EMPLOYEE HANDBOOK

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CONTENTS
Page
 WELCOME TO SRHB & SUBSIDIARIES 3

 ABOUT SRSB 4

 VISSION, MISSION & CORE VALUE 5

 INFORMATION 6

 DIVISIONAL ROLES & RESPONSIBILITIES 10

1.0 Human Resource & Administration Division 10
1.1 Finance & Accounts Division 11
1.2 Corporate Affairs Division 12
1.3 Information Technology (IT) Division 13
1.4 Business & Development Division 14
1.5 Project Division 15
1.6 Network Operation & Maintenance Division (NOMD) 16
1.7 Logistic Division 17
1.8 Safety & Health Division 19

 YOUR EMPLOYMENT WITH SRHB & SUBSIDIARIES 21

1.0 Principal Terms and Conditions of Employment 21
1.1 Employment Policy 21
1.2 Employment Classification 21
1.3 Pre-Employment Medical Check-up 21
1.4 Re-Employment of Resigned Employee 21
1.5 Employment of Family Members and Relatives 21
1.6 Induction Programme 21
1.7 Probationary Period and Confirmation 22
1.8 Transfer and Secondment 22
1.9 Performance Review 22
1.10 Personal Files & Records 22
1.11 Resignation 23
1.12 Termination 23

1.13 Retirement Age 23

1.14 Working Days/Hours 23
1.15 Lunch Hour 23

2.0 Employee Remuneration 24

2.1 Salary Administration 24
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2.2 Annual Increment 24
2.3 Annual Bonus 24
2.4 Overtime (OT) Pay 24
2.5 Employee Provident Fund (EPF) 25
2.6 Social Security Organization (SOCSO) 25

3.0 Employee Benefits 25

3.1 Allowance 25
3.2 Leave 26
3.3 Medical Benefits 30
3.4 Group Insurance Schemes 31
3.5 Travelling on Company’s Business 31
3.6 Training and Development 36
3.7 Other Benefits 36

4.0 Work Ethics and Code of Conduct 37

4.1 Code of Conduct 37
4.2 Conduct with Media 38
4.3 Code of Attire 38

5.0 Grievance, Employee Discipline and Sexual Harassment 39

5.1 Grievance 39
5.2 Employee Discipline 39
5.3 Sexual Harassment 40

 SUMMARY SCHEME OF BENEFITS 43

 REFERENCES 47

 ATTACHMENT 48

WELCOME TO SILVER RIDGE HOLDINGS BHD. & SUBSIDIARIES

The Management of Silver Ridge Holdings Bhd. is proud to welcome you as a member of our family. We
look forward to the opportunity of working together to build Silver Ridge Holdings Bhd. into a dynamic and
progressive organization which you would be proud to be associated with.

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At Silver Ridge Holdings Bhd., we value our employees and regard them as assets to the Company. We
believe in fair employment opportunities and equal treatment to all employees and we promote learning
and capacity building as part of career and skills enhancement.

This handbook is intended to familiarize you with important information about the Company and the
pertinent roles and responsibilities of each division in the Company, as well as to provide guidelines for
your employment experience with us in an effort to foster a close and healthy working environment. It is
made available for you to help you understand how the Company operates so that you will be better
informed and as a guide throughout your employment with the Company.

The content of the handbook is subject to modification and further development in the light of experience
or changes in circumstances.

This booklet remains the property of Silver Ridge Holdings Bhd. and is to be returned to the Human
Resource & Administration Department upon cessation of employment with the Company. If any
statements in this handbook are not clear to you, please contact the Human Resource & Administration
Department for clarification. Once again, welcome and we hope you will find your employment with Silver
Ridge Holdings Bhd. a rewarding and satisfying experience.

The Management
Silver Ridge Holdings Bhd. & Subsidiaries

ABOUT SILVER RIDGE SDN. BHD.

Since our inception in 1995 by Dato’ Mohd Suhaimi Bin Abdullah, Silver Ridge Sdn. Bhd. has made a name
as a reliable partner to telecommunication carriers and manufacturers, and is synonymous with excellence
in the telecommunication industry. Silver Ridge Sdn. Bhd. is a fully owned Bumiputra company that is
recognized as a pioneered provider of Next Generation Telecommunications Solutions. Our core solutions
include telecommunication system architecture and design, turnkey next generation network solutions and
telecommunication related software solutions. Silver Ridge Sdn. Bhd. also engages in sub-contracting
services involving design, installation, testing and commissioning of cellular networks, broadband, IT as
well as power systems for major telecommunication providers.

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Silver Ridge Sdn. Bhd. is a wholly owned subsidiary of Silver Ridge Holdings Bhd., a company listed in Kuala
Lumpur Stock Exchange (KLSE) ACE market.

Currently, the Group boasts a total strength of 178 employees of which 80% are qualified Engineers, IT
Professionals and skilled Technical Personnel’s specializing in the area of telecommunication.

More information on Silver Ridge Holdings Berhad & its Subsidiaries, please visits our website at
www.silverridge.com.my

OUR VISION

To strive for excellence in innovation, development, implementation of Next Generation

Telecommunication Solution in the local and international arena.

OUR MISSION

To build upon Silver Ridge’s core expertise in telecommunications and its association with multinational
telecommunication partners to create a local environment that promotes creativity, structured thinking
and the establishment of best practices for delivery in the area of Next Generation Telecommunication
Solutions.

CORE VALUES

In order to realize its vision, Silver Ridge’s Management strongly believes that it has to expand its business
activities through appropriate and effective strategies to steer the Company towards the right direction in
the telecommunications industry. The strategies adopted by the Company are to optimize its current
technology capabilities, retain employees' and stakeholders' confidence, and increase revenue growth
through market expansion, product expansion and improvement in processes plus technology upgrade
along the value chain.

 Integrity
 Discipline

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 Innovation
 Commitment to Society
 Customer Centricity

CORPORATE INFORMATION

BOARD OF DIRECTORS

Y.B. Datuk Sr. Haji Md. Alwi Bin Haji Che Ahmad
Chairman/Independent Non-Executive Director

Dato’ Mohd Suhaimi Bin Abdullah

Managing Director

Syakur Bin Dato’ Mohd Suhaimi

Executive Director/ Chief Executive Officer

Wong Chee Keong

Executive Director/Group General Manager

Zakhirah @ Zamariah Binti Mohd Zabidi

Executive Director

Ho Chee Meow @ Ho Chee Mee

Independent Non-Executive Director

Satila Binti Dato’ Mohd Suhaimi

Executive Director

Syauqat Bin Dato’ Mohd Suhaimi

Executive Director

Ybhg Dato’ Saiful Bahar Bin Dato Hj’ Mohd Arshad

Executive Director

Mohamad Ashshakur Bin Ahmad Marzuki

Independent Non-Executive Director

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1.0 HUMAN RESOURCE & ADMINISTRATION DIVISION

