trips where the flight is more than 5 hours (actual
airtime) are eligible to be upgraded to Business Class, subject to verification by the Human
Resources Department and approval from the respective manager

Winter Clothing

Employees proceeding overseas to a temperate area for the first time in winter (average day
temperature during the visit below 15° Celsius) on Company business shall be entitled to an
outfit allowance up to maximum of SGD400. This allowance, claimable prior to the departure,
is intended to cover the purchase of basic warm clothing for the overseas trip. The
employee’s eligibility for the same allowance, at the same rate, shall be after a lapse of four
(4) years from the date of last submitted claim or at the absolute discretion of the Company.
To support a claim, employee needs to attach the document proof of the temperature in the
country of visit.

Accommodation – Overseas

Policy / Arrangement

Any accommodation selected for the employee should be conveniently located for the
employee to stay overnight on Company business, outside his home station.

Hotel Accommodation

The Company shall meet claims for reimbursements, against receipts of the cost of single,
standard hotel accommodation.

Preferred Hotel Suppliers

The Company has negotiated preferred rates at certain hotels to provide the best rates to
employees. Employees may check the current hotel list with procurement team.

Extended Hotel Stays/Corporate Apartment

Employees who are on extended travel more than 15 days should evaluate extended stay
hotels and/or corporate apartments to determine the lowest lodging available.

Hotel Fitness Centres

Most Company-preferred hotels include the use of the onsite fitness center in the daily room
rate. If use of the onsite fitness center is not included in the daily room rate, the additional fee
is reimbursable expense. NOT: The use of additional-cost amenities such as a hotel spa is
not reimbursable.

Cancellation Policy

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Travelers are responsible for cancelling unneeded hotel rooms and may contract the travel
agency or the hotel directly. Travelers will be held responsible and will not be reimbursed for
“no show” charges unless there is a legitimate reason for the hotel cancellation that is not
due to employee negligence.

Hotel Guest Award Points

The individual traveller may keep hotel promotion points for their personal benefit.
Participation in a hotel guest award program should not influence hotel selection that would
result incremental cost to the Company beyond the lowest available rate. Any membership
cost associated with a guest award program is not reimbursable by the Company.

Hotel Internet and Telephone Usage

Hotel internet access for business purposes is a reimbursable expanse. Charges for
telephone calls, fax and similar services required for business purpose and calls to home
(reasonable guideline: five (5) minutes per day) is a reimbursable expense.

Laundry

When business travel exceeds three (3) consecutive nights, laundry or dry-cleaning charges
incurred during the trip are reimbursable.

Gratuities

The Company will reimburse reasonable gratuities. Please check local customs for the
appropriate tipping when traveling. Some restaurants and hotels include gratuity in the rate.
Cash Advances and Temporary Travel Advances

Cash advances and temporary travel advances are not permitted.
Claims and Reimbursements

Transport Reimbursement/Mileage Claim

An Executive without car allowance or customer visit allowance, using his personal car on
Company business may claim a mileage reimbursement using Company’s e-

Reimbursement System. The mileage claim allowable is as follow:

Vehicle Type Engine Capacity Mileage Claim Rate
Motor Vehicle Below 1601 cc 50 cts/km
1601 cc & above 70 cts/km
Motorcycle - 20 cts/km

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If an Executive uses a taxi on Company business, taxi fare is fully reimbursable.
Reimbursement should be made using the Company’s e-Reimbursement System.

An Executive may claim mileage reimbursement for travel to attend seminars and training
programmes that are sponsored by the Company as follows:

• Travel from Company to seminar/training venue and back to Company.
• Travel from residence to seminar/training venue or vice-versa where the distance

between residence and seminar/training venue (A) is greater than the distance between
residence and Company (B). In such a case where (A) > (B), the Executive claims the
difference in mileage, i.e. (A) – (B). If (A) is less than (B), there should not be a claim.

Mileage claim is not applicable for attendance at courses that constitute part-time studies on
a regular basis, even if they are sponsored by the Company.

