RWP Employee handbook

RANHILL WORLEY

EMPLOYEE
HANDBOOK
2021

Development

1

Table of Contents

INTRODUCTION ..................................................................................................................................................................................... 3
SCOPE..................................................................................................................................................................................................... 3
CODE OF CONDUCT ............................................................................................................................................................................... 3
INDUCTION PROGRAM.......................................................................................................................................................................... 4
STARTING FORMALITIES………………………………………………………………………………………………………………………………………………………………….4
CURICCULUM VITAE…………………………………………………………………………………………………………………………………………………………………….….5
PERSONNEL POLICY………………………………………………….……………………………………………………………………………………………………………….…….5
RESPONSIBILITIES…………………………………………………….……………………………………………………………………………………………………………….…….6
WELCOME TO RANHILL WORLEY……………………………………………………………………….………………………………………………………………………..….7
ORGANIZATIONAL CHART……………………………………………………………………………………………………………………………………………………………….8
GENERAL INFORMATION ASSISTANCE…………………………………………………………………………………………………………………………………………….8
OFFICE LAYOUT……………………………………………………………………………………………………………………………………………………………………………….8
TERMS AND CONDITION OF EMPLOYMENT……………………………………………………………………………………………………………………………………9
SAFETY RULES AND REGULATIONS…………………………………………………………………………………………………………………………………….………….17
COMPENSATION AND BENEFITS ADMINISTRATION……………………………………………………………………………………………………………….…….20
LEAVE ……………………………………………………………………………………………………………………………………………………………………………………………25
GENERAL BENEFITS……………………………………………………………………………………………………………………………………………………………………….29
TRAINING AND CAREER DEVELOPMENT……………………………………………………………………………………………………………………………………….37
CODES OF CONDUCT…………………………………………………………………………………………………………………………………………………………………….39
GENERAL POLICIES & PROCEDURES………………………………………………………………………………………………………………………………………………45
COMPANY INFORMATION…………………………………………………………………………………………………………………………………………………………….49
APPENDICES………………………………………………………………………………………………………………………………………………………………………………….50

2

INTRODUCTION

This handbook contains current The management may update, revise, or amend this
information on the Company's handbook at any time. Updates will be announced via a
employment terms and conditions, Human Resources Circular.
benefits, and other related matters. This handbook belongs to Ranhill Worley and is private.
This handbook replaces the company's This handbook should be used in conjunction with your
previous employee handbook as of Ranhill Worley contract. It should be read with all
August 13, 2021. WorleyParsons Global policies. In the event of a conflict
This handbook applies to all permanent between the two documents, the location handbook
(confirmed) and contract employees as prevails.
defined in their employment contracts. REGULATIONS AND POLICIES CONTAINED IN THIS
HANDBOOK ARE RESERVED BY THE COMPANY, SO
NO PART OF THIS HANDBOOK MAY BE USED TO
SUIT THE COMPANY.

SCOPE CODE OF CONDUCT

This handbook contains general Ranhill Worley's success depends on our
information applicable to all Malaysian daily interactions with others. To comply
offices, including Perunding Ranhill Worley with the law and conduct all activities in
and Protek Engineers. These will be accordance with the highest level of
explained during the orientation. integrity and ethical standards.
The Ranhill Worley safety handbook only Employees who do not adhere to the Code
covers employees who work in their Ranhill of Conduct will be subject to disciplinary
Worley offices. It does not cover site visits action. Every employee must renew their
or personnel. Personnel working offshore code compliance every year.
or on site will receive separate Safety
Passport training. See the WorleyParsons website for more
The terms and conditions of employment information:
in this employee handbook are based on https://corplegal.worleyparsons.com/ethics
Malaysian employment laws.

Projects | Technologies | Services | Development
3

INDUCTION STARTING

. PROGRAM FORMALITIES

The induction program will include As part of the induction process, the
Employee must provide the following
:- information and documents to the HR
department by the end of the first
• Introduction to Ranhill Worley. working day with the Company

• Explanation of Employment Signed contract of employment/
offer letter, including all schedules
Terms and Conditions Copy of educational qualifications
Copy of identity card or Passport
• Explanation of office rules and Passport sized photo x 2
Personnel details/ profile form
procedures. Bank account details form
Tax declaration form
• Introduction to Managers and Signed information Protection
Conditions of Use Statement
Supervisors. Complete the Online Code of
Conduct training
• Briefing on the Quality Signed Group induction checklist

Management System and

applicable procedures.

• Briefing on office, health, and

safety measures.

• Network access rules and policy.

• Briefing on your job function from

your immediate superior.

Projects | Technologies | Services | Development

4

CURICCULUM PERSONNEL

VITAE POLICY

. We recognize that our people are our most
valuable resource. We are committed to the
All technical and managerial staff receive development, care, and support of all
a Ranhill Worley-formatted CV. This CV is personnel. We will: -
based on your own CV, but without any
personal information like contact details. • Maintain integrity, honesty, and fairness in
This CV may be used by the company all dealings.
and its joint venture offices to prepare • Develop and care for personnel, offering
bids or tenders. The CV will be added to stability and career path development.
our central CV database for internal • Motivate team members on a continuous
recruitment and project skills basis and encourage and assist them to
identification. All Ranhill Worley attain their maximum potential.
managers and HR staff can see it. • Encourage and recognize people who
If your qualifications, training, or skills support and promote Company values.
change, you are responsible for • Select the best person for available
updating your CV in ‘ME' page and positions without prejudice to gender, race,
notifying HR. Your employee's details, creed, or disabilities.
photo uploading, and CV must be • Empower people and provide the structure
included in ‘ME' page within one week of to support them.
starting work. • Provide and maintain a work environment
free of any form of harassment.
Schedule • Maintain open channels of communication.
The responsibility for application of this
Depending on the department, the policy rests with all personnel.
induction process may take up to a week
to complete.

Projects | Technologies | Services | Development

5

RESPONSIBILITIES

. WORK CONTRACT
The new employee must read this handbook, complete
the Induction, and return the Induction Checklist to HR. Any agreement, oral or written,
expressed or implied, whereby one
GLOSSARY authorized person agrees to employ
Unless otherwise stated in this Employee Handbook, the another as an employee.
following definitions apply.
CONTRACT BREACH
COMPANY
When a party to a contract fails to fulfil
Sdn Bhd and related companies under the joint venture their contractual obligations, express
between RANHILL BERHAD (430537) of Malaysia and or implied.
RANHILL WORLEY ENGINEERING PTY LTD of Australia.
DEDUCTION
EMPLOYEE
Taxes, EPF, SOCSO, and other legal
Employees are classified as Permanent or Fixed Term deductions from an employee's pay.
Contract Staff and are employed by the Company under
a contract of employment. MISCONDUCT

SPOUSE Unlawful action by an employee that
violates the express or implied terms
An Employee's first legal spouse. of the employee's employment
contract, the company's rules and
CHILDREN regulations, or any other form of
misconduct.
Natural, step, and legally adopted Unmarried and
unemployed children up to the age of eighteen (18) or INEFFICIENCY
twenty-four (24) if still in college/university up to first
degree When an employee consistently
performs below the company's target
DEPENDANTS or fails to perform their duties.

Legal Spouse and Children. ORIGIN

The expatriate Employee's normal
permanent residence in the base
country from and to which the
Employers would expect to transport
him when necessary.

6

WELCOME TO RANHILL WORLEY

. Employees and the Company use this
WELCOME TO RANHILL WORLEY “YOUR CAREER IS Handbook to communicate. It also
SECURE WITH US “ serves as a guide for you. While every
effort will be made to keep this
RANHILL WORLEY. You have chosen a prestigious Handbook current, you are
employer, and RANHILL WORLEY has chosen an encouraged to contact the Human
aspiring employee. Resources Department with any
To provide you with good working conditions so that questions.
you are happy to work with the Company and help
make it one of the best companies in Malaysia, Employees are the Company's success,
RANHILL WORLEY places a high value on maintaining and RANHILL WORLEY believes that
a climate of trust and mutual respect. striving for EXCELLENCE in everything
This Handbook's goals are to advise you on the you do allows the Company to
Company’s: - progress and ensures growth for all.

