TABLE OF CONTENTS PAGE Introduction 1 Statement of Philosophy 1 Who We Are 1 Vision, Mission, Our Product 1 - 4 Our Core Value 1. HUMAN RESOURCE POLICIES 5 - 9 1.1 Recruitment and Selection 1.2 Orientation 1.3 Employee Classifications 1.4 Employee Duties 1.5 Personnel File 1.6 Annual Salary 1.7 Performance Appraisals 1.8 Professionalism 1.9 Discipline 1.10 Hours of Work 1.11 Overtime 1.12 Termination 2. COMPENSATION 9 - 11 2.1 Payment of Salary 2.2 Annual Increment & Bonus 2.3 Employment Provident Fund (EPF), SOCSO, And EIS 2.4 Personal Income Tax 2.5 Transportation Allowance / Mileage Claim. 2.6 Outstation Meal 2.7 Medical Claim 3. BENEFIT 11 - 14 3.1 Annual Leave 3.2 Unpaid Leave 3.3 Maternity Leave 3.4 Paternity Leave 3.5 Bereavement /Compassionate Leave 3.6 Examination Leave 3.7 Matrimonial Leave 3.8 Staff Room Accommodation Policy 3.9 Public Holiday and Rest Day 3.10 Prayer Room 4. EMPLOYEES APPEARANCE AND HYGIENE 14 - 15 4.1 Standard Dress Code and Appearance Standards
5. GENERAL RULES AND REGULATION 16 5.1 Name Tag and Access Card 5.2 Punctuality and Attendance 5.3 Parking Area and Gate Pass 5.4 Prime Medical Concepts Sdn Bhd Property 6. DISCPLINARY AND CONDUCT CODE 17 - 19 6.1 Code Of Conduct 6.2 Confidentiality 6.3 Smoke Free Work Place 6.4 Alcohol and Drug Free Work Place 6.5 Sexual Harassment Prevention Policies 6.6 Grievance Procedure 7. OCCUPATIONAL SAFETY AND HEALTH 19 - 20 8. EMERGENCY PROCEDURES 20 - 21 9. AKNOWLEDGEMENTS 22
1 INTRODUCTION Prime Medical Concept Sdn Bhd was established in 2016 by Company Director, Joseph Chong Zhen Hao. We have 7 years of experiences to connect patients to the right doctor. Our purpose is grounded in our belief that all people deserve to live healthy lives. This drives our desire to provide impeccable medical devices that are affordable throughout the society.We are committed to improve access and affordability to create a healthier community. This employee handbook is a summary of policies, procedures and practices related to human resource management at Prime Medical Concepts sdn bhd. Including the benefits package which is insurance and health plan. Any questions regarding the benefits package may be directed to the Human Resource Department. STATEMENT OF PHILOSOPHY Our philosophy approach in medical industry is fairly simple, using our digital integrated health solution to support people in the moments that matter, working tirelessly to bring more convenience and assist people in their health journey in this modern society. WHO WE ARE Prime Medical Concept Sdn Bhd was established in 2016 by Company Director, Joseph Chong Zhen Hao. Our purpose is grounded in our belief that all people deserve to live healthy lives. This drives our desire to provide impeccable medical devices that are affordable throughout the society. We are commited to improve access and affordability to create a healtheir community. In early 2019, we started to cover Malacca, Seremban, Kuala Lumpur, Kuantan, Kota Kinabalu, Kuching and Penang. Vision Digitalize health industry to bring prosper to human life Mission To improve access and affordability to support people in their health journey so they can live life to the full. Our Product In hospitals around the Malaysia, surgeons operate with confidence using trusted surgical systems and devices designed to provide the safest and most effective treatment for a range of medical conditions. 1. Merilclavo - Intramedullary Nailing System
2 The PFRN Long Nail for Femur Low and extended sub-anthropocentric factures. PFRN anti-rotation Screw provide Rotational and angular stability by locked in femoral head & providing additional Support. PFRN anti-rotation screw had a log higher cut-out resistance in comparison with commonly-used screw systems. Ipsilateral trochanteric factures Combination factures ( in the proximal femur ) Pathological factrues 2. Medtronic Spine Cervical Anterior – Zevo, Cornerstone Divergence, Pyramesh Posterior – Vertex, Centrepiece Thoracolumbar Anterior – T2 Altitude, OLIF, Pyramesh Posterior – Open & MIS Interspinnous – DIAM Biologic – DBM, Infuse 3. Allograft & Bone Graft Bone Graft – TCP Granules (Ossograft) Allosource – Post TIB, ANT TIB, Archiles Tendon 4. Pain Management RF – DIROS Reusable & Disposable Electrode Trident PLDD Cervical Lumbar & Lumbar Obese