Human Resource
 Employment and staffing matters
o Interview, selection, recruitment, labour coordination, disciplinary matters and annual appraisal
review
 Training & Development
o Orientation, performance management, skills training, productivity enhancement
 Compensation
o Wage and salary administration, claim processing and validation
 Employee Benefits
o Insurance, leave, medical and all other benefits as per employee scheme of benefits
 Employee Services
o Attend to internal/external enquiries on HR operational issues
o Centre of information on staffing and HR related matters
o Continuously improve HR processes to enhance work efficiency and increase productivity
o Coordinate/organize activities that will benefit employee company-wide
o Provide counselling and advisory services
 Employee Relation
o Labour relations, labour law compliance, disciplines
 Personal Records
o Information system records that keep accurate and updated information of employees
 Strategic Partner
o Contributes to the development of and the accomplishment of the organization-wide business
plan and objectives
 Company Policies
o Effectively manage and execute company’s existing policy
o Recommend new and refine policies based on current situation to group CEO

Administration
 Arrange for accommodation and flight reservation for top management and staff
 Responsible for office security and issuance of door access card
 Responsible for office cleaning, office equipment and building maintenance

 Handle office Renovations – Head Office and State/Site Office

 Manage purchasing of Non Construction Works (Services)
 Prepare purchase order and process invoices/bills for payment

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 Handle general and motor vehicles insurance (new/renewal of insurance)
 Responsible for Company cars maintenance, including pool car
 In-charge of telephone system and photocopier machines
 Purchase of stationeries and groceries replenishment
 Responsible for staff refreshment, including prepare drinks to guest and visitors
 Attend to complaints and problems raised by staff on Administration issues
 Daily newspaper subscription
 Send and collect documents, attend to mail and courier service
 Segregate/distribute incoming faxes to all divisions
 Manage incoming and outgoing calls from office general lines
 Manage meeting room booking and projector
 Conduct asset tagging on Company’s assets/properties
 Corporate rates and credit facility application
 Arrange corporate shirts and uniforms for those required to wear uniforms
 Rental Agreement
 ISO Documentation

1.1 FINANCE & ACCOUNTS DIVISION

Corporate & Financial Management
 Liaise with external parties such as consultants, solicitors and bankers.
 Formulate, implement and review the Company’s financial and corporate restructuring exercises
and activities.
 Perform in-depth quantitative and qualitative financial analysis including project evaluation,
financial modelling and sensitivity analysis.
 Review the financial statement, cash flow and CAPEX projections submitted by the project
department, business development department and subsidiaries e.g. SRT, SR Secure, etc., in
support of their annual business plan, or in support of a project/investment proposal.
 Assist in preparing the Company’s 3-year (where possible) rolling business plan and financial
projections as well as other Company-related reporting to management.
 Ensuring compliance of the Company’s policies, processes and procedures as well as statutory and
regulatory requirements.

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Treasury
 Coordinate all activities related to banking and treasury that includes cash management,
management of cash receipts and disbursements, bond issuance, redemption and interest rate risk
management.
 Manage liquidity, interest rate and loss or impairment of principal risks.
 Ensure adequate liquidity to facilitate the Company’s operations including analyzing the cash flow
patterns to achieve optimal working capital level for the Company as well as managing the
borrowing and forecasting. Formulate the funding plans for the Company and fund raising exercise
including liaison with financial institutions, rating agencies and institutional investors.
 Liaise with bank/other counterparties in the investment of surplus funding including Fixed Deposit
(FD) placement/rollover and update of FD schedule.

Accounts
 Ensure the Company’s policies, financial, accounting system and standards are in compliance with
statutory requirement.
 Handle the Company’s financial matters including liaising with auditors, tax agents and bankers.
 Ensure timely and accurate preparation and maintenance of management accounts, financial
reports and accounts for statutory bodies in accordance with statutory bodies in accordance with
statutory requirements, regulatory guidelines and established accounting standards.
 Coordinate preparation of annual budget by the Head of Department/Subsidiaries and monthly
cash flow forecast to streamline the daily operation and monitoring of cash flow movement within
the Company.

1.2 CORPORATE SERVICES DIVISION

Corporate Affairs
 Editorial
o Write press release, speeches, articles etc
 Media/Government Relations
o Maintain good working relationship and liaison with the media, related government ministries
such as Bursa Malaysia and Security Commission Malaysia, organization/association in the Telco
Industry.
o Create opportunities for CEO’s interviews
o Ensure press conferences are done in an orderly manner

o Lead in the Frequently Asked Questions (FAQs) compilation when need arises
o Create a new Media Crisis & Issues Management Team and Manual
o Ensure that the targeted Return on Investment (ROI) is reached
o Monitor news monitoring on daily basis
 Events Management/Corporate Responsibility

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o Organise all corporate events and ensure they are being carried out according to the
highest standards (Corporate events include staff gatherings, family day, annual dinner,
management retreat, town hall, Hari Raya open house, signing ceremonies, social events with
external parties, corporate social responsibilities (CSR) program and etc)
 Publications
o To ensure that all annual publications are published on time (Publications include annual
report, notebook/diaries, company’s paper bags, corporate folders and etc)
 Website & Intranet
o Oversee that corporate website’s contents are updated
o Ensure the intranet is updated with new contents monthly
 Other
o Undertake special assignment and ad-hoc projects as specified by the Management
o To ensure corporate governance is in effect of the directors.
o To inform directors on any new belong by BURSA and etc.

1.3 INFORMATION TECHNOLOGY

Infrastructure Support
 Provide a service on infrastructure standards, design, implementation and technical support as per
following items;
o Networks infrastructure (Hub, Switches, Wireless)
o Servers & Storage (hardware, network operating system, services)
o Server rooms (rack, raised floor, air-conditioning, UPS, fire suspension system)
o Desktop & Notebook (Operating system standards, installation & support)
o Security Administration (antivirus, anti-spam, firewall)
o Email (create, delete, configure)
o Database Administration
o Backup (system, database, recovery and offsite storage)
 Application Support
o Provide a service on application standards, design, implementation and functional support as
per following items;

 IT Support
 Website maintenance
 Application Integration
 Service Management
o Provide a service on IT Policy, security compliance, risk management, IT audit and business
continuity

1.4 BUSINESS DEVELOPMENT DIVISION

Job Purpose

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 To develop, maintain and implement strategic Business Development Plan to include: target
markets, target accounts, sales revenues goals and objectives in a specific territory with emphasis
on prospecting and managing a sales team to reach organizational target.
 To actively seek and conduct meetings and presentations with potential clients and maintaining
relationship with new and existing clients. Involve with creating and bringing in new customers for
the company’s revenue and continuous growing present customer purchases. Business
development executive also plays an important role in creating business development strategies
exactly according to the needs of the clients.