• Workplace Policies

• Regulations

(Policies) Personnel Let us strive for the Company's and our
• Admin Policies & Procs own success.

Projects | Technologies | Services | Development

7

ORGANIZATIONAL GENERAL
CHART INFORMATION
ASSISTANCE

. Project Information
Refer Appendices for the Management Organization You can obtain project specific
Chart. information from your supervisor or
http://rwx.ranhill- the Project Manager responsible for
worley.com.my/depts/HR/Organisational%20Charts/Form the project you are working on.
s/AllItems.aspx Office Access
KL Office – Any person entering the Company premises IT
requires building access pass for entry into the building You can obtain Information Technology
and an access swipe card for entry to each floor. All
Employees also require a Ranhill Worley ID Card which related advice and assistance by
should be always worn for security reasons. emailing your local IT Helpdesk on
Service.Management2@WorleyParsons
The Human Resources & Admin Department will issue
you with a staff ID and access card on your 1stday of .com
work. Please note that there will be a replacement charge Queries will be addressed on first
associated with the loss of your staff ID and access card come first served basis and usually
Replacement charge as follows:
within one hour.
1st time RM30.00
2nd time RM50.00 HR & Pay Queries
Any queries regarding Human
Employee must report loss of ID/Access Card within 24 Resources and Payroll issues may be
hours of loss. answered by emailing or phoning your
Please contact the Office Support Department staff if you local HR Department in the KL office or
encounter problem with your access card
The Employee’s access card is also used to log Employee’s in respective location
attendance. All Employees must place the card on the
reader plate near the door when entering or exiting the
workplace.

OFFICE LAYOUT

Please refer to your local Office
Support representatives for the
detailed layout of the office

8

TERMS AND CONDITION OF EMPLOYMENT

.

Appointments
The Company's appointment of a candidate for a position indicates that the candidate's
application has been accepted.
Any questions about the job offer should be raised before accepting it.

Pre-employment Medical Exam (P e r m a n e n t Employee only)
All new employees must have a full medical examination by the Company's Panel Doctor. The
Company will only hire an employee who is medically fit to perform their duties.

Trial Period (Permanent Employee only)
Unless otherwise stated in their Contract of Employment, each Employee shall serve a
probationary period of three (3) months from their start date with the Company.
Probationary period may be extended for one (1) to three (3) months but not more than six (6)
months.
Management may decide to extend or shorten the probationary period. HR will notify the
employee in writing.

Validation (Permanent Employee only)
Any performance-related or other issues will be communicated to the Employee during his/her
probationary period.
The Employee will be notified in writing by the Human Resources Department upon completion of
their probationary period.
An employee is not confirmed until he or she has been officially confirmed in writing.

9

TERMS AND CONDITION OF EMPLOYMENT

.

Assignment
The Company may assign an Employee as needed. The Company's commitment to the assignment
shall be in accordance with its guidelines.
Project-based assignment entitlements vary depending on the project's scope.
Either the RFS or the employee will be subject to the host country's employment terms and
conditions.

Short Term Task

Any outstation duty lasting more than one (1) day and up to three (3) months, located more than fifty
(50) km from the base office. The assignment period entitlements are listed in Appendix 1.

Long-Term Task

Service beyond fifty (50) km from the base office for a period of three (3) months. The assignment
period entitlements are listed in Appendix 2.

The Employee will be notified in writing of the assignment's terms and conditions.
If an Employee is assigned to a project less than fifty (50) km from the base office, the assignment is
treated as a normal project assignment in the base office. Employees can claim mileage from the base
office to the Project/Client/Site office, including tolls and parking fees.

Transfer
The Company reserves the right to transfer the Employee to any current or future department, site,
satellite office, subsidiary, or associated company within the group of companies on a temporary or
permanent basis. Human Resources will notify any transfer.; -

A new or vacant position.

To improve efficiency, positions or people may be reorganized.

Need for Employee to advance in career.
A worker's request Before applying for another role, an employee must obtain permission from
their department head to transfer their employment.

Any transfer requiring relocation to a new location and a change of residence will be compensated as
per Appendix 3.

10

TERMS AND CONDITION OF EMPLOYMENT

Termination Notice
The following may terminate an employee's employment during a probationary period:
As per the Employee's Contract of Employment, either party may give written notice to the
other.
Payment in lieu of notices upon agreement with Department Manager

Upon Contractual Confirmation
Employment can be terminated by:
a) Either party giving the other written notice as required by the Employment Contract, or
Paying salary in lieu of notice with the Head of Department's approval. The Company may, at
its sole discretion, waive any required notice.
When leaving the company, an employee must return all company property and submit
demobilization forms signed by the department head to the Human Resources Department.
Incomplete demobilization forms returned after Employee's last working day will delay final
settlement.

Retrenchment Benefit (Permanent Employee only)
If the company decides to restructure due to unavoidable circumstances, the employee will
be laid off using the following grounds:
a) Job Status
b) Acting (on an operational needs basis).
c) LIE (LIFO)
If re-organization occurs, the Company will honor termination notices and pay retrenchment
benefits under the Employment Act.

11

TERMS AND CONDITION OF EMPLOYMENT

Pension Age
All Employees must be sixty (60) years old to retire.
Re-employment after retirement is at the sole discretion of the Company and the Employee. If
employment is extended, it will be on a contractual basis.

Employees who continue to work after retirement must adhere to any statutory deductions
such as EPF, SOCSO, etc.

Timesheets

Each employee must submit their weekly timesheet by Thursday at the latest. Failure to do so
may result in salary reductions or delays in overtime payment by the Payroll Department.

If Thursday falls on a holiday or non-working day, the timesheet must be submitted on the next
working day.

Absenteeism
Attendance and punctuality are required. Your superior should be notified in advance. If this is
not possible, notify your superior immediately.
Unauthorized leave is deducted from your annual leave entitlement. Absences of more than
two (2) days (48 hours) without prior approval from your immediate superior and reasonable
grounds may be grounds for termination.

Site visits

The Employee may be required to visit the site. For the purposes of this Handbook, a site is a
client, PRW office, or vendor location. A PRW related office is a PRW, Ranhill, or WorleyParsons
office.

In general, employees should only record travel or site time. Please see the sub sections below
for clarifications and/or exceptions. Overtime is only booked with the approval of the Head of
Department/ Client. on a regular working day, or any off, rest, or holiday.

If the visit is less than a normal working day, the normal working hour may be booked. This
usually occurs when a client restricts site access without sufficient notice. Travel time does not
include transit or lodging time.

12

TERMS AND CONDITION OF EMPLOYMENT

Working Hours
Employees are required to observe the working hours of work, which may vary depending on
the location of the office.
The Company’s operates a forty (40) hours week, - eight (8) hours per day from Monday to Friday.

Kuala Lumpur Office (Head Quarters)

Kerteh Office (East Coast Projects)

Kuantan Office (East Coast Projects)

Employees who are seconded to the client’s office are
required to adhere the client’s working hours as well as their rules and
regulations.

