You are on page 1of 13

The PETRONAS Code of Conduct and Business Ethics Country Supplement: Malaysia is a

specific reference for use in Malaysia. It does not describe all applicable laws or PETRONAS
policies, or give full details on any particular law or policy. It does not constitute legal advice.
It does not constitute or create a contract of employment. PETRONAS reserves the right
to modify, revise, cancel or waive any policy, procedure or condition without notice and
without revision of the Code. Moreover, the provisions of the Code may be modified by
PETRONAS to adapt them to local laws and conditions.

©PETROLIAM NASIONAL BERHAD (PETRONAS) 2013. All rights reserved. No part of this
document may be reproduced, stored in a retrieval system or transmitted in any form or
by any means (electronic, mechanical, photocopying, recording or otherwise) without the
permission of the copyright owner.
Contents
COUNTRY SUPPLEMENT: MALAYSIA
Part I: Conduct Tending to Jeopardise Duty of Good
Faith and Fidelity............................................................................................................................ 4
1. Serious Pecuniary Indebtedness..................................................................................................... 4
2. Borrowing Money............................................................................................................................... 5
3. Living Beyond Official Emoluments and Legitimate Private Means.................................... 5

Part II: Information Security.................................................................................................7

Part III: Workplace Culture & Environment.............................................................. 8


1. Absence Without Leave or Without Reasonable Cause.......................................................... 8
2. Dress Code........................................................................................................................................... 9

Part IV: Disciplinary Process and Sanctions...........................................................11


1. Disciplinary Process...........................................................................................................................11
2. Disciplinary Punishments................................................................................................................11
3. Punishing Authority.......................................................................................................................... 12
4. Appeal Procedure............................................................................................................................. 12
COUNTRY SUPPLEMENT:
Malaysia
PART I:
CONDUCT TENDING TO JEOPARDISE DUTY
OF GOOD FAITH AND FIDELITY

1. SERIOUS PECUNIARY 1.2.


INDEBTEDNESS Serious pecuniary indebtedness from
whatever cause will be regarded as
1.1. necessarily impairing the efficiency
For the purpose of this Section, the and effectiveness of an employee.
term “serious pecuniary indebtedness”
means the state of an employee’s 1.3.
indebtedness which, having regard An employee will avoid habitual
to the amount of debt incurred by indebtedness unless he/she proves
him/her has actually caused financial that such indebtedness or insolvency
hardship to him/her. is the result of circumstances beyond
his/her control and does not result
An employee will be deemed to be from extravagances or dissipation.
in serious pecuniary indebtedness
where:- 1.4.
An employee will be required to
a) he/she is a judgment debtor, for disclose the full extent of his/her
as long as the judgment sum serious pecuniary indebtedness to
remains unsettled; or PETRONAS at the earliest opportunity
when such indebtedness is known to
b) he/she is a bankrupt or an him/her.
insolvent wage earner, for as long
as he/she remains as a bankrupt 1.5.
or for as long as any judgment An employee who obtains an
sum against him/her in favour of annulment of his/her bankruptcy may
the Director General of Insolvency be treated as having fully restored his/
remains unsatisfied, as the case her credit standing.
may be.

4 PETRONAS CODE OF CONDUCT AND BUSINESS ETHICS


COUNTRY SUPPLEMENT: MALAYSIA
2. BORROWING MONEY 3. LIVING BEYOND OFFICIAL
EMOLUMENTS AND LEGITIMATE
2.1. PRIVATE MEANS
You may borrow from banks,
insurance companies, co-operative 3.1.
societies or borrowing companies Where in the opinion of PETRONAS an
licensed under the Malaysian Financial employee is or appears to be:
Services Act 2013 or incur debt
through acquiring goods by means a) maintaining a standard of living
of hire purchase agreements or other which is beyond his/her official
arrangements, provided that: emoluments and other legitimate
private means, if any; or
a) such banks, insurance
companies, co-operative societies b) in control of or in possession of
or borrowing companies from pecuniary resources or property,
which you borrow are not directly movable or immovable, the value
or indirectly subjected to your of which is disproportionate to,
official authority; or which could not reasonably be
expected to have been acquired
b) such borrowings do not lead by the employee with his/her
to public scandal or be subject to official emoluments and any
construal that you have abused legitimate private means subject to
your position for our private the requirements of applicable law,
advantage; or PETRONAS may call upon
the employee to explain in writing
c) the aggregate of your debts does how he/she is able to maintain the
not or is not likely to cause you said standard of living or how
serious pecuniary indebtedness as he/she acquired his/her pecuniary
defined under Section 1. resources or property and also may
be required to make declaration
2.2. of his/her assets which may include
You may not borrow from any other assets belonging to his/her family/
personengaged in the business of household. Such declarations as
money lending. aforesaid should be made to your
Human Resource Department.
2.3.
You must comply with the limitations
on borrowing set out in the Code.