Job Duties
 Manage the business development team.
 Formulation of overall company strategies and business plan.
 Provide regular feedback to senior management on business strategies and plan.
 Develop a situation analysis of the company (SRH) including its strengths, weaknesses,
opportunities and threats to assist in the development of a strategic plan for the future of the
business.
 Identifies the market trend to expand a company's product reach and profit revenues.
 Screens potential business deals by analyzing market strategies, deal requirements, potential, and
financials; evaluating options; resolving internal priorities; recommending equity investments.
 Develops negotiating strategies and positions by studying integration of new venture with
company strategies and operations; examining risks and potentials; estimating partners' needs and
goals.
 To enhance and build the performance and potential of sales team
 Protects organization's value by keeping information confidential and ensuring revenue growth.

 Updates job knowledge by participating in educational opportunities; reading professional

publications; maintaining personal networks; participating in professional organizations.
 Visualize and evolve newer applications and project to the prospective customer
 Researching actively for potential clients.
 Understanding and obtaining the needs of the clients.
 Preparing various presentations and should regularly attend client meetings, trade shows,
conferences etc.
 Securing business opportunities by cultivating mutually beneficial business relationship with
current and potential clients.
 Work in close coordination with other corporate executives and senior managers of the company.
 Acquiring new customers closely follows the analysis of customers and prospective customers to
best communicate the business' synergies of the company.
 Closes new business deals by coordinating requirements; developing and negotiating contracts;
integrating contract requirements with business operations.

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Responsibilities
 To develop, manage and train the sales team to the highest capabilities and is responsible for
ensuring that the company’s sales target is successfully achieved committed quarterly and yearly.
 To formulate marketing strategies and is responsible for implementing them to the team
 Working hand in hand with the marketing team
 Secure sufficient financial resources for future development or expansion.
 To develop and present relevant business proposals
 To keep track of market intelligence in the industry with respect to market development, Projects,
Competitive activity, customers etc.
 To meet and maintain relations with key clients
 To provide necessary training to the sales team and others as and when required.
 To monitor and evaluate the performance of sales team and must guide them towards the proper
direction of achieving targets
 To enhance organizational effectiveness through setting up appropriate marketing Strategies
 To consistently track the developments of sales team ensure strategies and their Resourcefulness,
in order to achieve organizational goals and objectives.

 Responsible for fair allocation and distribution of leads to sales team.

 To assists with the preparation of the sales reports
 Performs potential client research; Draft and implement business development tactics
 Plans and coordinates client sales activities
 Coordinates technical support to determine client needs, respond to inquiries, and resolve
problems
 Contributes to the completion of projects in a timely manner within the specified budget
 Other duties and assignments as requested for the overall performance of the company
 Continuously achieving sales target that has been set by the organization
 To be responsible for any tender/work that has been assigned.
 To provide quotation and/or submit tender in a timely manner.

1.5 PROJECT DIVISION

 To deliver projects meeting clients and company’s expectations in terms of Time, Quality and
Budget.
 To ensure the timeline is followed strictly and achieved within the contractual term in design,
planning and implementation phase.
 To plan and manage resources (in house and outsource) efficiently.
 To ensure the quality of work is met and fulfilled contractual terms.
 To ensure the documentations are completed within the timeline to further proceed with project
invoicing. Assist Accounts Department for any issues that affects the payment.
 To assist Business Development Department in trial or testing during tender stage.

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 To define project departmental objective and business plan. Review it quarterly to ensure cost and
profit is within the target.
 To have good client, principal, vendor and subcontractor’s relationship.

1.6 NETWORK OPERATION & MAINTENANCE DIVISION (NOMD)

 Ensuring that business operations are efficient in terms of using as little resources as needed, and
effective in terms of meeting customer requirements.
 To provide Comprehensive Maintenance for client on telecommunication equipments (access
equipment):
o Corrective Maintenance – Maintenance that will be carry on upon TM request when the
equipments faced a problem

o Preventive Maintenance – Scheduled maintenance which will be commence based on

agreed period on the entire equipments located nationwide
 To provide dynamic helpdesk system for the client in order for them to escalate information, issue
and problem effectively:
o During office hour, the in-coming call will be handle by NOMD helpdesk representative
o After office hour the in-coming call will be routed directly to engineer on duty.
o Three (3) channels are provided:
 Phone (03-2300 0230)
 Fax (03-2300 0230)
 E-mail ([email protected] / [email protected])
 To provide input to Business Development department on current operation and maintenance
market trend.
 Ensure the spares for daily operation task are at the acceptable par level to avoid any problem that
can affect NOMD service performance.

NOMD – BUSINESS DEVELOPMENT

 Identify business opportunity & new market trend – O&M related
 To develop new business account
 Responsible for conducting company & solution presentation to prospective
 Monitor/respond to customers requirement and problem solving to achieve customers O&M
business target
 Achieve target KPI – revenue & profit
 To source product specification and quotation from supplier base on customer requirement for
quotation and tender
 Maintain good relationship with customers, principals and contractors
 To work together with technical team and consulting team to deliver solution to meet customers
need

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 To work together with Business Development Division on tendering and presentation to potential
customer/contract
 Conduct briefing to technical team before project kick-off

1.7 LOGISTIC DIVISION

Shipment
 Co-ordinate with freight forwarder for SRSB and SRT’s shipment from origin until to warehouse.

 SIRIM matters (SIRIM stickers, Type Approval & Import Permit)

 Sourcing and Procurement
 Source for material, freight forwarder, warehouse within the cost and specification given by project
department.
 Issue Purchase Order (PO) to suppliers.
 Clear supplier’s

Warehousing
 Cutting and packing of local material
 Grouping and repacking of main equipment
 Coordinate for site delivery
 Monitoring loading and unloading at warehouse
 Receipt and inspect shipment and material delivery at warehouse

Inventory Control
 Inventory management for ML and other warehouse
 Repair & return
 Tools & Test Gears (movement monitoring, calibration)
 Prepare Delivery Order for invoicing purpose

1.8.1 SAFETY & HEALTH DIVISION

 Employer Commitment
o Provide or maintenance equipment and system of work that are safe and with out risks to
health
o Ensure that equipment and substance are used, stored and transported safety and without
risks to health
o Provide information, instruction, training and supervision that ensure the safety and health
of employees
o Maintain their workplace in safe condition including entrance and exits
o Working with their client in order to fully understanding their requirement
o Achieving excellent in quality, Occupational Safety & Health Management.

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 Employee Commitment
o Co-operate with their employers in their effort to maintenance the required level of safety
& health
o Take reasonable care of safety & health of one self and others
o To wear or use at all times any protective equipment and clothing provided by employer for
the purpose of preventing risks to your safety & health
o To comply with any instruction or measure on occupational safety & health as required
under the Act or Regulation

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YOUR EMPLOYMENT WITH SRHB

1.0 PRINCIPAL TERMS AND CONDITIONS OF EMPLOYMENT

1.1 Employment Policy

The Company has a strong commitment to equal opportunity in the workplace
and believes in treating people with respect and dignity. The Company provides
equal employment and advancement opportunities for all qualified persons and
does not discriminate against any employee or applicant for employment
because of race, color, religion, gender, age, ethic, disability or any protected
status in accordance with appropriate Malaysian Laws.