13

TERMS AND CONDITION OF EMPLOYMENT

Home base check in/ check out land . Code of Business Ethics
travel This Business Ethic Statement applies to all levels of
Check in/out at Home Base LAND TRAVEL employees and should be read in conjunction with
Departures and/or arrivals by land: After two the WorleyParsons Code of Conduct found here:
(2) hours of home base operational start https://corplegal.worleyparsons.com/rhtics
time, the Employee shall report to the home
base office for normal duties and depart. If Conflict of Interest
the return. If the visit is two (2) hours or
more before home base operational close, The Company prohibits any Employee from having a
the employee must return to work. financial or other interest in a business or
professional enterprise with which it has a
AIR FARE commercial relationship, if such an interest could
Air travel departures and/or arrivals from influence the Employee's decisions and be
home base: After four hours, the Employee detrimental to the Company's interests. Such
must report to the home base office for interests must be disclosed to management.
normal duties and leave. The Employee must
return to the home base office four (4) hours Workers should not accept gifts, gratuities, loans, or
or more before the operational end time. other payments (including extravagant
entertainment) from competitors, suppliers, or
Visits to offshore platforms clients of the company, or from competitors'
suppliers or vendors. Gifts must be registered perthe
Offshore work hours are from 0700 to 1900. WorleyParsons Code of Conduct.
This is the number of hours between
departure from home base or transit Confidentiality
accommodation and 1900hrs. The number of
hours to be booked on departure day isthe Except as authorized or directed by the Company,
time difference between 0700 and arrival at every Employee shall keep confidential all
home base or transit accommodation. For information acquired during employment. The
day trips, the number of hours is the Employee is bound by this obligation until the
difference between departure and return information is made freely available to the public.
from home base or transit accommodation.
Technical data, cost estimates, proposals, forecasts,
Regardless of actual working hours, the general correspondence, and results of research and
maximum number of normal and overtime development work conducted by or on behalf of
hours that can be booked is twelve (12). the Company shall be presumed to be confidential
unless made publicly available without restriction.

14

TERMS AND CONDITION OF EMPLOYMENT

Political parties Manager and IT OK.
The Company does not support or contribute to any To promote personal business activities or
political party. excessive personal non-business use.
To further any illegal or illicit activity or any false
or negligent statements.

Unauthorized Circular

To further any activity in violation of the

Only Company-approved circulars and handbills may Employee's employment terms.
be distributed or posted on the Company's notice Opening any email or attachment that
board. Information Services has warned may contain a
virus. Such emails/attachments must be

Email/Internet Abuse deleted or forwarded to IT for review.
• Sending emails purporting to be from

The Company uses email and the internet to someone else without their consent.

communicate. Internet

Among the categories of unacceptable e-mails and Downloading or accessing unbox Any

internet usage are: pornographic or destructive material.

E-mails Game, radio, music file or other entertainment
feature access.
Distribution of jokes, gossip, junk, chain, or
random mail. Disseminating confidential information to non-
authorized employees.
To harass, insult, or discriminate based on age,
gender, race, religion, or other factors. This Containing information that may be used for
includes content that recipients may find threatening, harassing or coercive purposes.
offensive, discriminatory, or intimidating.
Illegally copying electronic files.
The distribution of information that is protected
by copyright laws, such as published reports or Excessive use for personal non-business
white papers. activities.

The distribution of non-business-related files The management considers abuse of e-mails to
such as pictures, screen savers, or games. be serious misconduct and will not hesitate to
take severe disciplinary action, including
Distribution of executable files without written suspension or dismissal.
permission from the department head
Unlicensed software is prohibited.

15

TERMS AND CONDITION OF EMPLOYMENT

Communication
The Company encourages a work environment that allows for free exchange of information
and communication to promote mutual trust and confidence between employees at all
levels in the organization.
Employees are required to communicate in writing to Human Resources Department on
any changes such as: -

·Home Address.
·Marital Status / Immediate Family Status.
Level of Education.
·Contact telephone number in case of emergency including mobile numbers

The employee Annual Update Form can be found at the following link: -
V:\ Management System\Common Forms\2-Frequently Used Forms – Quick Links.mht
Employees are not allowed to make any press statement at any time, without prior
clearance from the Chief Executive Officer.

Among the channels of communications available to Employees are: -
‘Open Door ‘Policy

This encourages Employees to discuss any work related or personal problems with their
Supervisor / Manager / Human Resources / Operations Manager / Chief Operating Officer
and Chief Executive Officer.

Written Communication
Written communication such as e-mail, memo or notice board serves to provide
information on the benefits and revisions thereafter.

16

SAFETY RULES AND REGULATIONS

The Company's main goal is to provide a healthy and safe working environment. Thus, every
Employee must always follow safety instructions and regulations.
Employees who break safety and health rules may be disciplined. All incidents, including
employee injuries, must be reported to the Safety Manager.
Employees should follow the following rules and regulations:

Obey all safety rules, regulations, and signs.
Always use safe equipment and tools when working.
Report any unsafe conditions or fire hazards to your supervisor and the Safety Manager.
They must obey the No Smoking Zone signs.
Safety policy
This policy is available on our Location Department shared drive on the Company Intranet and in
our offices.
HSE Policy/Forms/AllItems.aspx http://rwx-dms.ranhill-worley.com.my
Our Vision
WorleyParsons' corporate HSE vision is ZERO HARM to people and the environment.
ZERO HARM to our people, environment, and assets. No harm to people or property, 0
environmental incidents. Zero Harm' does not mean we will never have accidents, but it does
mean we will always look for ways to improve.

17

SAFETY RULES AND REGULATIONS

One-way
We will progress towards our vision of zero harm through the WorleyParsons enterprise-wide integrity
management framework.
One-way has twelve components designed to engage all departments and individuals involved in project
delivery. Each element outlines the organization's expectations and the supporting policies, standards,
guidelines, and procedures found in the WorleyParsons Enterprise Management System (EMS)
One-way addresses risk management, engineering and design, technical integrity, competency, change
management, people and environment care, and emergency response across all business sectors. These
standards are compliant with all applicable laws and international standards. It is required that you read and
comprehend the One-way handbook and identify your personal role. Contact the HSE Department for more
information on WHSEMS.

Duties and Responsibilities
Ranhill Worley Parsons

Ranhill Worley Management is responsible for:

To provide and maintain a workplace, plant, and work systems that minimize personnel exposure to
hazards.
Provide information, instruction, and training to personnel as needed to perform work safely; and
Provide employees with adequate personal protective clothing and equipment to protect them from
workplace hazards, at no cost to them.

Worker

All Ranhill Worley employees must:

Ensure they perform their duties safely and know the basic safety rules.
Familiarize them with the Ranhill Worley HSE Management System and its procedures;
To avoid endangering the safety or health of others while at work.
Report any safety hazard to their manager.

Disciplinary action may be taken against Ranhill Worley employees who fail to follow safety rules and
procedures set forth by Ranhill Worley or its clients.

18

SAFETY RULES AND REGULATIONS

HAZARD & INCIDENT REPORTING
Accidents and near misses must be reported to your direct Supervisor and your local branch Safety Officer.
EMS4 also has an Incident, Accident, Hazard, and Near Miss Report form. Check out this link: https://rwx-dms.ranhill-
worley.com.my

Emergency Evacuation

In an emergency, the following procedures should be followed for safety and protection: -

At the sound of the siren/fire alarm, all employees should calmly exit the building via the staircase. In no case
should the lifts be used for an emergency evacuation.
All employees should then gather at the designated safe area, ‘Green Platform Parking,' where the department
heads or their representatives will conduct a roll call. If an Employee is absent, the departmental representative
must contact Human Resources immediately.
Employees may only return to work when authorized.

Personal Protective Clothing

We are committed to providing a safe and healthy work environment for our employees. This includes purchasing and
issuing PPE (PPE). Ranhill Worley policy is to:

We will follow all applicable health and safety laws.
All personnel must wear PPE specific to the site.
All personnel must follow site safety signs directing PPE use.
After use, all non-disposable safety equipment must be returned.
Employees must provide their own work-appropriate clothing.