PETRONAS CODE OF CONDUCT AND BUSINESS ETHICS


COUNTRY SUPPLEMENT: MALAYSIA 5
3.2. 3.3.
Failure to make the asset declaration For the purpose of this Section,
as required under Section 3.1 is “assets” includes property of any
viewed by PETRONAS as a lack of description, whether movable or
commitment on the part of the immovable, as may be prescribed by
employee to uphold PETRONAS’ PETRONAS from time-to-time. In
policy on maintaining the highest respect of immovable property, assets
standard of integrity, openness and include:-
transparency.
i. land, including land occupied
under temporary occupation
licence;

ii. all types of residence such as


houses, flats, apartments and
condominiums; and

iii. building, including a shop or


portion of a shop, office space or
stall.

In respect of movable property, assets


include:-

i. any form of cash wherever


deposited or retained;

ii. shares, stocks, debentures, bonds


or other securities;

iii. any form of trade, business or


commercial licence permits; and

iv. any other movable property,


including all types of motor
vehicles, jewellery, club
memberships, household
furniture and sports equipment.

6 PETRONAS CODE OF CONDUCT AND BUSINESS ETHICS


COUNTRY SUPPLEMENT: MALAYSIA
PART II:
INFORMATION SECURITY

You must comply with the PETRONAS


Information Security Policy in effect from
time-to-time, which may be obtained
from Group Chief Information Officer.

PETRONAS CODE OF CONDUCT AND BUSINESS ETHICS


COUNTRY SUPPLEMENT: MALAYSIA 7
PART III:
WORKPLACE CULTURE AND ENVIRONMENT

1. ABSENCE WITHOUT LEAVE OR 1.3.


WITHOUT REASONABLE CAUSE Where an employee is absent for
more than two (2) consecutive
1.1. working days without reasonable
An employee who is absent will, at excuse, as soon as possible thereafter
the earliest opportunity, inform the a registered letter will be sent to
officer of PETRONAS to whom he/ the employee’s last known address
she reports of his/her absence and the requiring him/her to provide
cause for his/her absence. explanation for his/her absence. Upon
a lapse of seven (7) days after posting
1.2. of the said registered letter, if nothing
Where the absence without leave and is heard of him/her or no satisfactory
without reasonable excuse is for more explanation is given by him/her, then
than two (2)consecutive working days, the said employee is deemed to have
the employee will be deemed to have broken his/her contract of service and
breached his/her contract of service in such circumstances PETRONAS
with PETRONAS. will have the right to terminate his/her
service. In addition, PETRONAS will be
entitled to recover from the former
employee concerned all sums due
from the employee to PETRONAS.

8 PETRONAS CODE OF CONDUCT AND BUSINESS ETHICS


COUNTRY SUPPLEMENT: MALAYSIA
2. DRESS CODE e) Footwear must be appropriate
and suitable. Slippers, flat sandals/
All employees should be neatly, slip-ons, loafers, thongs, flip-flops,
appropriately and decently attired sport shoes, athletic shoes,
during office working hours. sneakers, rubber boots or clogs are
Provocative and improper attire is not not allowed. Exemption is given for
allowed. those with medical reasons.

2.1. 2.2.
Male Employees Female Employees

a) All male employees must wear a) Female employees will wear attire
long sleeved shirts with the which is appropriate and suitable
exception of on Smart Casual Day, for an office working environment.
when short sleeved shirts are The length of skirts must not be
allowed. Shirts must be tucked in. above the knee.
Smart Casual Day is applicable on
every Friday (for employees b) Female employees are allowed to
working from Monday to Friday) or wear office-appropriate pant suits.
Thursday (for employees working Jeans and shorts are not allowed.
from Sunday to Thursday) or any
other day identified by PETRONAS. c) Footwear must be appropriate
and suitable. Slippers, flat sandals
b) Male executives are no longer be and sport shoes are not allowed.
required to wear neck ties to work Exemption to wear flat sandals is
except when required to do so for given to pregnant employees and
official business meeting and/or for those with medical reasons.
functions.
2.3.
c) ‘Baju Melayu’ attire, complete with Uniformed Employees
‘samping’ and ‘songkok’ is allowed
on Fridays. All uniformed employees must wear
their designated uniforms at all times.
d) Casual printed shirts, T-shirts,
sweatpants, jeans, exercise pants,
track bottom, all types of shorts,
and any spandex or form fitting
pants, such as cycling shorts, are
not allowed.