1.2 Employment Classification

Employment with the Company can be classified into three (3) category;
permanent, contract or temporary, depending on the condition and purpose of the
employment.

1.3 Pre-Employment Medical Check-up

It is pre-requisite for all potential employees to pass the pre-employment
medical check-up prior to appointment. The medical check-up must be done at the
Company’s appointed panel clinic and the cost of the medical check-up will be fully
borne by the Company.

1.4 Re-employment of Resignation Employee

Resigned staff with good standing may be considered for re-employment subject
to CEO’s approval.

1.5 Employment of Family Members and Relatives

The Company does not encourage employment of Family Members and Relatives
as this will lead to conflict of interest.

1.6 Induction Programme

All new employees are required to attend Induction Programme to familiarize
themselves with the organization and also for them to learn more about the
Company’s benefits, policies, practices and procedures.

1.7 Probationary Period and Confirmation

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The probationary period for new employee is three (3) months, but this period
may be extended for a further period not exceeding twelve (12) months in total. An
employee is not deemed to be confirmed unless he/she is informed in writing.

1.8 Transfer and Secondment

It is a prerogative of the Company to transfer or second employee to any
department or division within the Company and to any place of business of the
Company. Similarly, an employee may also request for a transfer or secondment
subject to approval by both the realising and the receiving Heads of Division.

1.9 Performance Review

The performance review period is from January to December of each year and
performance will be measured against the Key Performance Indicator (KPIs) for
Executive employee and above and Key Result Areas (KRAs) for Non-Executive
employee, as per the following measurement:

Head of Division 100% Key Performance Indicators (KPIs)

Executive and above 80% KPI and 20% Behavioral Competencies
Non-Executive 50% KRA and 50% Behavioral Competencies

Your performance shall be measured or rated by using five (5) indicators; being
50% and below = Unacceptable, 51% - 64% = Marginal (Below Competent), 65% -
80% = Fully Satisfactory (Competent), 81% - 94% = Good (Surpass Competent) and
95% and above = Excellent (Consistently Surpass Competent).

Demerit point of 0.5 from the overall rating shall apply in cases where employee
receives Letter of Warning/s, contributes to unsatisfactory audit rating or to non-
compliance to regulatory guidelines, which results in a reprimand or fine being
imposed.

1.10 Personal Files & Records

An employee is responsible to update Human Resource on any changes related
to his/her personal particulars to ensure current and accurate information is
maintained for efficient communication in case of emergencies.

1.11 Resignation
Resignation is defined as voluntary employment termination initiated by an
employee and the notice required to serve is as follows:

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Management/Executive Non-Executive
Employment
Notice (Or) Salary In-lieu Notice (Or) Salary In-lieu An
Status
employee is of Notice of Notice required to
complete the Probationary 1 Week 1 Week 1 Week 1 Week Exit Checklist
and Hand Confirmed 2 Months 2 Months 1 Month 1 Month Over Report

before his/her last working day with the Company. Tthe Company shall withhold
the last salary payment or any monies due until such exit checklist
And hand over report is completed and returned to Human Resource Department.

1.12 Termination
The Company reserves the right to terminate summarily the service of an
employee at any time should he/she be found guilty due to serious misconduct or
breach of contract.

1.13 Retirement Age

Retirement age for male or female employees is upon reaching 60 years old and
any offer of reemployment after retirement will be on contract basis, subject to
approval by the Chief Executive Officer.

1.14 Working Days/Hours

Monday to Friday : 8.30am – 6.00pm

1.15 Lunch Hour

Monday to Thursday : 12.45pm – 2.00pm
Friday : 12.45pm – 2.00pm
(Female Muslim & Non-Muslim employees)
12.45pm – 2.30pm
(Male Muslim employees)

2.0 EMPLOYEE REMUNERATION

2.1 Salary Administration

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An employee is required to open bank account at the Company’s designated
bank for purpose of salary crediting which is normally by 28th of every month.

2.2 Annual Increment

Annual increment is not contractual and will be subject to the conduct and
performance of an employee, performance of the Company and the ability of the
Company to pay.

An employee needs to be confirmed by 31st December each year in order to be

eligible for increment, if any, and confirmed employee with less than one (1) year
service, shall be paid pro-rated based on the number of days in service. An
employee however, shall not be entitled for increment in the event of
resignation from the Company or termination of service by the Company due to
serious misconduct.

2.3 Annual Bonus

Annual Bonus is not contractual and will be subject to the conduct and
performance of an employee, performance of the Company and the ability of the
Company to pay.

An employee needs to be confirmed by 31st December each year in order to be

eligible for bonus, if any, and confirmed employee with less than one (1) year
service, shall be paid pro-rated based on the number of days in service. Newly
joined employee who is not yet confirmed as 31st December, may be paid bonus on
a pro-rated basis upon confirmation, subject to performance. An employee however,
shall not be entitled for bonus in the event of resignation from the Company or
termination of service by the Company due to serious misconduct.

2.4 Overtime (OT) Pay

Non-Executive employee is entitled to claim OT for work performed in excess of
normal hours of work on week days, off days, rest days or gazetted public
holidays and the OT is paid as per Employment Act 1955.

Depending on the exigencies of the job requirement, executive employee may be

required to work beyond the normal office hours of work. In such instance,
overtime payment is claimable as Replacement Leave.

2.5 Employee Provident Fund (EPF)

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The Company shall deduct as per EPF statutory deduction from an employee’s
salary for the employee contribution to EPF and shall pay the same to the Fund
together with the Company’s contribution.

2.6 Social Security Organization (SOCSO)

The Company shall deduct from an eligible employee’s salary under the SOCSO
Act, 1965 for the employee contribution and shall pay the same to SOCSO with the
Company’s contribution.

Other Employees not govern under SOCSO act will be covered under company’s general
insurance policy. The terms and conditions of such policy will be shared across upon
employment and when changes are made effective.

3.0 EMPLOYEE BENEFIT

3.1 Allowance
Hand-phone Allowance
All employees are provided with the hand-phone allowance as part of their
job requirement subject to the Head of Department approval.

Corporate Shirt
The Company shall provide corporate shirt to all technical employee. Wearing of
corporate shirt is strongly encouraged on every working day and during site visits to
promote uniformity and part of corporate branding.

Laptop Scheme
Laptop scheme will be revised from time to time. Any employee who wants or wish to apply
for the laptop scheme shall be subjected to the terms and conditions.
The allowance is to be paid together with the salary and this allowance is subjected to
deduction by the statutory bodies, for example EPF and Income Tax.