We will supply:

Instruction in the proper use of PPE.
Equipment that complies with the International Standard.
A hard hat, eye protection, and earmuffs or plugs are required.
RM100.00 subsidy for safety boots every two years.
Requests for specific safety items not on this list will be evaluated individually.
Additional client-specific PPE will be included in the site induction.

Smoking Bans
Smoking is strictly prohibited on Company property.

Housekeeping

All Employees are responsible for good housekeeping, which not only looks nice but also helps prevent accidents.
A worker's workspace should be kept as tidy as possible.

19

COMPENSATION AND BENEFITS ADMINISTRATION

Salary and Benefits Package
The Company's salary policy is to be competitive, fair, and consistent. The Human Resources Department
conducts external salary and benefit surveys to establish competitive rates for each job grade.
The Employee's basic salary and benefits (including overtime and allowances) will be deposited into their
bank account by the end of each month.

Salary Increments-

Salary increases will be granted annually to ensure that employees are fairly compensated for their
contributions towards the Company's vision and goals. The salary increase usually takes effect on July 1st.
Employees who join the company by February 28th of that calendar year are eligible.
Employees who resign before the new salary payment are not entitled to the raise.
Annual raises will be based on individual and company performance. Salary increases fall into three
categories: -

Annual Merit Increment

Management decides on merit increments based on the company's financial ability. They are earned, variable
in amount, and tailored to the individual's performance. Thus, performance appraisal is an important factor
in planning merit increases.

Other than the annual salary review, merit increases are rare. Employees would either receive a pro-rata
increase if confirmed in their appointment or wait until the following year's review.

Promotional Increment
A promotion is a move from one position to another that clearly reflects a significant increase in duties and
responsibilities, and a salary grade at least one grade higher.

Promotional increment is to be granted at the time of the promotion in recognition of increased duties and
responsibilities associated with the new position. In making these increases, consideration should be given
to the amount and timing of the last merit increases.

Special Adjustment
Special adjustments are normally made when the individual’s salary is below the minimum of their salary scale range or to meet
the current market rate. These adjustments should normally be made as soon as the need is identified.

20

COMPENSATION AND BENEFITS ADMINISTRATION

Discretionary Performance Bonus
A Performance Bonus will be awarded annually at the company's discretion based on personal and
company performance throughout the financial year/commercial closure of the project.
The Performance Bonus will be prorated if a confirmed Employee does not serve the full financial
year. The Performance Bonus for the year is not payable to employees who join after February
28th.

Employees who leave the company before the bonus payment date are not eligible for the bonus.

Performance Project Bonus

A Project Bonus will be awarded at the company's discretion and upon commercial closure.
Employees who leave the company before the bonus payment date are not eligible for the bonus.

Performance Appraisal

Performance management measures employee progress against annual goals.
Managers keep track of employee progress and provide feedback throughout the year. On the
other hand, the formal performance management process is a summary of regular discussions
with the employee throughout the year.
The manager agrees and signs off on an overall performance rating, which is then reviewed for
consistency by the department head. Input from the overall performance rating is used in the
remuneration review process.

Salary increment will also be based on the Employee’s work performance and the Employee’s
respective manager’s recommendation. More information on these procedures is available through
Human Resources.
Performance Appraisal Reviews are conducted before the end of the financial year annually. More
information on this procedure is available through following link
https://worleyparsons.sharepoint.com/sites/People_grp/TM/Pages/ManagingPerformance.aspx

FIXED TERM CONTRACT EMPLOYEE
Performance Appraisal Reviews will be conducted annually before the extension of the Employee’s
contract.

21

COMPENSATION AND BENEFITS ADMINISTRATION

Overtime
Employees can be requested to do overtime work that is work outside their normal operation hours of
work.
For employees and Purchase Order (PO) staff who are working on projects for Exxon Mobil EPCm3 contract,
the overtime rate will be calculated based on the following, effective from 1 July 2019:

This new overtime policy and procedures will take effect from 1st April 2021 in line with MyTask roll
out and only applicable for Non EPCm3 Projects
(1) Overtime Request.
The request for overtime shall be made via My Task System by requesting HODs/Leads to assign
tasks beyond normal hours. All overtime requests must be applied and approved prior to perform
the overtime. Our current overtime form is no longer applicable for overtime request and approval.
(2) Overtime Hours.
Overtime hours will be calculated on day basis i.e., any task performed and earned beyond 8 hours
during weekdays will be considered as overtime. Any tasks performed and hours earned during
weekend or Public Holidays will be treated as overtime.
(3) Overtime Approval.
The respective HODs/Leads may pre-approved the OT based on additional tasks or deliverables
that require for the week
(4) Overtime Rate and Payment.
All overtime payment will be made based on tasks completion and manhours earned for OT that is
fully verified and approved by HODs/Leads in MyTask. The overtime rate is shall be standard rate
with a capped of RM100 per hour.

22

COMPENSATION AND BENEFITS ADMINISTRATION

Overtime
The Company overtime policy is classified based on the Employee monthly basic salary accordingly: -

Overtime worked prior to the month before will be paid in the current month’s salary. The cut-off date for
overtime pay will be the last Friday of the month. Overtime worked after this cut-off date will be paid the
following month. All requests for overtime must be pre-approved by the Project Manager or designate and
with approval of Exxon Mobil authorized personnel.
Managers and above and selected Employees (refers to their Contract of Employment) are not entitledfor
overtime claims.
Time spent for participation in seminar, conferences, courses, training, travel time, or similar activities, will
not qualify for overtime compensation.

23

COMPENSATION AND BENEFITS ADMINISTRATION

Costs & Advances
To request an advance, use an approved Cash Advance Form four (4) working days before the
money is needed.
Personal cash advances/loans to employees will end except for the following:
Medical Emergencies - 6-month repayment period

1. Travel for business or other purposes – including per diem, hotel, and transportation costs.
Any difference between the cash advance and the actual expenditure will be automatically
consolidated.

Staff Relocation Cash Advance

Cash advances must not exceed the staff's first month's salary. Amount deducted from staff salary
in the same month
The Company will reimburse once per month. Payable at month's end for Expense Reports
submitted by the 10th. Late expense reports will be paid at the end of the following month. If the
10th is a holiday or non-working day, the preceding working day is the cut-off day.
Prior supervisor approval is required for travel expenses.

Employees' Provident Fund

The monthly contribution from the company and the employee shall be in accordance with the EPF
Ordinance 1955.

Amounts applicable to permanent employees are shown in the table below.

Years of employment with the Company Company Contribution
More than 5 years’ service additional 2%
Above 10 years’ service additional 5%

24

LEAVE

Annual leave Maternity Leave
ALL PERMANENT CONTRACTS Strictly speaking, Each legal surviving child is entitled to a
employees of the Company are entitled to fourteen maximum of sixty (60) days of paid maternity
(14) days paid leave. These entitlements shall be leave.
calculated per calendar year. Paid maternity leave is only granted after the
To calculate annual leave taken, divide the number 28th week of pregnancy.
of days by half (12).
Absences from work before the twenty
Employees may carry forward up to 5 days of eighth (28th) week of pregnancy are
unused leave per year, to be used by March of the considered sick leave.
following year. Unused leave is forfeited. Maternity leave applications should be
Employees who wish to carry over their leave submitted to Human Resources at least one
balance must obtain prior approval from the Chief
Executive Officer. Recognizing that this may happen (1) month before the expected start of
due to project demands, the Company encourages maternity leave and should be accompanied
all Employees to use their leave entitlement fully. by a medical certificate.
Unpaid maternity leave will be considered
Employees must submit these forms five (5) working for the sixth (6) or more surviving child.
days prior to their planned vacation. No last-minute
or emergency leave. Compassionate Leave
If an Employee resigns from the Company, the Marriage Leave (Permanent Employee
required notice period may be reduced by the only)
amount of leave due to the Employee. It is possible
to get paid in lieu of leave if the company asks for it. a) First marriage of the Employee - 2 working
days
Employees may only leave when their request is
approved by the appropriate authority. Otherwise, Paternity Leave ( Permanent
they will be deemed absent from work without Employee only))
permission and subject to disciplinary action. Up to a maximum of five (5) surviving
The Company reserves the right to recall an children.
Employee from leave. Amount of unused leave will
be credited to Employee's entitlements. Work a) Birth of legal child - 2 working days
performed during a cancelled leave period is not
considered overtime unless performed outside of
normal operational hours.