3 Fibre Only 5. Proctology Laser Hermorrhoids Laser Fistula Laser Variscose Vein Laser ENT Laser Vagina Laser ONG 6. Additional Division Endoscope - Spinendos Disposables - Stapler Hemorrhoid - Trocar - Reveel Arthroplasty - Biomet TKR - Didienne Sante THR - Nemauses Bipolar AMBITIOUS PROJECTS FOR THE FUTURE Prime Medical Concept has a big planning for the future of Malaysia pharmaceutical industry, is changing the way we communicate but offer more innovative ways for monitoring our health and well being and provide greater access to personal data for self-management. eHealth A model of health and care delivery where the devices, services and interventions used are designed around the patient’s specific needs, and allows the patient to receive care in the most proactive and efficient way possible. Health Data Technology Health Data at a basic level is information technology applied to personal health. It supports the management of health information across computerised systems and the secure exchange of health information between patients and health care providers.
4 Digital Health System Includes our system on the website, with user-generated content, interoperability and usability functionality. It describes the use of technology to enable care collaboration, using hardware and software tools to promote collaboration between patients, their carers and health and device providers. Direct Communication There are many benefits from Direct Communication among patients, care providers and medical device provider. By removing the third party of any health care procedure will reduce cost & time, substantially increase the accessibility and affordability of medical. OUR CORE VALUES “ MEDICAL DEVICES THAT YOU CAN TRUST ”
5 1. HUMAN RESOURCE POLICIES Prime Medical Concepts sdn bhd is an equal opportunity employer and employees personnel without regard to race, ancestry, place of origin, colour, ethnic, language, citizenship, creed, religion, gender, sexual orientation, age, marital status, physical and/or mental handicap or financial ability. While remaining alert and sensitive to the issue of fair and equitable treatment for all, Prime Medical Concepts Sdn Bhd has a special concern with the participation and advancement of members of four designated groups that have traditionally been disadvantaged in employment: women, visible minorities, aboriginal peoples and persons with disabilities. 1.1 RECRUITMENT AND SELECTION All employment opportunities at Prime Medical Concepts sdn bhd, are post Applicants are invited to submit their application, along with a current résumé, demonstrating that they meet the minimum criteria for the position being sought. At the closing date, all applications are screened, and candidates selected for interview are contacted. If the interview is positive, references will be contacted. Depending on the feedback provided, a position may be offered to the applicant. 1.2 ORIENTATION All new employees shall receive an orientation session which will encompass an overview of general policies, procedures and operations. This will also provide employees, new to either a position or an opportunity to learn the performance expectations management has with regard to the position in question. They will be given a copy of this Employee Handbook and will be expected to learn its contents. They will also make aware of policies such as, Code of Ethics, and asked to sign off on their adherence to same. 1.3 EMPLOYEE CLASSIFICATIONS Each position at Prime Medical Concepts Sdn bhd, shall be classified as either Administrative or Operation in nature, as determined by Management. This decision will be based on the duties assigned and qualifications required for each position. It should be noted that all positions covered by the Hours of Work and Overtime provisions of the Employment Act 1955.