3.2 Leave

Annual Leave
You will be entitled to annual leave upon joining the Company, as follow:

o Less than five (5) years in service : 14 days

o Five (5) to ten (10) years in service : 16 days
o Ten (10) years and above in service : 18 days

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An employee with less than one (1) year service shall be entitled for annual leave
on a pro-rated basis. Annual leave can be carried forward to the following year up
to maximum of five (5) days of the current year’s leave entitlement and must be utilized
by June of the following year. Failure to comply shall result your leave be automatically
forfeited, unless written approval is obtained from GM or CEO and no cash payment
shall be made for the unutilized leave balance.

Medical/Hospitalization Leave
You will be eligible for paid sick leave on the recommendation of the Company’s
panel of doctors or appropriate Government Hospital Authorities or in cases of
emergency by any registered medical practitioner, as per the following
entitlement:

o Less than two (2) years in service : 14 days

o Two (2) to Five (5) years in service : 18 days
o More than Five (5) years in service : 22 days

If hospitalization is necessary, you will be granted sixty (60) days in the aggregate
per year, and this is non-cumulative and inclusive of outpatient medical leave.
Hospitalization leave shall be considered consecutively and intervening rest days
shall be included, but normal medical leave shall be based on working day/s.

You will have to inform your immediate Superior or Head of Division on the same
day you are on medical leave and failure to inform shall be deemed as absent
without leave and may be subject to disciplinary action unless with valid reason.

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Maternity Leave
A female employee is entitled for sixty (60) days maternity leave which
consecutive and inclusive of Rest Days and Public Holidays and up to five (5)
deliveries during her service with the Company. Maternity leave shall be
considered to commence any day within a period of thirty (30) days immediately
following her confinement and also applicable to birth or miscarriage after
twenty eight (28) weeks of pregnancy whether alive or still born.

Prolonged Illness Leave

An employee certified to be suffering from illness requiring prolonged medical
treatment or hospitalization based on the certification and recommendation
from the panel doctor, may be granted prolonged illness leave at the Company’s
absolute discretion as follows:

o First six (6) Months : Full pay

o Further six (6) Months : Half pay
o Further twelve (12) Months : No Pay

In order to quality for prolonged illness leave, you must fully utilize your
medical/hospitalization and annual leave entitlements and submit your
prolonged illness leave application for recommendation and approval by your
Immediate Superior and Head of Division.

During prolonged illness leave, an employee shall not be entitled for payment of
bonus and salary increment, except for his own medical benefits as per the terms and
condition of employment.

Privilege Leave with Pay

Leave for Representing Company
Confirmed employee representing the Company or Country in sports and
cultural events or community services can apply for this leave based on the
actual event days, subject to CEO’s approval.

Examination Leave
Confirmed employee pursing further study either, a degree, master or
professional program relevant to the Company and his/her job can apply for the
examination leave based on the actual examination day/s, subject to CEO’s
approval.

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Hajj Leave
The Company shall grant Hajj leave to confirmed Muslim employees intending to
perform Hajj, once after three (3) years of service and the leave is based on the
actual Hajj leave or up to forty (40) days including Rest Day and Public Holiday.

Compassionate Leave
The Company shall grant additional leave in deserving cases of emergency and on
compassionate grounds on production of relevant evidence to confirmed
employees, in the event of the following:

o Death of immediate family members : 2 working days

o Natural disasters/calamities : 2 working days
that affect you and your property

Immediate family member shall be your spouse, children (including step-

children), parents, parents-in-law, brother and sister of the employee.

Marriage Leave
The Company shall grant marriage leave of 2 working days to a confirmed
employee who is single on the occasion of his/her first marriage and the leave
must be utilized immediately upon marriage.

Paternity Leave
Confirmed male employee is entitled to 2 working days paternity leave on
each occasion of birth of his legal child, up to the 5th child during his employment
with the Company.

No Pay Leave
Employees are not encouraged to apply for no pay leave however; the Company
shall grant no pay leave to deserving employees of up to 30 days under
special circumstances.

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Time-off
You can apply for time-off, not more than two (2) hours for purpose of attending
to any unavoidable/emergency personal matters and limited to once a month
only. In the event you exceeded two (2) hours, your time-off shall be treated as
emergency leave.

Absent without Leave

Absence without leave or prior approval is an offense, and if you have been
absent for a period of more than forty eight (48) hours without informing or
attempting to inform the Company and without reasonable excuse, you shall be
subject to disciplinary action.

Leave/Time-off Application
All application for leave and time-off must be submitted using the standard leave
or time-off application form. These forms and other HR forms are available from
the Master List of SRHB Forms & Checklist.

3.3 MEDICAL BENEFITS

The Company shall cover medical expenses for you, your 1st married legal spouse
and your children (including step children and legally adopted children) up to the
age of 21st years old and unemployed or up to 24th years old if attending tertiary
education, full time. The medical benefits shall be auto-terminated upon your
children reaching the age limit.

Our medical benefits programme has been outsourced to the Third Party
Administration (TPA) and all employees are required to adhere to the procedures
outlined by the TPA when seeking treatment.

Outpatient Treatment
This benefit includes outpatient general treatment, outpatient specialist
treatment, dental and vision as per the limit below:
o Single Employee : RM500 per annum
(Inclusive of Vision and Dental)
o Married Employee : RM500 per annum(Inclusive of Vision and Dental)

Vision is for the purchase of spectacles/ contact lenses or undergoing laser/corrective,

treatment from any registered ophthalmologist/optometrist/optician up to RM100 per
annum, while dental is for all dental treatment except for cosmetic and beautification
purpose, up to RM100 per annum.

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You need to bring your national registration identity card (NRIC) each time you
seek outpatient treatment from any panel clinics. Specialist treatment shall be on
referral basis and you need to bring guarantee letter issued by the TPA before
you proceed with the treatment.

Vision and dental is on reimbursement basis and any unutilized portion of vision
and dental can be used for out-patient treatment.

Hospitalization
The hospitalization benefit covers cost of admission to any panel hospitals for
treatment and surgery up to the limit accorded to you and your dependents, as
per your scheme of benefits. Except for cases of emergency, you are required to
bring guarantee letter before admission.

Annual Medical Check-up/Executive Screening Programme (ESP)

The Company shall bear the cost of annual medical check-up of all employees
age of 50th and above, as per your scheme of benefits. You need to seek
appointment with the doctor for the check-up and request for a consent letter
from Human Resource before issuance of guarantee letter by the TPA.

Visit to non-panel clinics/hospitals

Visits to non-panel clinics/hospitals are strictly on emergency cases and on claims
basis. Claims for reimbursement must be made using the Medical
Reimbursement Claim Form and submitted to HRAD within one (1) month from
the date of visits.

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3.4 GROUP INSURANCE SCHEMES

The Company has taken up group Insurance schemes on a 24 hour worldwide

basis, as protection and further coverage to all employees.