25

LEAVE

Medical Leave

Sick Leave
The eligibility of the Employees paid sick leave per calendar year except for Contract
Employees whom sick leave entitlement is stated in their Contract of Employment shall
be 14 days across the board. For those Employee governed under the Employment Act
1955 (basic pay RM 2,000 and below and RM2,500 and below for Sarawak) the paid sick
leave shall be as follows: -

Years of Service - Leave Entitlement
First 2 years - 14 days
More than2 years to 5 years - 18 days
Above than5 years 22 days

Paid sick leave shall be granted to employees who are medically unfit for work.
Each occasion of sick leave shall be calculated as half (12) or one (1) day.
Extra sick leave is treated as unpaid medical leave.
An employee on sick leave must notify their immediate superior or HR within 48
hours.
An employee who goes over forty-eight days without informing the company
(48) hours are in breach of their employment contract and may be terminated.
Employees on sick leave must provide a medical certificate detailing their illness
within 5 working days of returning to work. The company reserves the right to: -
Mark his/her leave as unpaid
Refusal to pay/ reimburse the employee
Initiate discipline
It is the employee's responsibility to submit the Medical Certificate with their weekly
timesheet. If an employee is frequently absent due to illness, the company may ask
them to undergo a medical examination to diagnose the illness. If the employee is
deemed unfit for work due to illness, their employment may be terminated for
medical reasons.
Non-cumulative unused sick leave

26

LEAVE

Hospitalization Leave
In the event hospitalization is necessary, the Employee shall be entitled to maximum of
sixty (60) days paid leave inclusive of sick leave per calendar year. Prolonged Medical
Leave (Permanent Employee only)
Permanent Employees suffering from a prolonged illness which requires extended sick
leave will be eligible to additional prolonged medical leave after the hospitalization leave
as per following guidelines: -

a) Up to a maximum of ninety (90) days - Full Pay Leave
b) Further of ninety (90) consecutive days - Half Pay Leave
c) Further of ninety (90) consecutive days - Unpaid Leave

The Company may consider medical boarding out at the end of the prolonged medical
leave period by terminating their service with the Company due to Employees becomes
incapable in carrying out their duties. The occasion will take into consideration prior to
written recommendation and certification from the registered medical practitioner.

Bereavement Leave
The Company may at its discretion grant special paid leave of two (2) working days to an
Employee for the following reasons: -

a) Death of an Employee’s immediate family member such as Spouse, Legal Children,
parents, parents-in-law, brother, brother-in-law, sister, sister-in-law, grandparents and
grandparents-in- law.

b) Natural disaster that directly affects the Employees.
Employees shall be required to provide documentary evidence as supporting documents
such as certification by cognizant officials e.g., Death Certification, Marriage Certification,
Birth Certification, or notifications of authorities concerned to avail themselves of this
benefit.

27

LEAVE

Examination Leave (Permanent Employee only)
All Permanent Employees who have served at least twelve (12) months of Employment
with the Company may granted paid examination leave up to a maximum of three (3)
working days per calendar year to sit for an examination subject to the education is being
approved by the management. Employees are required to attach the examination time
schedule prior to leave application.

Pilgrimage Leave (Permanent Employee only)
All Permanent Muslim Employees who have served with the Company for more than five
(5) years shall be eligible for a maximum of thirty (30) consecutive calendar days paid haj
leave once during their duration of employment with the Company.

Advance / Unpaid Leave
Advance / Unpaid leave are subject to management approval, an Employee may be
granted advance
/ Unpaid leave when circumstances permit. Recommendation should be obtained, from
the Employee’s Department Head and subject to management approval

Rest Day / Off Day
Within the scope of the Employment Act, every Employee is entitled to one (1) Rest Day
per week. It should be made clear that as the Company practice five (5) day working
week,the other day is termed as an Off Day.

Public Holidays
Employees will enjoy paid holidays on all Public Holidays gazette by the Federal
Government and the government of the state in which the Employees are employed.
Should the gazette Public Holidays fall either on the weekly Rest Day / Off Day, therefore
the immediately preceding or succeeding working days shall be declared as Company’s
paid holiday as replacement.
An employee on assignment shall adhere to the assignment location gazette Public
Holidays.

28

GENERAL BENEFITS

Outpatient / Clinical Treatment
RM 3,000.00 per year for an employee and his/her dependents (if applicable).
All medical expenses must be backed by receipts.

The following are excluded from the company's outpatient/clinical treatment benefits:

• Artificial devices, cosmetic surgery, etc.
• Treatment or prescription costs for birth control, infertility, or pregnancy.

• All preventive and curative medications except vitamins.

• Any medicine purchased from a pharmacy without a prescription from the Company's
Panel Doctor or Registered Medical Practitioner.
Employees who have exceeded their outpatient/clinical treatment entitlement for the
calendar year will be notified.
Additional medical expenses within the calendar year are the employees.
Outpatient/clinical treatment credits will be lost.

Specialist Consultation
Employee may seek specialist consultation / treatment provided that the Company’s
panel doctor or registered medical practitioner refers him / her to do so.
The limit for outpatient specialist consultation cost shall be within the general outpatient /
clinical treatment limitation.
.
In case of emergency or accident, the Employee or their representative is required to
inform the Human Resources Department immediately upon treatment or consultation. If
the accident happens to be during non-working hours, an Employee shall be given an
authority to go directly to any Company’s Panel Hospital by presenting the cashless card
or guarantee letter (if any). For Non-Panel Hospital the Employee may claim costs as
expenses. Non-Panel Hospitals may only be used for emergencies.

29

GENERAL BENEFITS

Group Insurance Scheme
Group Term Life
Employees are covered under the Company's Group Term Life Insurance up to the agreed limit. The
Human Resources Department can provide more information.
In the event of death or permanent disability, the Employer will provide twenty-four (24) months of
basic salary.

Group Personal Accident

The company will cover eighteen (18) months basic salary for accidental death or bodily injury.
This coverage is in addition to the term life insurance above and covers forty-two (42) months of basicsalary
in the event of accidental death.

Group Surgical and Hospitalization

The Company will provide hospitalization and surgical insurance for the employee and their
dependents.
Each employee must notify Human Resources of their marital status and the personal details (name,
date of birth, etc.) of their family. Any new family member should be informed.
Inpatient hospitalization is available for employees, their spouses, and children (if applicable). If an
employee admits to anything, they must notify Human Resources.

The following exclusions are detailed in the policy schedules, and the Company is not responsible for
any costs incurred:

Prenatal and postnatal care for birth defects and congenital anomalies.
Other than in cases of accidental bodily injury, dental conditions are not covered.
Treatment for surgical, mechanical, or chemical birth control, infertility, pregnancy, delivery,
caesarean section, abortion, or miscarriage, and all complications.
Routine eye and ear exams, including prescription glasses, contact lenses, and hearing aids.
Accidental injuries, suicide, alcoholism, or chemical dependency.
Treatment of nervous disorders, including their physiological and psychosomatic manifestations.
Expenses related to plastic surgery.
Employees will be informed of their entitlement to hospitalization and surgery insurance coverage
via Human Resources.
Expenses for specialist treatment that exceed the credit limit or insurance coverage are borne by
the employee.