9.MEDICAL BENEFITS
Medical Benefits (GP & Specialist)

Executives, depending on their job categories and any exclusion clauses as per-determined
by the current medical policy, will be reimbursed only eligible expenses stated within the
medical policy. There will be a co-payment of $5.00 for each visit at the clinic, regardless for
consultations or any other services rendered to the Executive, and the balance will be
reimbursed according to the medical policy.

The Company shall grant each Executive an annual co-payment subsidy of $40 at the
beginning of each year, paid through monthly payroll, to help defray the cost of co-payment.
For Executives who join on 1 April onwards, there will be a pro-ration on the co-payment
subsidy.

Details of current medical policy for General Practitioner and Specialist are as follows:

Benefits Limits
Panel GP in his clinic (Including JB clinic)
As charged
Non-Panel GP in government polyclinic $5 co-pay
As charged
Non-Panel GP in his clinic (Max amount per visit) $5 co-pay
Emergency Outpatient Treatment at A&E Department (per
visit per day) $25
Overseas Outpatient Treatment (per visit per day) $5 co-pay

$40
$5 co-pay

$40
$5 co-pay

Consultation & Treatment Limits

Recommended by Panel GP/Specialist referred to by As charged
Panel GP $5 co-pay

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Recommended by Non-Panel GP/Specialist referred to by $200
Non-Panel GP (Max amount per policy year) $5 co-pay
Diagnostic X-ray & Lab-Tests
Recommended by Panel GP or Limits
Specialist referred to by Panel GP
Recommended by Non-Panel GP or As charged
Specialist referred to by Non-Panel GP $5 co-pay
Benefits
Diagnostic MRI and or CT Scan (Max amount per policy $200
year) $5 co-pay

Outpatient Physiotherapy (Max amount per policy year) Limits

Traditional Chinese Physician Visits (per visit per day $800
inclusive of medicine) $5 co-pay

*Subject to a maximum of 10 visits per policy year $500
$5 co-pay

$25
$5 co-pay

Specialist consultation, tests or treatment must be referred or recommended by the panel
GP or Polyclinic.

For submission of claim, an employee will be required to complete a claim form and the duly
completed claim form together with original receipts and referral letter (applicable for
specialist claim only) shall be submitted to Human Resources Department.

Medical Benefits (Hospitalisation & Surgery)

All Executives are covered by the Group Hospitalisation and Surgical Insurance (GHSI)
Policy, 24 hours a day, worldwide. It is designed to reimburse the actual and necessary
expenses incurred for in-hospital treatment and surgery or treatments due to accidents,
within the maximum amounts specified and items that are covered by the insurance policy.
However, there will be a 12-month waiting period for all new hire before any pre-existing
medical conditions claims are admissible.

Details of current GHSI Policy are as follows;

No Benefits Limits
($ per disability)

Plan 1, 2, 3

1 Daily Room and Board Benefit (Max per day & up to 120 days) 460

2 Intensive Care Ward (Max per disability) 10,000

The total period under (1) & (2) for which benefits are payable will not exceed 120 days
per disability

3 Hospital Miscellaneous Services 5,500

4 Surgical Fees (Subject to Schedule of Surgical Operations) 7,000

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5 In-Hospital Doctor’s Visits (Max per day & up to 120 days) 100

6 Diagnostic X-rays & Laboratory Tests 1,500
7 Specialists’ Consultations
2,500
8 Post Hospitalization Benefit 10,000
1,000
9 Emergency Accidental Outpatient Benefit 10,000
5,000
10 Kidney Dialysis and Cancer Treatment (Max per policy year) 20,000

11 Miscarriage Benefit 100
200
12 Death Benefit 300

13 Rehabilitation Benefit

Lump sum benefit per disability for admission to Government

14 and Restructured Hospitals (including NUH) for benefit items 3

to 8 above

Hospital Daily Cash Benefit for Admission to

Government/Restructured Hospitals (per day limit up to 120

15 days per disability)
B1 Ward / B2+ Ward

B2 Ward (without air-condition)

C Ward

Plan 1 = Executive

Plan 2/3 = Dependents of Executive on voluntary basis

Separation Period – “Any One Disability”

If an employee completely recovers or returns to active full-time employment for a period of
fourteen (14) days following the latest discharge from the hospital, any subsequent period of
disability from the same cause shall be considered as a new sickness or injury (disability).
This period of fourteen (14) days is defined as "the separation period".