Group Personal Accident (GPA)

This is a full life protection and coverage against death and/or permanent
disability arising from any accidental causes and the sum assured is as per your
scheme of benefits. Under the GPA, you will be automatically assured as per the
proposed sum assured.

3.5 TRAVELLING ON COMPANY’S BUSINESS

Local and Overseas Travel

Air travel should be used as mode of travelling on official visit where time is of an
essence and cheaper. The class of travel is based on flight duration and is as per
summary of your scheme of benefits. However, you may also use other modes of
travelling where flights are not available.

Official travel shall mean all business related travel, including but not limited to
attending meetings, conference, negotiation, symposium, seminar, workshop,
study trips, project related trips and all other related trips, as approved by the
Company.

The Company shall reimburse you the actual expenses, as per receipts incurred
by you in connection with your official travel.

Mileage
An employee who travels on Company’s business using his/her own mode of
transport shall be eligible for transportation claims based on the mileage used for
the Company’s purposes.

Mileage claims include travelling to attend training courses, seminars and

conferences if so instructed by the Company including employee services on the
off days, rest days and public holidays.

An employee who is called up for duties to work on the off days, rest day and
public holidays shall be entitled to claim mileage from his/her home to the base
station.

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No claim reimbursement for any travelling in respect of:

Social, recreational, seeking medical treatment and other non-work related

matters; or Carrying out official duties using any company vehicles including
company’s car pool cars, motorcycles, four-wheel drive etc.

All mileage claims shall be calculated from base station (office) to the assigned destination
except during rest day or public holidays where journey starts from home.
Employees based outside the office or those require to start work offsite for a long period
of time (more than 5 days) will not be entitle to travelling claim from the office the
required place of work.

The Company will reimburse employees for incidental expenses incurred in the
course of business such as taxi fares, bus/coach, ferry ticket, parking fees and
toll. All claims must be supported with receipts. For toll receipts, the Company
requires the receipt to be printed with the date and time of the journey is shown
clearly visible. Toll incurred for daily commuting from home to office and vice
versa is strictly not claimable.

The mileage claims rates are as follows:-

Type of Vehicle Rate

0.47 per km
Motorcar

Motorcycle 0.25 per km

Note: These rates are subject to change at the discretion of the Company

Accommodation
For project related personnel, regarding any request of accommodation for
outstation, he/she needs to get prior approval from the Immediate Superior and
General Manager by completing the 'Business Travel & Accommodation Form'
and submitting to the HRAD prior to the departure.

For non-project related personnel, any request of business travel and

accommodation for any outstation trip, employees must complete the ‘Business
Travel and Accommodation Application Form for non-project related personnel’,
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the GM or CEO. This form is then has to submitted to the HRAD for travel
arrangement and record purposes.

All accommodation and travelling expenses including 3rd party bills and invoices made
without necessary forms and prior approval will be rejected and any amount that company
will need to pay 3rd party will be deducted from the employee’s salary and/or claims.

Accommodation has to be arranged by the Company for an employee who is

travelling on duty at designated hotels whereby the Company can enjoy
corporate rates. If the hotel provides breakfast, the company shall reduce
RM10.00 from the staff entitlement outstation allowance.

If no hotel arrangements are made prior to the journey, the employee will be
reimbursed based on the actual figure printed on the receipt in accordance to
their level of position and eligibility. Also, the employee shall receive full amount
of outstation allowance according to her/his position in the Company.

If there is one or more employee are on duty, he/she are required to share
rooms, hence only one of the employee can claim accommodation allowances.
The amount claimable must not be more than the eligible rate paid for
double/triple sharing room. No other employees are allowed to claim with the
same receipt or vice versa, if your colleague has paid the bill.

For managerial level employees, you are entitled to a single room although you
may be travelling with one or more person on the same trip. However, you are
encouraged to stay in the hotel room sharing basis according to the eligible rate
for double room.

The Company will reimburse claims against receipts for room charges only. All
other miscellaneous charges such as mini bar, personal telephone calls, meals,
cable TV, massage, cigarettes, room service, alcoholic, soft drinks and mineral
water shall be borne by the staff.

Hotel room rate eligibility for local and overseas travel is as follows:

*For all employees:-

Single Double/Triple
Outstation
State Occupancy Sharing
Allowance
(with receipt) (with receipt)

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Peninsular Malaysia 100.00 100.00 15.00

Sabah & Sarawak 100.00 100.00 15.00

Overseas USD50.00 USD70.00 40.00

*Note: These rates are subject to change at the discretion of the Company

Outstation allowance will only be given to staff who are required to work outside
Wilayah Persekutuan (KL & Putrajaya), Selangor & Negeri Sembilan (Seremban).
The work must require a stay of more than eight (8) hours inclusive of travel time
shall be entitle to the allowance as per above table.

Miscellaneous Expenses
Employees on duty outside from their base station may claim back any
miscellaneous expenses incurred as follow:

Public transport fares, if no transport is provided by the Company including

parking, toll or ferry charges supported by receipt where applicable.

Claims submission
All reimbursement claims must be submitted on a monthly basis before 10 th of
every month and within a month from the date the expenses were incurred. Late
claims submission must be justified and for valid reasons only and all approved
claims will credited into your account accordingly.

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3.6 TRAINING AND DEVELOPMENT

Staff Training
You are entitled to attend training whether internally or externally within your allocated
budget and the training must be related to your job function. However, in the event you
had exceeded your budget, you may still be able to attend training based on merit cases
and upon recommendation by your Head of Division and approval by GM or CEO.

Member of Professional body

You are entitled to claim for reimbursement of annual fee to any professional or
accredited body that is related to your qualifications or profession, up to the limit stated
in your scheme of benefits. Membership to any association or societies does not fall
into this category.

3.7 OTHER BENEFITS

Condolence Sum
As a way of showing sympathy and caring to employees and dependents of
employee in grief, the Company shall contribute cash towards funeral expenses
of the deceased employee and/or dependents, as follows:

o Death of an Employee or Dependents : RM1000

4.0 WORK ETHICS AND CODE OF CONDUCT

4.1 CODE OF CONDUCT

As an employee of a public interest company, you should refrain yourself from any
interest, influence or relationship which might conflict or appear to conflict with the
best interest of Company and may cause the Company’s reputation at stake. For this
purpose, the Company requires you to sign a Intellectual Property Policy (intellectual
Property Rights Clause and Confidentiality Clause) to ensure the Company’s interest is
well guarded.