30

GENERAL BENEFITS

Social Security Act Insurance (SOCSO)
All Employees earning up to RM 3,000.00 per month are required to be registered as a member of
Social Security Organization (SOCSO) and make monthly contributions to it.
The objective of this insurance is to provide compensation to Employees should they be injured
accidentally in the course of their work or death arising thereof.

Maternity Allowance (Permanent Employee only)
The Company will bear the cost of delivery fees in respect of each confinement up to the third (3)
surviving child involving permanent female Employees or the Spouse of permanent male Employees
up to a maximum of RM 1,500.00.
Meanwhile, only Permanent Employees who have served at least twelve (12) months of Employment
with the Company before the delivery date are entitled for the allowance.
Receipt must be produced upon claiming for reimbursement.

Staff Welfare (Permanent Employee only)
Death of Employee
RM 1,000.00to the next-of-kin of an Employee.

Special Occasions
The Company will send a token for Employee’s birth of legal child and hospitalization of employee

Company’ s Handphone
The provision of a handphone is approved by the CEO when business necessity requires it.

Company provided handphones are for business use only. Personal calls may be monitored by the
Finance Department and excessive personal use will require imbursement to Ranhill Worley.
Handphones remain the property of Ranhill Worley and must be returned on termination.

Employees will be reimbursed for business calls made on their private handphone. Actual bills must
be submitted, and the calls highlighted together with expenses form when making the claims
The Company’s hand phone / sim card shall be used inter alia performing duties related to Company
business. The usage of Company’s hand phone / sim card shall be as per Appendix 5.
In the event the hand phone / sim card was missing, the Company shall charge a levy (penalty) for
replacement of the hand phone / sim card. The levy charges shall be paid by the Employees as per
Appendix 6.

31

GENERAL BENEFITS

Long Service Awards (Permanent Employee only)
To reflect the Company’s belief that all Employees should be rewarded
meaningfully for their loyalty, the Company may confer ‘Long Service Award ‘commensurate with
the length of service with the Company based on the Company’s financial
capability
The awards are conferred as follows: -

Years of Service Award Value
5 years - RM1000.00 Certificate of service and souvenir
10 years - RM1250.00 Certificate of service and souvenir
15 years& above - RM1500.00 Certificate of service and souvenir

The awards may be presented to the Employee on completion of the
following year of service as at
30th June of the current year and still in service with the Company during
conferment of the award.

Travel Insurance
Any employees undertaking domestic or international travel shall contact their
HR representative to ensure appropriate travel insurance is provided.
Cover is also extended to personnel’s accompanying spouse or dependent children and
includes any associated holiday travel that may be taken in addition to
authorized business travel. It must be noted that the prime focus of the
travel must be one of business with holiday travel forming a small partof the
trip.

32

GENERAL BENEFITS

Travelling Allowance
Transportation

Employees who are required to travel on official duties and overseas shall be
entitled to certain travelling allowances. If transportation is not provided; -

By Air - Economy Class
RM 0.80 per km
By Own Car - RM 0.40 per km
Actual Receipt Cost
By Own Motorcycle -

By Taxi -

Mileage claims when using own transportation are limited to the airfare,
equivalent of the route. Airfare equivalent is defined as the normal economy
class airfare cost of travel, airport taxes and taxi fares.
The Company will not be held responsible for any theft, fines, expenses,
orloss in value of motor vehicle arising from collision or other causes.
Employees making claims for parking and toll charges are required to attach
receipts.

Accommodation
An Employee who is on overnight outstation duty at more than fifty (50) km
from the work base shall be provided with appropriateaccommodation by the
Company.
Lodging Allowance of RM 50.00 per night stay shall be given to the Employee
if the Employee possesses their own accommodation.

33

GENERAL BENEFITS

Per diem allowance
Employees having to spend the night away from the work base are entitled to RM70 per
day per diem. The allowance shall be computed as per Appendix 4 including departure
and arrival dates. To reimburse out-of-pocket expenses spent by employees while on
official Company business. Meals, incidental local trips, and local phone calls are out of
pocket. Legitimate expenses with receipts. When expenditures are claimed, the per diem
does not apply (i.e., it is either per Diem with other allowances as detailed in the handbook
of fully claimable as per receipts).
Where genuine expenses exceed the prescribed per Diem (per Appendix 4), the
employee may submit an expense report with receipts.

The Per Diem Allowance is paid during the whole assignment, including Medical Leave.
However, if the employee is on annual or compassionate leave, they are not entitled to
the per diem allowance whether they are on assignment or not.

Contractual personnel working on EPCM3 Project in Malaysia locations within a 60km
radius are entitled to claim Domestic Travel and Per Diem as follows:

(i) Overnight Trip (RM per night)
RM408 per diem to cover compensation for accommodation, food, local travel to worksite,
laundry, and other daily expenses on EM approved business trip. The respective staffs are
to arrange their own accommodation.

(ii) Day Trip
RM95 to cover for daily expenses.
.
The above per diem rates are NOT applicable for work locations within 60km radius.
Proof of travel through approved timesheet and Business Travel Authorization (BTA) must
be submitted for all personnel making the claim and PRW has the right not to reimburse
the per diem claim without enough supporting documentation or for any exceeding the
upper cap as indicated above.

34

GENERAL BENEFITS

Laundry Allowance
Employees who are required to stay for more than seven (7)
continuous days and were provided with hotel accommodation by
the Company are entitled to claim for laundry allowance. The
allowance shall be claimed subject to the following terms: -
More than 7 days – RM100/ week maximum

Meal Allowance
Employees who are on outstation duty but do not require staying
overnight will be entitled for the following meal allowance of RM50
per day.

Overseas Allowance
The management will determine overseas allowance other than has
been provided for within this Handbook as per Appendix 5 on a case-
by-case basis.

Winter Clothing
To assist Employee who may need to purchase winter clothing when
travelling to cool climate countries, they will be entitled to the
followings: -
Winter clothing allowance of up to RM1,000 can be claimed with
receipt Such claim can only be made once every 3 years

35

GENERAL BENEFITS

Employee expenses
Employees shall be reimbursed for all reasonable expenses incurred while
representing the Company. All charges will be repaid via an expense authorized
Employee expense form. Employees must use the WorleyParsons online self- service
application on GBS to report their out-of-pocket business costs.
On the WorleyParsons Now page, click on the GBS logo in the lower left-hand corner
to access iExpense. On the GBS homepage, click the Internet Expenses link to
open iExpense.
Invoices for business-related costs must be submitted within a week. All expenses
must be accompanied by receipts or invoices, as well as a travel requisition form,
utilized plane ticket, and boarding pass stub. A tax invoice is generally considered
acceptable paperwork unless it is clearly labelled as a credit card slip. It must be
approved by the line or project manager before any iExpense claims can be
submitted.

Foreign currency business expenses should be translated to Malaysian Ringgit at
the time of spending. Payments will be made immediately into the employee's bank
account.

All travelers must record their travel itinerary under our R3 requirements:

Travel Tracker (in the system) for domestic flights and car Click on the link below to
register with Travel Tracker. RWX.RANHILL WORLEY CORPORATION
http://rwx.RANHILL WORLEY CORPORATION iJet flight tracking

To register the details, go to https://crisis.worleyparsons.com/mobility/default.aspx.

36

TRAINING AND CAREER DEVELOPMENT

The Company's goal is for each employee to learn the skills required to properly perform their
jobs and advance to their highest level of competency and reward.
To ensure the Company's investment offers all expected business benefits and necessary
Employee experience, the Company maintains the right to place persons into a bond.
The following conditions apply to the use of training courses:

Direct and indirect employees (if required).
The course must be directly relevant to the employee's current or future job responsibilities.
Each department head and lead must submit a request for training courses in the training
plan.
Requests for training should be directed to Human Resources.
All departmental training plans must be authorized by the department head, HR manager,
and CEO.
Upon completion of training, employees must submit the training records and certificate to
Human Resources within thirty (30) days. In the absence of training records, employees must
shoulder the entire expense of training.