6 1.4 EMPLOYEE DUTIES Attached to an Offer of Employment, is a description of the job and the associated responsibilities, along with any additional tasks possibly required. This document will be used to evaluate performance both during the probation period and after. If an employee is unsure of its contents, they should not hesitate to ask for clarification. From time to time, it may be necessary to amend an employee’s job description. These amendments will be discussed with the employee in advance however; the final decision on implementation will be made by management 1.5 PERSONNEL FILE Prime Medical Concepts sdn bhd does collect personal information for inclusion in personnel files. Employee information is kept in a secure location, and is not shared with members of our Board or with our funders. Information which is contained in an employee’s personnel file includes the following: résumé, letter of offer, performance reviews, amendments to job descriptions, disciplinary notices, tax forms, copies of enrolment forms for benefits and approved leave requests. 1.6 ANNUAL SALARY Salaries shall be determined by the Management, based on budget considerations and commensurate with the experience of the successful candidate. The Company shall pay employees on a bi-weekly basis, less the usual and necessary statutory and other deductions payable in accordance with the Employer’s standard payroll practices. These payroll practices may be changed from time to time at the Employer’s sole discretion. 1.7 PERFORMANCE APPRAISALS The performance review document will be a living document for each employee. Each employee will be responsible for developing their respective work plan for the year. This plan will be reviewed by Management and amended as necessary. At the time of the performance appraisal, the employer and employee will review the objectives and the results achieved. Throughout the year, the employee and employer may refer to this document to track progress made toward objectives, highlight areas of concern and indicate challenges identified along the way. Performance reviews, for all employees, will occur near the end of June and December, and annually thereafter. Employees should prepare for this meeting by preparing a draft workplan for the coming year. This meeting is to review successes and challenges from the preceding year, and to establish the objectives for the coming year. This would also be the opportunity for either party to identify and recommend professional development opportunities which may assist the employee in their day to day work or to grow within the Management. Once complete, both parties shall sign off on the final document and it shall be added to the employee’s personnel file.
7 1.8 PROFESSIONALISM When representing Prime Medical Concepts sdn bhd, employee should dress and behave appropriately. Employees should choose to dress in a manner which presents a professional corporate image to the public and is respectful of others. Excessive use of profanity is neither professional nor respectful to co-workers and will not be tolerated. 1.9 DISCIPLINE Discipline at Prime Medical Concepts sdn bhd shall be progressive, depending on the nature of the problem. Its purpose is to identify unsatisfactory performance and or unacceptable behaviour. The stages may be: i. Verbal reprimand ii. Written reprimand iii. Dismissal Some circumstances may be serious enough that all three steps are not used. Some examples of these types of situations are theft assault or wilful neglect of duty. In all cases, documentation should be included in the employees’ personnel file. 1.10 HOURS OF WORK The normal work hours for administrative employees is 45 hours per week, and 45 hours per week for operations employees. 1.11 HOURS OF WORK Overtime is work done in excess of normal work hours. The minimum overtime shall be one hour and part there of shall be calculated to the nearest hour. Working Day / Week Hours of Work Admin Office (5 Works Day /Week) Mon – Friday : 8:15am – 5:30pm Lunch Hour : 12:00pm – 01:00pm / 01:00pm – 02:00pm Saturday : Weekly Off day Sunday : Weekly Rest day Operation (5 Work Day /Week) Rotating Shift (8 Hours) Off day on weekdays
8 Work on: Hourly rate of pay: Normal work day 1½ time normal hourly rate of pay Gazetted public holiday 2 times hourly rate of pay Last minute emergency case Based on Case Weekly Rest Day All employees shall be entitled to two rest day per week. An employee who works in excess of his normal hours of work on a rest day shall be paid Over time his hourly rate of pay. 1.12 TERMINATION An Employment Contract may be terminated by the Employer at any time for cause, without notice or payment in lieu of notice or severance pay whatsoever, except payment of outstanding wages, overtime and vacation pay to the date of termination. Cause includes, but is not limited to, any act of dishonesty, conflict of interest, breach of confidentiality, harassment, insubordination, or