The following shall be considered a conflict of interest, unless there is a written consent
from the CEO:

a. Employment in other companies

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b. Direct/Indirect interest or business affairs in other companies that have
existing/potential contractual obligations with SRHB
c. Non-Executive Directorship/Silent Partners in companies which are listed on the
SRHB’s lists of recognized contractors or which have contractual business
arrangement with SRHB.
d. Disclosure of Company’s data or information of a confidential nature to the Company
(More details, please refer to Non-Disclosure and Confidentiality clause below)*
e. Acceptance of Gifts, Perquisite and Entertainment of more than the nominal value
from any organization, firm or individual doing or seeking to do business with the
Company.
f. Misuse of Company Utilities/Equipments for personal gain.
g. Business dealings
h. Breach that may lead to conflict of interest.

*Non-Disclosure and Confidentiality

An employee shall not, except with due authority and in the proper course of
his/her duties, during or after the employment period disclose to any person
whatsoever or otherwise make use of and shall use his/her best endeavours to
prevent the publication or disclosure of any Confidential Information, as follows:

Salary
 The employee’s salary is classified as Private & Confidential. Disclosure of
salary to an outside firm or individual and other employee without the
appropriate authorization is prohibited and could be grounds for dismissal.

Internal Records and Information

 All Company’s records and information relating to its businesses and clients are
confidential.
 No Company’s related information, including documents, files, records or similar
material may be removed from Company’s premises without permission (except in the
course of performing duties).
 The contents of Company’s records or information otherwise obtained in regard to
business may not be disclosed to anyone, except as required for Company’s business
purposes.
 An employee is prohibited from making personal copies of any data, records or software
programme owned or developed by the Company.
 Employees will be subject to appropriate disciplinary action, up to and including
dismissal, for revealing information of a confidential nature.

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4.2 CONDUCT WITH MEDIA

All inquires from the media must be referred to the Corporate Affairs Division or the
Management and press statement can only be made by the CEO or spoke person
appointed by the Management.

4.3 CODE OF ATTIRE

You are expected to dress in accepted business attire to reflect corporate image and
professional appearance as per the guidelines below:

Day Male Staff Female Staff

Appropriately dressed office
Monday to Long sleeves shirts, tucked
attire (e.g. suits, baju
Thursday into the trousers
kurung, kebaya, etc)
Smart & Casual Wear Smart and Casual Wear
Friday (Appropriately dressed (Appropriately dressed
smart casual) smart casual)
Monday to Friday
Corporate shirt Corporate shirt
(For Technical Staff
(strongly encouraged) (strongly encouraged)
Only)

Note: Please refer to the Peraturan Etika Kerja, Kelakuan dan Tatatertib for more details on
Work Ethics and Code of Conduct.

5.0 GRIEVANCE, EMPLOYEE DISCPLINE AND SEXUAL HARASSMENT

5.1 GRIEVANCE

Conflict at workplace is common and due mainly to misunderstanding or disagreement

with a decision, action or behaviour by a fellow employee, supervisor or manager that may
affect the working relationship or work environment. In ensuring fairness and
continuous good relations between employee and employer, the Company has established
a formal and orderly process that must be followed by all employees in addressing their
grievances.

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This process which is called Grievance Procedure provides you a proper channel and means
of addressing your complaints and dissatisfactions in relation to your employment with
the aim of reaching an agreement at the lowest possible supervisory level and at the
earliest possible opportunity.

5.2 EMPLOYEE DISCIPLINE

SRHB employees are expected to be discipline and abide by the Office rules and regulations
at all times. Undesirable conduct will not be tolerated and will be dealt with accordingly.

Some examples of minor misconducts as per below;

i) Coming late to office
ii) Unauthorized use of Company’s vehicles
iii) Equipment for personal gain while examples of major misconducts are wilful
insubordination to any reasonable order of superior
iv) Habitual absence without leave

The disciplinary action taken against an employee will be dependent on the

seriousness of the offense and the consequence to the Company. For minor
misconducts, the offender will be counselled and given verbal warning first but if
they repeat, written warning/s will pursue and subsequently dismissal.

However, for major misconduct, a show-cause letter will be issued to the offender where he
or she is required to provide an explanation on the alleged misconduct if the explanation is
not accepted by the Management, If the DI founds the offender guilty, the disciplinary
actions can be taken against the offender which shall include but not limited to written
warning, suspension with no-pay, defer/freeze in increment, downgrade and dismissal.

5.3 SEXUAL HARASSMENT

What is the sexual harassment?

Sexual harassment means any unwelcome verbal, non-verbal, visual,

psychological or physical conduct of a sexual nature that might, on reasonable
grounds, be perceived by the victim as placing a condition of a sexual nature on
his or her employment because of his or her sex.

Sexual harassment may also consist of an unwelcome verbal, non-verbal,

psychological or physical conduct of sexual nature that might, on reasonable
grounds, be perceived by the victim as an insult or humiliation, or a threat to his
or her well-being, and has no connection with his or her employment.

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Sexual harassment in the office includes work related harassment which happens
outside the office. Such work related harassment may includes situations taking
place at work-related social gathering or functions, conferences, workshop or
training sessions and during work assignments outside the office.

Sexual harassment in the course of work-related travel is also considered sexual

harassment in the office. Where sexual harassment occurs as a result of
employment responsibilities or relationship over the phone and through
electronic media, it is also considered sexual harassment in the office.

Types of Sexual Harassment

There are two (2) categories of sexual harassment, namely sexual coercion and
sexual annoyance.

i) Sexual coercion

Sexual Coercion is a type of harassment which has direct results in some

consequence to the victim's employment. It is employment discrimination.

Sexual coercion is under a condition of employment, where an openly or

implicitly offer in keeping a job or getting a promotion is made by a supervisor to
an employee in exchange for sexual favours. Such person normally has the power
over promotion or raise of the employee.

In sexual coercion, promotion and favourable job benefits will follow if an

employee takes the advantage and consented to sex. On the contrary, if the
employee rejects, the job benefits are denied.

ii) Sexual annoyance

It is also known as hostile environment sexual harassment.

Sexual annoyance is a demeaning and unwelcome sexually related behavior that

is offensive, hostile or intimidating to the victim, but has no direct connection to
any job benefits. However, the annoying behaviour creates an offensive working
environment which affects the victim's ability to continue working.

Sexual annoyance includes sexual harassment by an employee against a co-

employee. Similarly, sexual harassment by a company's customer against an
employee also falls into this category.

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Nevertheless, the definition of subjective words for example unwelcome, offensive
and annoying still leaves for individual interpretation by courts.

The Differences between Verbal, Non-Verbal, Visual, Psychological And

Physical Harassment
Verbal harassment – is in oral form and includes uncomfortable and offensive
teasing, joking, questioning, jesting or making suggestive remarks or sounds, or
verbal repartee.

Non-verbal harassment – a leer with indecent overtone, sexual activity or desire

denoted by hand signal, lips licking or food eating and persistent flirting.

Visual harassment – covering the wall with pin-up, calendars, drawings,

photographs of naked and scantily clad women or other sex-based materials and
writing sex-based letter. Sexual exposure also falls under this form of sexual
harassment.