Training Bond (Permanent Employee only)
For courses that cost more than RM 1,500.00 Employees are required to sign the training bond
that has been set by the Company as follows: -

Cost Per Training (RM) Bond Contract Duration

1) 1,500.00 to 5,000.00 - 6 months of Employment

2) Above RM 5,000.00 - 12 months of Employment

Should the Employee resign before the completion of the bond contract duration the following
terms are applicable: -

·Resign from the Company after having served for more than half (1/2) period of bond contract
duration; you are required to refund at 50 % of the amount of training cost to the Company.
·Resign from the Company after having served for less than half (1/2) period of bond contract
duration; you are required to refund at 100 % of the amount of training cost to the Company.

37

TRAINING AND CAREER DEVELOPMENT

Promotion – Internal Selection Scheme
The Company shall maintain a policy of promotion from within, of suitable and
qualified Employees, whenever possible.
The selection shall be based on the Employee’s achievement, performance, ability,
attitude, and potential for advancement. Other criteria to be considered are: -

Permanent and confirmed Employee.
Minimum one (1) year in current job.
Most senior qualified.
If internal Employees do not qualify for the vacancy the position shall be advertised
to attract external candidates.
If their performance in the new position is found to be unsatisfactory within six (6)
months the Employee shall be reverted to their former position or re-assigned to
another position of equivalent grade and salary as the former position

38

CODES OF CONDUCT

Declaration
All Employees are given, and asked to sign, hard copy of the Code of Conduct upon joining the
Company. A signed copy of the declaration must be returned to the HR department prior to the
conclusion of the Employee’s induction

Act of Misconduct
Employees are deemed to be involved in acts of misconduct when they are found to have
executed anyone of the following acts: -

Abuse of E-mail and Internet
·Violence, fighting, abusing, assaulting, or threatening to assault, or to do injury to other
Employees or personnel within the Company.
Sleeping on duty.
Participating in an illegal strike or abetting, inciting, instigating, or acting in furtherance
thereof.
Breach of any law, rules, regulations, or orders applicable to the Company.
Falsifying or destroying Company records.
Engaging in any private business or trade within the Company’s premises.
Gambling within the Company’s premises.
Disclosing to any unauthorized person any Company commercial or trade secrets or
information of a confidential nature without prior permission of the Company.
·Employment with any other organization or employer without the prior written consent
from the Company.
·Rudeness or improper behavior to the Company’s clients whilst on duty.
·Making false, improper, or excessive claims to the Company.
·Commission of any arrest able offence under the Penal Code within the Company’s
premises and during office hours.
Commission of any arrestable offence under the Penal Code for which an Employee is
convicted.
Commission of any offence under the Internal Security Act.
Inciting, aiding, or abetting another Employee(s) to commit any of the above acts of
misconduct.
Alcohol or substance abuse.
The above list is by no means exhaustive

39

CODES OF CONDUCT

DISCIPLINE
The Company reserves the right to take disciplinary action against any Employee in the
event of misconduct, inefficiency, and indiscipline or for committing any infraction.
Misconduct is construed to have occurred when the Employee intentionally does
something that he / she knows is wrong or he/she does something reckless without any
care of the consequences of their action.
The disciplinary procedures are not primarily meant as a means of imposing sanctions.
They are also designed to encourage improvements in Employees’ individual conduct through
the development of positive attitude and good personal discipline.

MISCONDUCT
The situation of misconduct is defined based on the following occasion: -

During working hours, within Company premises.
During working hours, outside Company premises.
Outside working hours, within Company premises.
Outside working hours, outside Company premises

Minor Misconduct
Minor misconduct generally a performance related. Among the infractions, which can
constitute minor misconduct, are: -

Late coming or leaving the workplace early.
Absence without prior permission or approval.
Not taking care of tool sent rusted.
Posting, altering, or removing any matters on the notice board on Company’s Letter head without
permission from the management.
Loitering within Company premises.
Unauthorized use of Company vehicle or equipment.

40

CODES OF CONDUCT

Major Misconduct
Major misconduct is generally attitude-related problems as well as repeated minor
misconducts. The example listed here are not exhaustive. The Company reserves the right
to determine what action is considered as misconduct.
Examples of Major Misconduct: -

Habitual late coming.
Willful insubordination or disobedience to lawful and reasonable instruction.
Theft, fraud, or dishonesty (included attempted) in connection with the Company’s business or
property.
Willful damage or loss of Company’s or other Employee’s property.
Gambling in the premises.
Detained in police custody or convicted of any criminal offence.
Riotous or disorderly behaviors or fighting on the premises.
Misrepresentation or falsifying records including job applications.
Assault within Company premises.
Under the influence of alcohol, chemical, substances.
Illegal strike or abetting, inciting, and instigating.
Negligence.
Sleeping whilst on duty. Failure
to observe safety rules.
Engaged in private work, trade or business within the Company or outside work or
business activities, which conflicts with the business of the Company or its interest.
Making an oral or written public statement on the policies or decision of the Company
and circulating such statements.
Publish article or write any book based on official Company information without the
written permission of the Chief Executive Officer

41

CODES OF CONDUCT

Disciplinary Action
Any Employee who commits a breach of the rules established by the Company and any
other acts of misconduct, indiscipline or inefficiency should be subject to disciplinary
action.
It has been established that the employer can impose any measure for the maintenance
of discipline and the smooth running of the organization, and this prerogative of the
employer cannot be questioned unless it can be shown that such measure was
unnecessarily harsh or as being unfair labor practice.
Disciplinary action shall be corrective measure and not punitive for improving Employees
who do not conform to the standards of performance and behavior which are consistent
with the fulfilment of the conditions of employment.
All complaints or reports pertaining to alleged misconduct shall be directed to the Head
of Department, who will handle the situation with advice from Human Resources
Department.

Mode of Disciplinary Action
Depending on the gravity of the offence committed, and after due inquiry, the Employee
may be subject to one or any combination of two or more of the following disciplinary
actions: -

Verbal / Written warning.
Suspension from work with half wages (not exceeding fourteen (14) days).
Withholding increments.
Downgrading (lowering of rank & salary).
Dismissal without notice.

All disciplinary action taken by the Company shall comply with the Company’s established
procedures and current legislation.
All documents that are related to the above shall be recorded in the Employee’s personal
file.

42

CODES OF CONDUCT

Domestic Inquiry
During a domestic inquiry, an Employee shall be given a chance to defend himself. Human
Resources Manager shall determine a Panel of Inquiry with the approval from the Chief
Executive Officer.
Depending on the gravity of the offence, if the panel of inquiry decides that misconduct
has been established, the Employee may be recommended for any disciplinary actions
mentioned in item 13.4.1.
The recommendation shall be forwarded to the Chief Executive Officer.
The serious step to recommend for dismissal is never taken against an Employee without
the concurrence of their immediate superior / Head of Department and the Human
Resources Manager. This is to assure that the facts and circumstances fully warrant
dismissal and that the Employee had been given reasonable consideration before such
decision is made.

Appeal Procedure
An Employee who is aggrieved by the punishment may appeal to the Human Resources
Manager to have the order of the punishment reviewed. Any appeal requires to be
submitted in writing within seven (7) days from the date of the written disciplinary
awarded.
The decision made by the Human Resources Manager and Chief Executive Officer shall
be final.