careless, negligent or documented poor work performance. During the probationary period each party is at liberty to terminate the employment by giving two (2) weeks written notice without assigning any reason whatsoever. On confirmation of your employment by the Company, either party is required to give ONE (1) month notice or ONE (1) month’s in lieu of termination period without assigning any reason. You may not use any accrued leave to shorten this ONE (1) month notice period without approval from Department Heads. Notwithstanding anything to the contrary contained in herein, the Company shall have the right to terminate your employment forthwith without notice or payment of the salary in lieu thereof on the occurrence of any of the following: - i. You make any false claim as to your qualifications, experience or previous employment or in any other way provide to Company with false information in your application for employment with Company or in the course of your employment with the Company. ii. If you are guilty of misconduct, insubordination, gross negligence or repeated absence from work or any other conduct prejudicial to the interest or reputation of the company. iii. If you fail to satisfactorily discharge any of the duties assigned to you. iv. If you are certified medically unfit for employment by the Company’s doctor or Government medical officer. v. You display aggressive behaviour, or commit any physical act of abuse, assault or violence against others. vi. You become bankrupt or make any arrangement or composition with your creditors generally; vii. Violation of any of the Company’s Safety Rules & Regulations.
9 2. COMPENSATION 2.1 PAYMENT OF SALARIES (a) Wages shall have the same meaning as appearing in the relevant section of the Employment Act 1955. (b) All employees are employed on a monthly rate of pay. (c) Employee (s) initial remuneration will be specified in their contract of service or letter of appointment. They will be informed of any subsequent changes by official letter from the Company. (d) All employees are required to open a bank account with a designated bank. (e) Your pay will be credited directly into your account not later than the seventh (7th) day of the month. 2.2 ANNUAL INCREMENT & BONUS Annual increment shall be awarded at the absolute discretion of the Management and shall be based on your performance. 2.3 EPF, SOCSO & EIS As required by law, you are to contribute to the Employee’s Provident Fund (EPF) , and Employment Insurance System (EIS) at the prescribed rates which shall be deducted from the wages. The management will also contribute its share at the prescribed rates. 2.4 PERSONAL INCOME TAX Each individual employee is responsible for the filing of his income tax returns and its payment. In order for the scheduler tax deduction to be accurate, you are required to update your personal details (such as new born baby, change in marital status, etc.), with the HR Department. Monthly PCB deduction will be made at the statutory rates as required and determined by the provisions under Income Tax Act.
10 2.5 TRANSPORTATION ALOWANCE / MILEAGE CLAIM (a) Transport allowance in the form of mileage claim at the rate of RM0.50 per kilometre (KM) – subject to change shall be provided to employee using own private car on Company assignments away from the company for local travelling of within 50KM radius, irrespective of the vehicle’s capacity. NO claim shall be made if Company car is used. However, if the employee is being paid a fixed transport allowance, then he / she shall not be eligible to make this local travelling claim as well as other mileage claim as per package compensation. (b) For Outstation travelling on personal car, the employee is allowed to claim RM0.50 sen per kilometre as car maintenance cost and fuel expenses claim. However, the Management may make a special arrangement / package as replacement for staff who are required to travel to outstation frequently. (c) Tolls and parking for official duty are claimable unless it has been covered by the Company. 2.6 OUTSTATION MEAL ALLOWANCE All employee eligible following meal allowance for any added or assigned external task. For day trip – not eligible for any claim. Breakfast RM 10.00 Lunch RM 15.00 Dinner RM 20.00 2.7 MEDICAL CLAIM (a) The Company will bear the cost of medical treatment and medications as prescribed by the company registered medical practitioner and government / private hospital / clinic as per below table. The reimbursement shall only be made with original receipt. Length of Service Entitlement Per Calendar Years Entitlement Day < 2 years 14 Days >2 – < 5 years 18 Days 5 years and above 22 Days (b) The Company shall NOT pay for the expenses and cost of the following: (i) Expenses incurred for medical or surgical or other appliance e.g. glasses,hearing aids and cosmetics surgery. (ii) Any expenses arising out of proven self- inflicted injury or illness or disease caused by misconduct or breach of discipline.