PETRONAS CODE OF CONDUCT AND BUSINESS ETHICS


COUNTRY SUPPLEMENT: MALAYSIA 9
2.4. 2.8.
Other Forms of Attire For the Purpose of this Section:

Attire, other than those specified “Cross-dressing” means when a male


above, including the specified types employee dresses or makes himself
of shoes, may be worn during office up as a female or when a female
hours if it is a requirement of the job employee dresses or makes up herself
and said attire is approved by your as a male.
Head of Department.
“Neat and appropriate attire”
2.5. means decent, suitable, smart and
Cross-dressing professional attire.

Cross-dressing is not allowed. “Provocative or improper attire” means


inappropriate and unsuitable office
2.6. attire.
Dress Code for Official Functions
This includes transparent or tight
Employees must be appropriately kebaya/baju kurung, body hugging
attired in accordance with the dress shirts/blouses/knitted blouses, low cut
requirements for a particular function. collar/necklines, bareback dresses,
In the absence of any specific tight skirts/slacks/pants, high slit skirts/
requirement, the employee must sarongs that reveal the thighs and
follow the PETRONAS Dress Code. short skirts.

2.7.
Hair for Male Employees

Hair should be neat. The length should


be above the collar.

10 PETRONAS CODE OF CONDUCT AND BUSINESS ETHICS


COUNTRY SUPPLEMENT: MALAYSIA
Part IV:
Disciplinary Process and Sanctions

1. Disciplinary Process 2. Disciplinary Punishments

1.1. The Punishing Authority may after due


Where the circumstances warrant, inquiry impose any or a combination
PETRONAS may suspend an of the following punishments against
employee on full or half pay pending the employee:
the investigation and/or inquiry into
alleged acts of misconduct committed i. written warning;
by the employee.
ii. suspension with or without pay
1.2. for a period to be determined by
If the investigations reveal concrete the Punishing Authority;
and cogent evidence in support of the
alleged misconduct, PETRONAS may iii. withholding the employee’s
institute disciplinary action against the increment for a period to be
said employee. determined by the Punishing
Authority;

iv. no increment to the employee’s


salary for a period to be determined
by the Punishing Authority;

v. non-payment of bonus or ex-


gratia;

vi. downgrading or demoting the


employee;

vii. any other types of punishment as


the Punishing Authority deems fit;

viii. dismissal.

PETRONAS CODE OF CONDUCT AND BUSINESS ETHICS


COUNTRY SUPPLEMENT: MALAYSIA 11
3. Punishing Authority 4.3.
The Appeal Authority shall consider
For the purpose of this Part IV, the appeal on the basis of the
“Punishing Authority” shall refer to written submissions by the aggrieved
the officer of PETRONAS who has employee and also after considering
been given the authority to mete out the report of the Domestic Inquiry and
punishment against an employee as the grounds for the decision as made
provided by the Human Resource by the panel of the Domestic Inquiry.
Management Limits of Authority.
4.4.
For the purpose of this Section,
4. Appeal Procedure “Appeal Authority” shall refer to the
officer of PETRONAS who has been
4.1. given the authority to consider and
An employee who is aggrieved by the decide on appeal as provided by the
decision of a disciplinary action has Human Resource Management Limits
the right to appeal in writing within of Authority.
30 days from the date of service or
posting of the letter communicating
the decision of the Punishing
Authority.

4.2.
The Appeal Authority is to consider the
grounds of appeal set out in the letter
of appeal and is required to conclude
whether to dismiss the appeal or to
allow the appeal by either:

a) reversing the finding of guilt; or

b) reducing the punishment.

12 PETRONAS CODE OF CONDUCT AND BUSINESS ETHICS


COUNTRY SUPPLEMENT: MALAYSIA
16 PETRONAS CODE OF CONDUCT AND BUSINESS ETHICS
COUNTRY SUPPLEMENT: MALAYSIA