Hospitalisation due to Miscarriage

Medical expenses incurred for hospitalisation due to miscarriage (including ectopic
pregnancy) will be reimbursed under the inpatient benefits.

Dental Outpatient Benefit

A confirmed Executive will be covered by the Group Outpatient Dental benefit for the cost of
dental treatment, subject to an annual limit of $500. Reimbursement excludes the cost of
dental appliances, fixture, dentures, the cost of precious metals used and for cosmetic
purposes.

For submission of claim, employee will be required to complete a dental claim from or
employee may access to Tokio Marine mobile apps or log in to https://connect.tokiomarine-
life.sg/public/cocacola/cokeresponsepage.aspx

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If employee opt to submit the manual dental claim form, it must be a completed form
together with original receipts and it shall be submitted to Human Resources Department.

Insurance Coverage for Dependants

A married Executive who is confirmed in his/her appointment may opt to have his/her
dependants (spouse and children) covered during the yearly renewal insurance period, i.e.,
every January of the year. The Company will bear 50% of the premium chargeable.

Dependants are defined as Executive’s:

a) First spouse below Maximum Entry Age (first legal marriage spouse, below the age of 64
for first enrolment and not legally separated from the Executive)

i. where the parties to the marriage are not divorced or judicially separated
ii. there are no proceedings for divorce or judicial separation pending

b) Unmarried and unemployed children who are between the ages of 15 days (after
confined period end) and 25 years old

An Executive who wishes to cover his dependants should submit the completed GHSI
Dependants Enrolment Form and Health Declaration Form every December 1 of the
following year enrolment to the Human Resources Department for extension of coverage.
There will be a one-time co-payment deduction of 50% premium via the Executive’s payroll
on the enrolment month.

If an Executive is on approved Unpaid Leave, this GHSI Policy will be suspended for the
duration of absence.

Medical Examination (Health Screening)

Upon attaining 40 years of age, Executives can opt to go for an annual comprehensive
medical examination.

Special arrangements have been made for an Executive to go to the following clinic:

Drs Bain & Partners
1 Raffles Quay - North Tower #09-03
Singapore 048583
Telephone: 6532 5522 Fax: 6534 4418

Executives are requested to contact the clinic directly for the medical examination. After the
medical examination, if the Executive is required by the doctor to undergo additional tests or
treatment (due to abnormalities detected during the medical examination), the Executive
must proceed to the panel doctor (GP) to request for a referral letter for any specialist follow
up and thereafter, submit the following claim documents to the insurer for claims
assessment:

• Duly completed *Medical Claim Form

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• Original bills & receipts
• Referral letter from the panel doctor (GP) referring the Executive for additional follow up
• Copy of the health screening results showing the abnormal readings

Tuberculosis Examination

The Company shall insure every Executive who is accepted by the Singapore Anti-
Tuberculosis Association (S.A.T.A.) with the Association in accordance with existing
practice.

Every Executive shall undergo such X-ray examination at such intervals as may be required
from time to time by the Singapore Anti-Tuberculosis Association or by the Company doctor
and shall be required to comply with all reasonable instructions concerning treatment.

Hepatitis B Inoculation

The Company does not bear the cost of Hepatitis B inoculation except in the following
cases:

• Executives whose job requires frequent travel especially to high-risks countries;
• Executives whose job requires direct contact with food manufacturing or preparation.