11 3. BENEFITS 3.1 ANNUAL LEAVE Employees shall be entitled to an annual leave as per Letter of Appointment. 3.2 UNPAID LEAVE Employees may take unpaid leave with the written consent of the Management. During periods of unpaid leave, employee is advised to inform their immediate superior or Human Resource Department Three (5) days in advance. 3.3 MATERNITY LEAVE (a) Female employee shall notify HR Dept. within a period of (60) sixty days immediately preceding her expected confinement notify the Company about it and the date from which she intends to commence her maternity leave and the Company may suspend the said maternity Allowance until such notice is given to the Company. (b) All Female employees shall be entitled to sixty (98) days paid Maternity Leave (including rest day and any public holiday that falls during that time) which shall notice earlier than thirty (98) days immediately preceding her confinement or later than the day immediately following her confinement. (c) Not with standing the provision of clause (b) above, a female employee shall not be entitled to any maternity leave if at the time of her confinement she has five (5) or more surviving children. For the purpose of the Part “Children " means all-natural children irrespective of age. (c) If the female employee encounters any miscarriage, abortive or premature birth after the twenty-eight weeks of pregnancy, her leave shall also be considered as maternity leave. 3.4 PATERNITY LEAVE (a) All Male employees shall be entitled to sixty (7) days paid Paternity Leave (including rest day and any public holiday that falls during that time).
12 3.5 BEREAVEMENT /COMPASSIONATE LEAVE 3.6 EXAMINATION LEAVE The Prime Medical Concepts shall grant a maximum of ten (10) days paid examination leave in a calender year: (a) whose course is relevant to his/her job (b) is required to sit for an examination on his/her working day Every employee is encouraged to raise any questions or concerns with his or her immediate designated manager, or Human Resources personnel. 3.7 MATRIMONIAL LEAVE (a) Three (5) working days granted for the occasion of a confirmed employee's first legal marriage only. A copy of his marriage certificate must be produced to support his application. (b) One (1) working day granted for confirmed employee's in each calendar year on the occasion of the marriage of their legal children. 3.8 STAFF ROOM ACCOMODATION POLICY / ROOM DISCOUNT Staff may enjoy accommodation, on a space availability basis. Applications are to be submitted to the Director Manager's for approval. 3.9 PUBLIC HOLIDAYS AND REST DAY Employees will be entitled rest day and paid gazette public holiday as per display on notice board; i. A staff who is absents from work on the next day preceding or succeeding a public holiday without the prior approval of the Management, disciplinary action will be taken. ii. All staffs are required to report for duty in the emergency case of any sudden Announcement of ad-hoc public holidays declared by the Government. Failure to report duty on such holiday shall be construed as absence without approval by the Management. No Type Of Compassionate Leave Leave Entitlement (Days) 1 Death of wife/husband 4 Days 2 Death of child / Siblings 4 Days 3 Death of mother/father / spouse 4 Days 4 Death of grand-parents 3 days 5 Death of mother/father-in-law 3 Days
13 * If a public holiday falls on a weekly rest day, the following day shall be a public day and if such following day is also a public holiday, the subsequent day shall be a public holiday. NO PUBLIC HOLIDAYS NO.OF DAYS 1. Chinese New Year 1 2. Chinese New year (2 nd Day) 1 3. Thaipusam day (For Admin Staff Only) 1 4. DYMM Sultan Johor Birthday 1 5. Awal Ramadhan 1 6. Labour 1 7. Wesak Day for (for Admin Staff Only) 1 8. Hari Raya Puasa 1 9. Hari Raya Puasa (2 nd Day) 1 10. Agong’s Birthday 1 11. Hari Raya Haji /Qurban 1 12. Awal Muharram (Maal Hijrah) 1 13. National Day 1 14. Malaysia Day 1 15. Almarhum Sultan Iskandar Hol Day (For Admin Staff Only) 1 16. Prophet Muhammad Birthday (For Admin Staff) 1 17. Deepavali 1 18. Christmas 1