Psychological harassment – harms a person's psychological well being and

includes oppressively constant proposals for dates, repeated undesirable physical
intimacy or social invitations.

Physical harassment – includes distasteful action such as touching of an intimate

body part, patting, pinching, stroking, brushing up against the body, hugging,
kissing, fondling and sexual assault.

All forms of sexual harassment are behaviour that elicits sexual attention.

Sexual Harassment is classified as major misconduct and the person found guilty issubject
to disciplinary action, including dismissal. Making false or fabricated
accusation is also a major misconduct and a person found guilty of the offense shall also
be subject to disciplinary action, including dismissal.

Note: Please refer to the Peraturan Etika Kerja, Kelakuan Dan Tatatertib for more
details on Employee Discipline and Sexual Harassment.

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SUMMARY SCHEME OF BENEFITS

1. EMPLOYEE PROVIDENT FUND

1.1 Employee Provident Fund 11% + 19% - Director
(Employer’s contribution) 11% + 13% - Employee
2. LEAVE
2.1 Annual Leave Less than five (5) years in service : 14 days
Five (5) to ten (10) years in service : 16 days
Ten (10) years and above in service : 18 days
2.2 Medical Leave
(i) Outpatient Less than two (2) years in service : 14 days
Two (2) to Five (5) years in service : 18 days
More than Five (5) years in service : 22 days

(ii) Hospitalization 60 days per annum inclusive of outpatient medical

leave
2.3 Maternity Leave 60 consecutive days
2.4 Prolonged Illness Leave First six (6) months : Full pay
Further six (6) months : Half pay
Further twelve (12) months : No pay
2.5 Privilege Leave
Actual event days and subject to CEO’s approval
(i) Special Event
(ii) Examination Leave Actual day(s) of examination
(iii) Hajj Leave Actual Hajj days or up to 40 days, whichever is
lesser, once in employment after three (3) years of
service
(iv) Compassionate (Maximum of 7 working days per annum)
leave
Death of immediate family members* : Two (2)
*immediate family member working days
shall be your spouse, children
(including step-children), Natural disasters/Calamity/Fire/Flood affect the
parents, parents-in-law, employee or his/her property : Two (2) working
brother and sister of the days
employee

2 LEAVE (Cont’d)
v) Marriage Leave Two (2) working days
(1st marriage only)

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vi) Paternity Leave Two (2) working days
(up to the 5th children only)
3 INSURANCE SCHEME
3.1 Group Personal Accident (GPA)
The insurance premium is borne full by the
3.2 Director Liability & Managers Company. (Subject to CEO’s approval)
4 MEDICAL SCHEME
4.1 Outpatient & Specialist Treatment * All Employee : RM500 per annum
*(Inclusive of Vision & Dental)
4.2 Hospitalization
The insurance premium is borne full by the
Company. (Subject to CEO’s approval)
Group Hospital & Surgical (GHS)
4.3 Annual Medical Check-up (for age 50
Up to RM1500 per annum for confirmed employee
year and above)
5 TRAVELLING ON COMPANY BUSINESS
5.1 LOCAL TRIPS
i) Air Travels
- Mid Range Economy Class
(4-8 hours)
- Short Economy Class
Distance
(<4 hours)
ii) Mileage
- Motorcar 0.47 per KM
- Motorcycle 0.25 per KM

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5 TRAVELLING ON COMPANY BUSINESS (Cont’d)

iii) Accommo
- dation For all employee:-
Double/
Single
Triple
Occupancy Outstation
State Sharing
(with Allowance
(with
receipt)
receipt)
Peninsular
100.00 100.00 15.00
Malaysia
Sabah &
100.00 100.00 15.00
Sarawak
Overseas
50.00 70.00 40.00
(USD)

6 ALLOWANCE
6.1 i) Hand phone
Allowance
(Subject to approval and the new terms and conditions
ii) Laptop and also new allowance scheme.)
Allowance

7 OTHER BENEFITS
7.1 Condolence Sum RM1000.00 – Death of an Employee or Dependent

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8 OTHERS
8.1 Retirement Age 66 years

8.2 Probationary Period Three (3) month*

*Not applicable to contract and temporary
employment

8.3 Working Hours Monday to Friday: 8.30am – 6.00pm

8.4 Notice of Resignation

Management/Executive Non-Executive
Employment
Notice (Or) Salary In-lieu Notice (Or) Salary In-lieu
Status
of Notice of Notice
Probationary 1 Week 1 Week 1 Week 1 Week
Confirmed 2 Months 2 Months 1 Month 1 Month

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REFERENCES

For queries and clarification, please contact Human Resource & Administration personnel as follows:-

Satila Binti Mohd Suhaimi

Manager, Human Resource & Administration
Contact No. : 03-2300 0163 e
Fax No. : 03-2300 0291
Email : [email protected] / [email protected]

ATTACHMENT

Employee book Acknowledgement Receipt

Issue Date: Page Revision No.

March 2017 39 1
 EMPLOYEE HANDBOOK
_____________________________________________________________________________________________
I have received and acknowledged the current company employee handbook. I also have read and
understand the material written inside the handbook. I have been given the opportunity to ask questions
about the policies of the company as stated in the handbook, hence any future questions and grievance
may be submitted to the Human Resource & Administration Department (HRAD).

I agree to comply with the policies, procedures, and other guidelines set forth in the handbook. I
understand that the Company reserves the right to change, modify or abolish any or all of the policies,
benefits, rules and regulations contained or described in the handbook as it deems appropriate at any
time, with or without notice. I acknowledged that neither the handbook nor its contents are an express or
implied contract regarding my employment.

I further understand that all employees of the company, regardless of their classification or position, are
employed on an at-will basis, and their employment can be terminated at the will of the employee or the
company at any time, with or without cause and with or without notice. I have also been informed and
understand that no officer, agent, representative or employee of the Company has any authority to enter
into any agreement with any applicant for employment or employee for an employment arrangement or
relationship other than on an at-will basis and nothing contained in the policies, procedures, handbooks or
any other documents of the company shall in any way create an express or implied contract of
employment or an employment relationship other than one on an at-will basis.

This handbook is the company property and must be returned upon separation.

Signature Date

Employee Name Position

FOR MANAGEMENT REFERENCE ONLY;

Prepared by,

……………………………………………...
SATILA BINTI DATO’ MOHD SUHAIMI
Manager, Human Resource & Administration Department

Issue Date: Page Revision No.

March 2017 40 1
 EMPLOYEE HANDBOOK
_____________________________________________________________________________________________

Checked by,

……………………………………………...
WONG CHEE KEONG
General Manager

Verified by,

………………………………………………
SYAKUR BIN DATO’ MOHD SUHAIMI
Chief Executive Officer

Approved by,

………………………………………………
DATO’ MOHD SUHAIMI ABDULLAH
Managing Director

Issue Date: Page Revision No.

March 2017 41 1