10.GROUP TERM LIFE AND ACCIDENT INSURANCE
The Policy Cover

The Company takes up a Group Term Life Policy and a Group Accident Insurance Policy for
Executives. This policy covers an Executive on a 24-hours worldwide basis for death,
permanent and total disability and permanent partial disability in peace time and war time
conditions up to the age of 70 years.

The sum insured are as follows:

Job Grade Sum Assured
$350,000
EX13 & Above $300,000
EX12 – EX10 $250,000
EX09 & EX08 $200,000
EX07- EX05

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Compensation for Permanent and Total Disability

Permanent and total disability means disability, whether caused by bodily injury, disease or
illness which prevents the Executive from engaging in any business or occupation or
performing any work for compensation or profit. The loss of both arms or both legs or both
eyes, or one arm and one leg or one eye and one arm or one eye and one leg is considered
to be permanent and total disability.

Permanent Partial Disability

Permanent partial disability resulting directly and solely from accidents caused by violent,
external and visible means is payable; the sum of which varies, depending on the injury.

Group Dread Disease (Critical Illness)

Upon diagnosis of any thirty-seven (37) critical illness, an accelerated amount equivalent to
50% of the Group Term Life sum assured shall be payable. The sum assured under Group
Term Life will be reduced by the amount paid under Group Dread Disease.

11.GENERAL OPERATING POLICY

Office Facilities

Utilities & Housekeeping

Employees are responsible and should contribute to ensure a clean, safe and efficient work
environment, at least by taking basic action mentioned here:

• Employees should try to conserve water and electricity, including lights and media
projectors, which should be switched off after using the meeting rooms or when leaving
the workplace in the afternoon

• Employees should ensure that their working areas are clean. Any unwanted items are to
be disposed in the respective recycled bins; and

• Employees should not litter or dirty the working area, common area, corridors, pantries
and toilets.

Stationery

Standard office stationery is normally provided to employees. Employees are to use
stationery issued to them economically. Office stationery should not be taken home or used
for personal purposes.

Telephone Calls, Facsimile, Photocopier and Computer

Office Equipment is to be used for official purposes only.

Employees are the voice of the Company and should help maintain the Company’s
reputation. Handling phone calls effectively adds value and reinforces the Company’s
mission to provide the highest quality service to customers.

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IT Systems: Email & Internet Policy

Internet and email facilities provided for by the Company are meant for official business.
Employees are strictly prohibited from using them for personal entertainment or
communication, and especially where communication categorized as abusive, vulgar and
rumor mongering.

All staff are strictly prohibited from using or installing personal software, whether licensed or
not, on any Company’s computers.

Employees are also forbidden from using their LinkedIn, Facebook, e-mail or other social
networking services to divulge company information to third parties, and also desist from
passing disparaging information about the company, their superiors or any employee of the
company.

Software Compliance

Unauthorized reproduction or installation of computer software into company’s
computer/server is prohibited by the Copyright Act 1987 or by current regulations in force. It
is the company’s policy to utilize computer software which are licensed and are subject to
reproduction restrictions and copyrights. All employees are required to comply with the
Company’s software compliance policy and any non-compliance will be subject to
disciplinary action.

a) Email and Internet Usage
Usage of email and internet are for business-related purposes only. You may use your
email for personal use provided that such use does not interfere with the flow of
business and does not add significant costs or disruptions to the system. To prevent
unauthorized use of your email account, always log-off from the email system when you
are away from your workstation.

The following practices are prohibited:

• Viewing, storing, downloading or forwarding pornographic images or other obscene
materials;

• Sending emails that are obscene, racist, harassing, intimidating or offensive;
• Using email for commercial solicitation, sending or forwarding hoax or chain letters or

advertisements;
• Downloading, installing or using unlicensed or unauthorized software, copyrighted

material or intellectual property unless expressly permitted to do so; and
• Any forms of hacking, damaging or deleting files of another user.