14 3.10 PRAYER ROOM The Prayer Room is provided solely for Muslims to fulfil their religious obligations. This room cannot be used for any other purpose e.g. sleeping, holding illegal gathering and etc. 4. EMPLOYEES APPEARANCE AND HYGIENE 4.1 DRESS CODE AND APPEARANCE STANDARDS Proper grooming and professional appearance are important to gain not just positive impression but also respect in the workplace. Corporate Grooming Male 1. Admins - Long-Sleeved and Short- Sleeved Shirts Are Considered Dressier Are Appreciate. Shirts Compulsory Ironed and Take in Neatly. Company Tshirts allowed to wear. 2. Operation Team (Logistic / Warehouse) - Wear Company T-Shirts with Take in Neatly. 3. Admin - Black Pants or Dark Pants (Slack) Are Consider Appreciate. Jeans (Black / Blue) Allowed Only on Friday. 4. Operation Team (Logistic / Warehouse) - Consider for Jeans (Black / Blue) Clean and Neat. 5. Wear Dark Socks, Mid-Calf Length So No Skin Is Visible When You Sit Down. 6. Admin - Leather Shoes Should Be Worn. 7. Operation Team (Logistic / Warehouse) - Leather Shoes or Sports Shoes Should Be Worn (Dark Colour). 8. Select A Belt with A Simple Buckle That Matches or Complements Your Shoes.
15 Female 1. Head Cover (tudung) must be dark color. Tudung must be cover until the chest. 2. Wear Casual Pants Or Skirts.Neither Should Be Tight And Too Expose Body Skin. 3. Wear Casual blouse Or shirts. Neither Should Be Tight or transparent And Too Expose Body Skin. 4. Closed Black Leather Shoes or heels. Always Well Polished And In Good Condition. Appearance All employees are expected to adhere to Corporate guidelines on grooming standards as per below; Employee should look neat and tidy at all times. Greasy/punk hair and heavy makeup is not allowed. Before reporting for duty, associate must ensure attire is clean and properly ironed, shoes are clean/shine, hair is neat, finger nails are trimmed, etc. For further instruction, refer to Department Head. Male employee must keep their hair short and tidy, and trim. Female employee with long hair must tie them up neatly. 5. GENERAL RULES AND REGULATION 5.1 EMPLOYEE ID AND ACCESS CARD Each employee is given a employee id card that carries the Prime Medical Concepts Sdn Bhd logo and name of employee, will charge on his/her first Month of work. Employee who loses the ID Card must report loss immediately to Human Resource Department. A charge of RM20.00 will be levied upon the associate. The ID Card and Access card remains the property of the Prime Medical Concepts Sdn Bhd and must be returned to the Human Resource Department upon termination of service.
16 5.2 PUNCTUALITY AND ATTENDANCE An employee who is absent without authorization for more than forty-eight hours (48) consecutive scheduled days without notice to the Prime Medical Concepts Sdn Bhd will be considered to have voluntarily resigned. The Employment Act of 1955 Section 15 will apply. Failure to call your superior or show up for your scheduled shift/work will result in progressive coaching and work dismissal. 5.3 PARKING AREA AND GATE PASS There is designated parking area for all employees are advised to park at only Staff Area and at their own risks. Before an employee leaves the Prime Medical Concepts sdn bhd premises during his work hours, his head of department must sign a Gate Pass form. This form must be submitted to the Human Resource Department. 5.4 PRIME MEDICAL CONCEPTS SDN BHD PROPERTY Damage to any materials, products, machinery, buildings or other property on company-controlled premises in anyway or the removal of such property is prohibited. This includes property of employees, contractors, suppliers etc. 6. DISCPLINARY AND CONDUCT CODE 6.1 CODE OF CONDUCT The following are examples of practices which will render an employee liable to disciplinary action or dismissal depending on the seriousness of the case: a) Playing of games, card playing, gambling on the Prime Medical Concepts Sdn Bhd. b) Indulging in horseplay or the assault of another employee. c) Setting in motion equipment to which the employee is not assigned.
