INTRODUCTION This handbook is designed to provide you with information about working conditions, employee benefits and policies affecting your employment. You should read, understand and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and to serve as a reference document. If you are in doubt in certain contents of this handbook, you should seek clarification from the Human Resource Department. No employee handbook can anticipate every circumstance or question about policy. As we continue to grow, the need may arise, and the company reserves the right to revise, supplement or retract any policies or portion of the handbook from time to time as it deems appropriate, in its sole absolute discretion. All employees will be notified of such changes to the handbook as they occur. No part of this employee handbook shall be photocopied and distributed to a third party. Any printed versions of this handbook must be returned to the Company upon termination of service.
CHAPTER 1 Promotion 1.The Company shall may at its absolute discretion, based on the ratings of the employee’s individual performance review and/ or available vacancies, promote an employee to a higher job level or to a position of higher category as it deems fit. 2.Any employee selected for promotion will be notified in writing and required to undergo a probationary period. 3.In the event if an employee is not confirmed to the promotion, within the probationary period, he/ she will cease to be entitled to the new salary and will be reverted to his/ her former position, without prejudice to the employee’s future prospects. Termination of Service 1.The employment of a confirmed or permanent employee may be terminated by either party by giving the 2 months’ notice period in writing or payment in lieu of notice 2.In the event an employee is unable to provide sufficient notice of resignation, the employee shall pay his/ her salary in lieu of the short notice as stipulated in the period of notice. 3.The employee shall be required to surrender all Company properties, files, documents and keys kept by the employee in the course of his/ her employment to ADMINISTRATION Department before/ on the last day of service. 4.Failure on the employee's part to adhere with the clause 1, clause 2, and clause 3, would render him/ herself with a police case and legal action. 5.The employee shall settle all outstanding liabilities and obligations with the Company before any monies due to him are to be released by signing the Sign-Off Letter issued by the administration Department on the last day of service. Transfer 1.The Company may at its absolute discretion transfer an employee form one department to another within the Group where the service of the employee is required. The transfer will be deemed necessary due to operational exigencies. 2.When an employee’s potential is realized elsewhere, transfer of an employee to another department will allow him/ her to gain experience in other areas and as an avenue to develop the employee’s skills for career advancement. 3.A transfer does not necessarily necessitate a change in wages and benefit status unless appropriate. 4.All transfers will be confirmed by the Human Resources Department. Bonus 1.Payment of bonus, if declared by the Company shall be based on the following : a.The results of the Company's previous financial year. b.2. Prevailing market situation. c.The individual performance of the employee based on the performance appraisal exercise. 2.Bonus shall be payable to confirmed permanent and termed contract employees of minimum twelve (12) months employment at the end of the financial year and who are in the payroll of the Company at the time of payment. The financial year for the Company starts from 1st January of the following year. 3.At the discretion of the Company, bonus will be payable to employees. 4.An employee who is serving the notice period of resignation shall not be paid any bonus. Salary Increment 1.Salary increments may be given at the discretion of the Company and shall be based on the employee’s performance and the Company’s affordability. Payment of Wages 1.An employee’s wages will be calculated on a monthly basis and will be credited into his bank account monthly. 2.For an employment period which is less than one (1) month, calculation will be pro-rated on the number of days of that particular work period. 3.An employee’s starting salary and other remunerations are stated in the Letter of Appointment or Contract of Service. 4.Any amendments shall be informed to the employee in writing. 5. Pay slips can be collected from the Administration Department every month. Statutory Contributions and Deductions 1.Employers Provident Fund (EPF) a.The Company will contribute to EPF based on its proportion and employees’ monthly contribution as required by the Employees Provident Fund Act 1991. 