Inappropriate use of the internet and email may result in disciplinary action, up to and
including termination of employment.
b) Email Etiquette

Electronic mail, or e-mail, provides an easy-to-use, efficient means of communicating
with other employees and clients. The following guidelines for preparing and sending e-

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mails are designed to ensure that each employee uses the e-mail system in an
appropriate manner.
• E-mail should not be used as a forum for political, religious, or other debates, or as a

form of entertainment (for example, chain letters). Use of email should be limited to
the Company’s business or to arrange group employee events; and
• The Company prohibits obscene, profane, discriminatory, or otherwise offensive
material from being broadcast across the Company network and / or stored in the
Company computer.

c) End of the day procedures

Each employee needs to:
• Shut down your OS (Windows) and wait for the complete shutdown of your machine.
• Turn off your computer and monitor.
• It is important to follow this procedure in order to receive any software upgrades,

which may occur overnight; and
• Make sure all windows are closed and securely latched.

Personal Data Protection Act 2010 (PDPA)

The Company is governed by the Personal Data Protection Act 2010 (PDPA). Data about
employees (including sensitive personal data) may be collected from employees before or
during the period of their employment and from other sources such as third-party background
checks, any registered credit reporting agency, any regulatory authorities and any authority,
central depository or depository agent in relation to securities industry.

TCCC Social Media Guidelines

The “TCCC Social Medial Guidelines” are aimed to protect our corporate reputation – the most
valuable asset of the Company – and ensure a work environment that is safe and inclusive for
our employees. These guidelines apply to any social media activity being conducted from a
TCCC computer, a TCCC IP address, a TCCC email account or any posting using references to
an employee’s own title or job at TCCC.

For further information, please refer to Appendix 2 - TCCC Social Media Guidelines.

Whistle-Blower Protection Act 2010 (WPA)

The Company is governed by WPA to enable employees to report instances of unethical
behavior, actual or suspected fraud and /or abuse within the Company.

Grievance Procedure

The Company recognizes the value and importance for having full discussions in clearing up
misunderstanding and to preserve harmonious relations in the Company and endeavors to
make every possible effort to dispose any suggestion, enquiry or complaint from employees at

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the lowest possible level, you can learn details where to direct and escalate concerns, enquiry
or grievance.

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12.APPENDIXES

APPENDIX 1: CODE OF BUSINESS CONDUCT (“CODE”)

The Code applies to all employees of The Coca-Cola Company and its majority owned
subsidiaries, including Coca-Cola Singapore Beverages Pte. Ltd., Coca-Cola Bottlers
(Malaysia) Sdn. Bhd. and Coca-Cola Refreshments Malaysia Sdn. Bhd.

Your Responsibilities:
• Understand the Code.
• Comply with the Code and the laws (e.g. U.S. Foreign Corrupt Practice Act, Prevention
of Corruption Act, and Competition Law).
• Use good judgment and common sense.
• Raise any concerns about potential violations of the Code. There will be no adverse
consequences for making an honest report.
• When in doubt, ask.

RAISING CONCERNS / MAKING REPORTS

Employees raising concerns may choose to remain anonymous, and every reasonable
precaution will be taken to maintain confidentiality. Any retaliation against an employee who
raises an issue honestly is a violation of the Code.

Contact Points:
• Your Manager
• Human Resources Director
• Legal Counsel & LEO
• Ethics & Compliance Office

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THE DO’S

• Record business and financial transactions in an accurate and timely manner.
• Protect Company information from unauthorized disclosure, modification, use or

destruction.
• Obtain Local Ethics Officer’s (“LEO”) written approval for any potential conflicts of

interest situation, such as making an investment in, or accepting employment or
payment for services from a customer, supplier or competitor, or having a relative as a
customer, supplier or competitor.
• Deal with Government bodies or officials, customers, suppliers, consumers, and
competitors with honesty, fairness and respect.
• Identify source of information when discussing sensitive information, e.g. competitor’s
prices or customers, so that it is clear information was properly obtained.
• Use fact based selling approach based on objective assessment of benefits of the
Company’s products, rather than criticizing competitors.