Grievance Procedure
Any grievance arising between an Employee and the Company should be settled as
equitably and as quickly as possible when an Employee complained but is dissatisfied
with the decision made pertaining to their complaint, such a complaint shall be construed
as a grievance.
Following are steps to be taken in resolving Employees’ complaints: -

43

CODES OF CONDUCT

Informal Grievance
a) An Employee shall approach their immediate superior verbally of the
grievance arising and explain the nature of the grievance and its effect on
their working conditions and wellbeing.
b) If the matter is not resolved within five (5) working days, the Employee may
refer the grievance to the respective Head of Department.
c) All grievances reported shall be noted and filed, which the copy shall be
forwarded to Human Resources Department.
d) After seven (7) working days, should the solution provided by the Head of
Department not satisfy the Employee, he / she may initiate the formal
grievance procedures, as follows: -

Formal Grievance

a) To initiate the formal grievance procedure the Employee shall report the
grievance in writing to the Human Resources Manager explaining the
circumstances leading to the grievance.
b) The Human Resources Department shall investigate to resolve the
grievance within ten (10) working days from the date the letter was received.
c) The Human Resources Department, after reviewing the case, shall decide to
either uphold the decision or provide an alternative solution. The decision of
the Human Resources Manager shall be final and relayed to the Employee
concerned in writing with copies to other relevant parties. One copy shall be
filed in the Employee’s personal file.

44

GENERAL POLICIES & PROCEDURES

Building Access Swipe Card
If the badge is lost, the Employee must report the lost to the Human Resources
Department for replacement. The Company will charge a levy ofRM 50.00
for replacement of the card due to the Employee’s own negligence.

Ranhill Worley Parsons ID Card
If the card is lost, the Employee must report the lost to the Human Resources
Department for replacement. The Company will charge a levy of RM 50.00 for
replacement of the card due to the Employee’s own negligence.

Drugs, Alcohol and Contraband Policy
To maintain a safe, healthy, and productive working environment, all
Employees are required to strictly adhere to the Company’s Drug, Alcohol and
Contraband policy requirements.
Employees who fail to adhere to the drug, alcohol and contraband rules and
regulations will be subjected to disciplinary action that may include
termination.

Sports and Recreational Activities
Employee or Company initiated sports and recreation programs may receive a
partial subsidy from the Company.
Any program requires prior approval from the management before
implementation. Approval for funding shall be at Management’s discretion.

45

GENERAL POLICIES & PROCEDURES

Sexual Harassment Policy
The Company affirms the right of every Employee to work in an environment free of
sexual harassment. The Company expects and requires all Employees to conduct
themselves according to standards of professional ethics and behavior appropriate
within the Company.

Sexual harassment is defined as: -
·Any sexual solicitation or advance directed at an individual or group by another
individual or group of the same or opposite sex who knows (or ought reasonably to
know) that this attention unwanted, or
·Any implied or expressed promise of reward for complying with a sexual solicitation
or advance, or
·Any threat of reprisal for refusing to comply with an implied or express sexual
solicitation or advance, or

·Repeated behavior, verbal or physical, that, by denigrating an individual or group
based on sexual orientation or gender, interferes with the working environment.
Sexual harassment can be verbal or physical. Examples could include, but are
notlimited to, behavior such as: -

·Demeaning remarks, jokes, or other types of verbal abuse of a sexual or sexist
nature directed at an individual or group, or
·

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GENERAL POLICIES & PROCEDURES

The inappropriate and uncalled for comments about an individual’s dress or body,
or
·The inappropriate and uncalled for display in the workplace of sexually suggestive
objects or pictures, or
· Unnecessary touching, offensive gestures, or
· Compromising invitations, or
· Demands for sexual favors or
· Sexual assault (an offence under the Criminal Code).

Decision
·The final decision for the imposition of any sanction or granting of any relief rests
with the Chief Executive Officer who will have due regard for the conditions of
employment regulations regarding discipline or termination, as detailed within each
agreement between the Company and the Employees. The Chief Executive Officer
will inform all parties, in confidence, of the decision on the course of actionto be
taken and reasons for that decision.

Corporate Awareness
As both parent companies are publicly listed organizations, the Ranhill and
WorleyParsons Groups need to place some legal constraints on the conduct of their
personnel. The full details of these constraints are contained in the following policy
manuals, both available via the EMS:

Continuous Disclosure Policy Manual link :
:
-http://klaworems1.worley.com.au/documents/EMS:documentNumber=027-000-

CMM-067.doc Guideline for Dealing in Securities Manual link

-http://klaworems1.worley.com.au/documents/EMS:documentNumber=027-000-

CMM-059.doc

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GENERAL POLICIES & PROCEDURES

Professional Appearance
To boost Ranhill Worley’s professional image, employees must be clean and well-groomed. Ranhill
Worley believes employees can use their own judgement to determine acceptable levels of hygiene
and dress code but suggests considering the following: • Clothing should be tidy, clean, and
professional.

ATTIRE
·Clothing should be neat, clean, and professional in nature. Clothing worn on “casual dress days”
should be worn in good taste and should not be offensive to others. Friday is our casual day
and staffs can dress in “casual wear” on that day. Footwear should be appropriate for the
environment. In the office the wearing of thongs should be limited to periods associated with
prayer. Wearing of open sandals is not acceptable in the office during weekdays. Safety boots
should be worn when visiting site.

HAIR
·Should be kept clean, neat, and well-groomed always.
·Radical colors or styles (e.g., Mohawk or dreadlocks) should not be worn.
Male Employees with hair below the collar hair must tie it back.

FACIAL HAIR
Facial hair to be kept always trimmed.

JEWELLERY
Jewelry should be appropriate to the employee’s position or worn under the uniform.

FINGERNAILS
Nail length should not impact job performance.
Location, client contact, kind of work, and safety are all factors that Ranhill Worley considers
while applying this policy. So, this policy is merely a guideline. Senior management at each
workplace has the final call on what constitutes proper professional presentation.
Management may ask an employee to return home to change into appropriate dress. Annual
leave will be used to cover the employee's absence. There is no compensation for time spent
changing clothes or returning to work if no yearly leave is available. Repeated violations may lead
to disciplinary action.

48

COMPANY INFORMATION

Ranhill Worley Parsons

It was founded in September 1995 as a joint venture between Ranhill Berhad and WorleyParsons
Engineering International Ltd.
In December 1995, Shapadu – ABB Global Engineering Sdn Bhd in Miri, Sarawak, was acquired.
A Jacobs Construction Management (Malaysia) Sdn Bhd acquisition in 2001. Ranhill Worley gained
technical and management resources with this acquisition. The Company today has over 600
employees in Malaysia. As a result, Ranhill Worley supports Ranhill and WorleyParsons businesses
in Asia Pacific and the Middle East.
Oil and gas, refineries, chemicals, petrochemicals, power, infrastructure, paper, and pulp sectors
use Ranhill Worley for project management and multidisciplinary engineering.

See http://www.ranhill.com.my/companies/ranhill_worley_engineering.htm for further details.

Ranhill

As a major provider of engineering, construction and integrated services, Ranhill Berhad was
founded in 1973.
It used to be a branch of Rankine and Hill, a multinational corporation. The corporation now
includes offices in Penang, Kuching, Kota Kinabalu, Johor Bahru, and regional offices in Vietnam
and the Philippines.
We provide services in the following areas: geotechnics; energy; water resources; transportation;
agriculture; telecommunications; maritime; oil and gas processing; environmental; infrastructure
planning and project and construction management.

See http://www.ranhill.com.my/ for further details.

Worley Parsons

WorleyParsons began in the 1960s in the US and UK and expanded to Asia Pacific in the 1970s.
WorleyParsons (Australia) was purchased by Wholohan Grill and Partners in 1987.
In the energy, resource, and complex processing sectors, WorleyParsons is currently a publicly
listed leader. WorleyParsons has nearly 4,000 employees in 37 offices in 14 countries, enabling it
to serve a global clientele. WorleyParsons' success as a knowledge-based organization is due to
its talented employees. For additional information on WorleyParsons, please visit their website at
the following link: -
http://www.worley.com.au/ipox/

49

APPENDICES

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