17 d) Removal of machine guards or causing safety devices to be ineffective. e) Leaving articles in a position where they may give rise to an accident. f) Failing to report equipment which you know is faulty or in an unsafe condition. g) Tardiness: employees are deemed to be later if they are not at their workplace at the official starting time. h) Time wasting: Loafing, excessive use of cloakroom or other abuse of paid time. 6.2 CONFIDENTIAL INFORMATION From time to time, employees of The Management come into contact with confidential information, including but not limited to information about The Management’s members, suppliers, finances and business plans. Employees are required to keep any such matters that may be disclosed to them or learned by them confidential. Furthermore, any such confidential information, obtained through employment with The Management must not be used by an employee for personal gain or to further an outside enterprise. 6.3 SMOKE FREE WORKPLACE Smoking in the hotel premises is strictly prohibited at any time. An ‘enclosed workplace’ is defined as the inside of any place, building or structure or conveyance or a part of any of them that; a) is covered by a roof or; b) employees work in or frequent during the course of their employment whether or not they are acting in the course of their employment at the time, and; c) is not primarily a private dwelling. 6.4 ALCOHOL AND DRUG FREE WORK PLACE The Management takes the problem of drug and alcohol abuse seriously, and is committed to providing a substance abuse-free workplace for its employees. Substance abuse of any kind is inconsistent with the behavior expected of our employees, subjects all employees and visitors to our facilities to unacceptable safety risks, and undermines our ability to operate effectively and efficiently. 6.5 SEXUAL HARASSMENT PREVENTION POLICIES Prime Medical Concepts Sdn Bhd wants to provide a harassment-free environment for its employees and volunteers. Mutual respect, along with cooperation and understanding, must be the basis of interaction between employees. This will neither tolerate nor condone behaviour that is likely to undermine the dignity or self-esteem of an individual, or create an intimidating, hostile or offensive environment. There are several forms of harassment but all can be defined as any unwelcome action by any person, whether verbal or physical, on a single or repeated basis, which humiliates insults or degrades. “Unwelcome”, for the purposes of this policy, refers to any action which the harasser knows or ought to reasonably know is not desired by the victim of the harassment.
18 Sexual harassment is any unwanted attention of a sexual nature such as remarks about appearance or personal life, offensive written or visual actions like graffiti or degrading pictures, physical contact of any kind, or sexual demands. Sexual harassment is prohibited by federal, state and local laws, and applies equally to men and women. Federal law defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when the conduct: a) Explicitly or implicitly affects a term or condition of an employee’s employment b) Is used as the basis for employment decisions affecting the employee c) Unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive working environment. Every employee is encouraged to raise any questions or concerns with his or her immediate head, designated manager, or Human Resources personnel. 6.6 GRIEVANCE PROCEDURE (a) It is the desire of the Company that grievance arising between an employee and the Company is settled as equitably and as quickly as possible. In pursuance with the aim of reaching agreement at the lowest possible level. Any grievance, which is not presented by an employee to his immediate superior within three (3) working days of the date of occurrence or shall be deemed to have been waived, and the employee concerned will not be allowed to bring up this incident in future. (b) Any grievance shall be dealt with in accordance with the following procedure: Step One: An employee alleging that he has a grievance or complaint must first lodge it with his immediate superior within 3 working days of its occurrence. Step Two: If within 3 working days after step one above the dispute has not been resolve to the satisfaction of the employee, the matter will be referred to the Human Resource Department / HR HOD. The Human Resource Department / HOD may response within 5 working days when the matter brings up to him / her. Step Three: Should the employee still not satisfied to the reply, he / she may final refer to Human Resource personnel and shall reply not later than 10 working days from the date the matter presented to him and the reply shall be final.