THE DON’T’S

• Do not use Company assets for personal benefit or the benefit of third parties, or for an
outside business.

• Do not accept gifts, meals or entertainment of more than modest value from a customer
or supplier.

• Do not ask for gifts, entertainment or anything else of value from a customer or supplier.
• Do not discuss pricing information with third parties.
• Do not speculate about the legality or consequences of conduct but confirm with experts

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DISSEMINATION OF INFORMATION

Labeling Internal Use Confidential Highly Restricted

Internal No restrictions. Distribute in an envelope • Distribute in a sealed
Distribution marked envelope marked
"Confidential." "Highly Restricted. “
External
Distribution Require Requires: • Require specific
Faxing signature for
Voicemail information • Information acceptance of delivery.
custodian’s custodian’s approval;
Telephone and • Only 1 document is
Internet approval. allowed per recipient.
• NDA.
• Duplication must be
Requires Permitted only when approved by
sender and receiver wait information custodian.
information for the fax.
custodian’s Requires:
• Information custodian’s
approval to fax
written approval;
externally. • NDA; and
• Specific signature for
• Forward only to • Forward only to those
those who who need to know. acceptance of delivery.
need to know. Not permitted.
• Preface with "This
• Can be saved. message contains Use with caution:
confidential • Only when absolutely
information and
should not be necessary; and
forwarded." • Only with information

• Use the private custodian's permission.
feature if available.
Not permitted.
• Erase after listening.

Conduct with Not permitted.
caution.

To encrypt electronic files.

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APPENDIX 2: TCCC SOCIAL MEDIA GUIDELINES

The vision of The Coca-Cola Company (TCCC) to achieve sustainable growth is guided by shared values
that we live by as a company and as individuals:

• Leadership • Collaboration
• Passion • Innovation
• Integrity • Quality
• Accountability

These values apply to our actions in both online and offline environments. As online communities grow

around the world and given the Company’s desire to collaborate with all stakeholders, TCCC has set out
the following social media policy framework to ensure our responsible engagement in online
communities.

Social media is a term that encompasses weblogs (blogs) as well as other online channels (chat rooms,
forums, podcasts, wiki, social networks, etc.). Social media is in principle similar to other media in the
sense that it places Company statements on the public record.

The “TCCC Social Media Guidelines” are not designed to limit employees’ private Internet and social
media use, but rather aim to protect our corporate reputation (1) – the most valuable asset of the
Company – and ensure a work environment that is safe and inclusive for our employees (2). These
guidelines apply to any social media activity being conducted from a TCCC computer, a TCCC IP
address, a TCCC email account or any posting using references to an employee’s own title or job at
TCCC.

TCCC SOCIAL MEDIA GUIDELINES:

1. Follow our existing rules of Business Conduct: The Code of Business Conduct (COB)
provides the foundation for “TCCC Social Media Guidelines.” “As a representative of TCCC, you
must act with honesty and integrity in all matters.” This commitment is also true for all forms of
social media communications.

2. Blogging on behalf of the Company: ONLY THOSE INDIVIDUALS WHO ARE DESIGNATED
AS “TCCC MEDIA SPOKESPERSONS” HAVE THE AUTHORIZATION TO SPEAK (OR BLOG)
ON BEHALF OF THE COMPANY.

Official TCCC Media Spokespersons have the responsibility to adhere to the existing guidelines
as it relates to:

• informing the appropriate manager about the identified online post;
• deciding whether or not it is appropriate to respond;
• seeking input into and crafting the appropriate response.

3. Be transparent: When you are participating in an online community regarding material related to
TCCC business, always be transparent about your relationship with the Company. You should
not misleadingly use the names of family members or friends, or use aliases for the intention of
anonymity or deception.

If you alter a previous post that you have made, be sure to acknowledge that you have made a
change and state why the change was made. When publishing any online material that includes
another’s direct or paraphrased quotes, thoughts, ideas, photos, or videos, always use citations
and link to the original material where applicable.