2.Social Security Organization (SOCSO) a.The Company will contribute to SOCSO based on its proportion and employees’ monthly contribution as required by the Social Security Act 1969. 3.Income Tax a.The Company will make monthly Income Tax deductions from employee’s salary in accordance to the requirements of the Income Tax Act 1967. Business Attire 1.Employees must at all times appear neat and dignifies in formal and suitable attire in their course of duty during working hours (uniform for staff). 2.When dealing with customers, employees are expected to present a clean, neat and professional appearance. 3.Jeans and T shirt are not allowed during working hours. Employee Identification Card (ID) 1.All employees will be issued with an Employee ID. 2.Every employee must display his/ her ID card at all times while in the Company premises and must be able to produce it whenever requested by authorized Company personnel. 3.Loss of ID card must be reported immediately and there will be a nominal charge of RM 30.00 as a replacement cost. 4.The ID card must be surrendered to the Company upon termination of employee’s employment. Utilities 1.All employees are responsible and should contribute to create a conducive working environment. 2.Employees should try to conserve water and electricity. Where applicable, lights should be switched off during lunch hours and after office hours. Working Hours 1.Klinik Bazilah Sdn Bhd observes the following official working hours. Klinik Bazilah Sdn Bhd Monday - Friday 8.30 am – 5.30 pm Saturday Off day Sunday Rest day Lunch break 1.00 pm – 2.00 pm Lunch break on Friday (For male Muslim employees) 12.30 pm – 2.30 pm 1.2 The Company may change the prescribed working days and hours depending on operational needs from time to time. Type 1 ( staff) ItemWorking hours (45) Shift 18.30am - 5.30pm Shift 29.00am - 6.00pm Lunch break1.00pm – 2.00pm Rest day2 (two) days Type 2 ( staff) ItemWorking hours (45) Shift 18.30am – 4.00pm Shift 210.30am - 6.00pm Lunch break1.00pm – 2.00pm Rest day1 (one) days Type 3 ( medical officer) ItemWorking hours (45) Shift 109.00am - 6.00pm Lunch break1.00pm – 2.00pm Rest day2 (two) days Overtime 1.An employee earning basic salary below RM 4,000.00 is eligible for overtime pay as defined in the Employment Act, 1955. 3. 2.All overtime worked must be approved in advance by the Supervisor. An employee whose basic salary exceeds RM 4,000.00 per month, the rate of calculation of overtime shall be based on a maximum of RM 4,000.00 3.An employee shall be compensated in accordance with the provisions of the Employment Act, 1955 for any work performed in excess of the normal working hours. 4.The claim must be submitted before 27th day of the particular month.
CHAPTER 2 Gazetted Public Holidays 1.All employees shall be entitled to paid holidays on all gazetted Federal or State Public holidays applicable to the state in which they are based. 2.All public holidays recognized and approved by the company shall be circulated to all employees on the commencement of each calendar year. 3.All sudden proclaimed public holidays from the Government of Malaysia or the State ruler which is not gazetted as the Company’s public holiday shall be considered as a paid holiday. 4.If a gazetted public holiday falls on weekly leave day, an additional paid holiday shall be granted in substitution thereof. Annual Leave 1.All Permanent employees shall be eligible for annual leave based on employees’ category and number of years served in the Company. 2.Annual leave shall be calculated on a calendar basis and eligibility shall be as follows : 3.For Permanent employees, annual leave shall be granted after successful completion of their probationary period. Category2 to 4 years5 years and above Permanent staff12 days16 days 4.Application of annual leave must be made on Leave Application Form and must be submitted for approval at least seven (7) days before commencement of leave. 5.Approval of leave is subject to operational requirements where the amount of leave taken at a time may need to be changed in accordance with the operational needs. 6. An employee is allowed to take Half Day Leave which is deducted from an employee’s annual leave eligibility. An employee can select half day leave either in the morning or afternoon as follows :
CHAPTER 3 Use of Company’s assets When using company’s property, all employees are expected to safeguard and follow the operating instructions, safety standards and guidelines. All company assets shall include but not limited to laptop, camera, projector, handphone, broadband, laser machine etc.
CHAPTER 4 Misconduct..