19 7. OCCUPATIONAL SAFETY AND HEALTH 1. Control hazards and develop a safety plan. As an employee, must identify hazards in our workplace and take steps to eliminate or minimize them. Develop a safety plan to ensure their safety and what you expect from them. Make sure workers have access to a first-aid kit. 2. Inspect workplace. Regularly check all equipment and tools to ensure that they are maintained and safe to use. Also check storage areas and review safe work procedures. 3. Train workers to show them how to do specific safety tasks. Provide written instructions and safe work procedures. Supervise workers to ensure that they are using their safety training. 4. Talk regularly with workers. Creating a culture that supports open communication is important. To foster this, meet regularly with other employee to discuss health and safety issues. Encourage to share their ideas and thoughts on how to improve safety in the workplace. 5. Investigate incidents. Look into the causes of incidents, including dangerous occurrences (incidents where no one was injured or killed, but could have been). Find ways to change procedures or equipment to help prevent similar incidents from occurring. 6. Maintain records. Keep records of all first-aid treatment, inspections, incident investigations and training activities. This information can help to identify trends in unsafe conditions or work procedures. 7. Make safety a key part of business. Safety shouldn’t be an after-thought. It’s just as important to a successful business as customer service, inventory control and financial planning. A commitment to health and safety makes good business sense because it’s the one way to protect greatest resource people.
20 8.EMERGENCY PROCEDURE All employers are obligated to ensure staff are trained in workplace emergency procedures. This may include what to do in case of a fire, severe weather, urgent situations, or violent incidents in workplace. 1)FIRE EMERGENCY PROCEDURE • Leave the office room shutting the door behind you • Operate the fire alarm using nearest available call point • On hearing the alarm, leave the building immediately • Proceed to the assembly point at designated place • Do not stop to collect personal belongings • Do not re-enter the building. 2) SEVERE WEATHER Give directions to meet at designated shelter area Close doors Look for severe weather shelter area signs in your building Go to shelter area, interior hallway, or restroom and stay away from windows. Remain in shelter until its safe. 3)URGENT SITUATIONS Call 999 State who, what, where,when,why and how the situation occurred - Medical emergency - Suspicious package/activity - Suspicious person - Bomb threat, If bomb threat, turn off all electronics.
21 4) VIOLENT INCIDENT AVOID Pay attention to surrounding Have an Exit Plan Quickly move away from the threat Put distance and barriers between you and threat. Warn others of the danger DENY Keep distance between you and the threat Create barriers to prevent or slow down the threat Turn off the lights Hide quietly and silent you phone DEFEND • Defend your self • Make use of any equipment that can protect you from any harm and threats
22 ACKNOWLEDGEMENT OF RECEIPT OF PRIME MEDICAL CONCEPTS SDN BHD EMPLOYEE HANDBOOK I acknowledge that I have received a copy of the Prime Medical Concepts Sdn Bhd Employee Handbook (“Handbook”). I understand that I am responsible for reading and abiding by all policies and procedures in this Handbook, as well as all other policies and procedures of the Company. I also understand that the purpose of this Handbook is to inform me of the Company’s policies and procedures, and that it is not a contract of employment. Nothing in this Handbook provides any entitlement to me or to any Company employee, nor is it intended to create contractual obligations of any kind. I understand that the Company has the right to change any provision of this Handbook at any time and that I will be bound by any such changes. I agreed to return this handbook to the human resource department upon leaving the employment of the company, failing which, authorization will be given to the company to deduct RM50.00 from my last drawn salary. __________________________________ Signature Date __________________________________ Full Name Please sign and date one copy of this acknowledgement and return it to Human Resources. Retain a second copy for your reference.