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4. You are responsible for your online actions, and liable for your posts: With respect to
online behavior, you are personally responsible for your activity conducted with a TCCC email
address (.ko.com), and/or which can be traced back to a TCCC domain, and/or which uses TCCC
assets. You are personally responsible for your activities in social media and any content that you
publish online. As such, do not post material that is defamatory, profane, libelous, threatening,
obscene, harassing, or violating the privacy right of any individual or entity. Do not disclose
personal information (comments, pictures, video, etc.) about other individuals without their
consent. Inappropriate online activities that reflect poorly upon the Company, its employees or the
brand can result in discipline up to and including termination. Please remember that outside
parties can pursue legal action against you and/or TCCC for your postings. In any circumstance
where you are notified or otherwise learn that an outside party is seeking legal action against you
(or the Company) in regards to work-related postings, contact TCCC’s Legal Counsel
immediately.

5. Safeguard the Company’s non-public information: It is inappropriate to disclose or use
TCCC’s confidential or proprietary information in any form of online media. This includes any
confidential financial information relating to the Company. You should not share this information
with anyone outside the Company unless it is necessary as part of your work responsibilities. For
details of what constitutes, “non-public information,” please refer to TCCC’s Code of Business
Conduct.

6. Use appropriate disclaimers: When making reference to TCCC on a blog or in participation on
other online communities in an unofficial capacity, it is important to use a disclaimer. In this
case, make it clear that the views/opinions you are sharing are your own and not necessarily the
views of TCCC.

If you are engaging the online community in a personal/unofficial capacity and identify a blogger
(or any other online participant) that has posted an inaccurate, accusatory or negative comment
about TCCC, do not engage in the conversation and immediately contact the WWPAC
(Worldwide Public Affairs & Communications) manager for your group. If a member of the media
contacts you and requests TCCC information of any kind, please contact your PAC manager
before responding to the request.

7. Respect our global diversity: Operating in over 200 countries, TCCC is a truly global company.
As a responsible global citizen, we value diversity – the diversity of our colleagues, and the
diversity of others we engage with. When communicating online, it is appropriate to be yourself
and to reflect your own views, but do so respectfully. In all cases, you should use your own
discretion and common sense. Avoid all personal attacks, online fights and hostile personalities. It
is reasonable to voice your opinion in response to posts you disagree with, but do not escalate
the debate to the level of a personal argument. Moreover, avoid communicating with hostile
personalities, so as to avoid personal or professional attacks.

8. Don’t manipulate polls and surveys. It is unethical to use the Company’s network to influence
polls, rankings, or to increase Web traffic.

These guidelines are aligned with our corporate values and in agreement with the currently
accepted norms of online community behavior. They are not static, and will change over time to
match the fast-evolving social media landscape.

Note:
(1) TCCC Code of Business Conduct
(2) TCCC Citizenship Report – 2006

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APPENDIX 3: DRUG AND ALCOHOL POLICY

Employees of the Company are expected to report fit for duty for scheduled work and be able to
perform assigned duties safely and acceptably without any limitations due to the abuse or after-
effects of alcohol, illicit drugs, non-prescription drugs, or prescribed medications or any other
substance.

Employees’ involvement during and/ or outside scheduled hours of work with alcohol or drugs
can have adverse effects upon the workplace, the integrity of the Company’s business, the
safety of other employees, the well-being of employees’ families, and the ability to accomplish
the goal of an alcohol and drug free work environment. As such, the Company would want to
impress upon all employees that it has zero tolerance for employees who arrive at work under
the influence of alcohol or drugs, and/or whose ability to work is impaired in any way by reason
of the consumption of alcohol or drugs, or who consume alcohol or drugs on the Company’s
property.

