SG+Employee+Handbook_v5 (1)

Coca-Cola Singapore Beverages Pte Ltd
Employee Handbook

6. Safe and Healthy Workplace
The Company provides a safe and healthy workplace. We are dedicated to maintain a
productive workplace by minimizing the risk of accidents, injury and exposure to health
risks.

7. Workplace Security
The Company is committed to maintaining a workplace that is free from violence,
harassments, intimidation and other unsafe or disruptive conditions due to internal and
external threats. Security safeguards for employees are provided as needed and will be
maintained with respect for employee privacy and dignity.

8. Community and Stakeholder Engagement
The Company recognizes its impact on the communities in which it operates. We are
committed to engaging with stakeholders in those communities to ensure that we are
listening to, learning from and taking into account their views as we conduct our
business. Where appropriate, we are committed to engaging in dialogue with
stakeholders on workplace rights issues related to our business and within our sphere of
influence. We believed that local issues are most appropriately addressed at the local
level. We are also committed to creating economic opportunity and fostering goodwill in
the communities in which we operate through locally relevant initiatives.

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APPENDIX 5: GRIEVANCE PROCEDURE

Recognizing the value and importance of full discussions in clearing up misunderstandings
and preserving harmonious relations, every possible effort shall be made by the Company to
dispose any suggestions, enquiries or complaints from employees at the lowest possible
level.

Procedures:
The following shall be the grievance and complaint procedure:

First Step
An employee having a grievance or complaint may refer the matter to his immediate
superior and HR Business Partner within five (5) working days failing which the grievance or
complaint will not be entertained.

If the disposition of the grievance by the immediate superior is not satisfactory or remain
unsettled within five (5) working days, then;

Second Step
The employee may refer the matter to the Departmental Manager.

If the disposition of the grievance by the Departmental Manager is not satisfactory or remain
unsettled within five (5) working days from the date of escalation to Department Manager,
then;

Third Step
The employee may put the grievance in writing to the Director/Functional Head and Human
Resource Director, subject to reference being lodged within two (2) calendar weeks
following the decision of the Departmental Manager.

The decision of Director/Functional Head or Human Resource Director shall normally be
given to the employee within two (2) calendar weeks from the date of such reference being
made.

Fourth Step
The employee may put the grievance in writing to the Chief Executive Officer (CEO), subject
to reference being lodged within two (2) calendar weeks following the decision of the
Director/Functional Head and Human Resource Director.

The decision of CEO shall normally be given to the employee within two (2) calendar weeks
from the date of such reference being made.

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Fifth Step
Where the dispute still remain unsettled, either party may not later than sixty (60) calendar
days refer the matter to the Ministry of Human Resource for further discussion and
conciliation.

The matter may then be dealt with in accordance to the provision of the Industrial Relations
Act 1967

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13.FORMS
OPTION FORM

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GROUP MEDICAL CLAIM FORM

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DENTAL CLAIM FORM

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HEALTH DECLARATION FORM

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GROUP HOSPITAL & SURGICAL INSURANCE DEPENDANTS FORM

Spouse Only $375.04
Children Only $375.04
Spouse & Children $524.84

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14.ACKNOWLEDGEMENT OF RECEIPT AND UNDERSTANDING

I hereby certify that I have read and fully understand the contents of this Employee
Handbook.
My signature below certifies my knowledge, acceptance and adherence to the Company’s
policies, rules and regulations.
Please sign and return this form to Human Resources.

Signature :_____________________________________________
Date :_____________________________________________
Name :_____________________________________________
I/C No :_____________________________________________
Emp No :_____________________________________________

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NOTE:

The management reserves the right, as and when it deems fit, from time to time to review
and revise such benefits. Any revised benefits will be effective on prospective basis.

Version Control

Version Date Description of change Reason for change

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