The Company strictly prohibits the use of, unlawful manufacture of, sale, purchase, offer to
purchase or sell, transfer, distribution, consumption, or possession of drugs or alcohol on the
Company’s property. To this end, the Company reserves the right to conduct searches for drugs
or alcohol, including, but not limited to, searches of lockers, filing cabinets, desks, packages,
etc. which are on the Company’s property or in any of the Company’s facility. Any drugs or
alcohol found as a result of such a search will be confiscated and the employee responsible for
possessing the same will be subject to disciplinary action, up to and including termination of
service.

Employees may also be subject to medical examination by a registered medical practitioner
appointed by the Company which includes submitting tissue samples and bodily fluids for the
purposes of obtaining clearance of substance abuse if deemed necessary by the Company.

Employees that unreasonably refuse a search or to be examined by a registered practitioner
and/ or submit tissue samples and bodily fluids for the purposes of determining possession and/
or consumption of alcohol and/ or drugs shall be subject to disciplinary action up to and
including termination of service.

The Company recognises the fact that a certain percentage of any population may develop the
disease of chemical dependence. This disease is characterized most notably by denial of the
disease by those who suffer from it.

The Company also recognizes that dependency on alcohol and/or drugs can be successfully
treated, and encourages employees with drug or alcohol dependencies to assume ownership of
gaining control over their dependency.

Employees are expected to recognise that problems related to alcohol and drug use or
dependencies are not an excuse for poor or unsafe performance. Employees who suspect they

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have a substance dependency or emerging alcohol or drug problem are expected to seek
professional advice and to follow appropriate treatment promptly.

Full participation in appropriate treatment programs is expected and employees will be
accommodated by being provided with modified duties if required, assigned to alternate duties
where possible, or placed on appropriate leave. Participation in appropriate treatment programs
does not remove the requirement to perform satisfactorily.

Employees who voluntarily request assistance in dealing with such issues will be treated with
respect and, to the highest extent possible, such information will be treated in confidence.

Superiors who are aware of alcohol and/ or drug abuse by their employees and who do not take
appropriate action to deal with the matter may be charged with negligence and disciplinary
action may be instituted against them.

Any employee who suspects or who has knowledge of alcohol and/ or drug abuse by another
employee must report this to the Security & EHS, Head of Department or the Human Resource
Department immediately.

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APPENDIX 4: WORKPLACE RIGHT POLICY

The Coca-Cola Company Workplace Rights Policy is guided by international human rights
standard, including the universal Declaration of Human Rights, the International Labor
Organization’s Declaration on Fundamental Principles and Rights at Work and the United

Nations Global Compact.

The Workplace Right Policy applies to The Coca-Cola Company and all of the entities that it
owns or in which it holds a majority interest.

The policy includes the following components:-

1. Freedom of Association and Collective Bargaining
The Company respects our employees’ right to join, form or not to join a labor union
without fear of reprisal, intimidation or harassments. Where employees are represented
by a legally recognized union, we are committed to establishing a constructive dialogue
with their freely chosen representatives. The Company is committed to bargaining in
good faith with such representatives.

2. Forced Labor
The Company prohibits the use of all forms of forced labor, including prison labor,
indentured labor, bonded labor, military labor or slave labor.

3. Child Labor
The Company adheres to minimum age provisions of applicable laws and regulations.
The Company prohibits the hiring of individuals that are under 18 years of age for
positions in which hazardous work is required. The Company’s prohibition of child labor
is consistent with International Labor Organization standards.

4. Discrimination
The Company values all employees and the contributions they make and has a long-
standing commitment to equal opportunity and intolerance of discrimination. We are
dedicated to maintaining workplaces that are free from discrimination or physical or
verbal harassment on the basis of race, sex, color, national or social origin, religion, age,
disability, sexual orientation, political opinion or any other status protected by applicable
law. The basis for recruitment, hiring, placement, training, compensation and
advancement at the Company are qualifications, performance, skills and experience.

5. Work hours and Wages
The Company compensates competitively relative to the industry and local labor market.
We operate in full compliance with applicable wage, work hours, overtime and benefits
laws. We offer employees opportunities to develop their skills and capabilities and
provide advancement opportunities where possible.

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