OSPL - Employee Handbook 01012014 - v1.0

PRIVATE & CONFIDENTIAL
OBAYASHI SINGAPORE PRIVATE LIMITED

EMPLOYEE HANDBOOK
Version 1.0
Updated as at 1 January 2014
Our Vision, Values and Commitments
VISION: “Who We Want to Be”
The people of Obayashi want to be part of one of the world’s most successful environmentally
responsible enterprises. Inspired by the principle of sustainability, we pledge to:
1. Exercise true craftsmanship and employ superior technologies to make every space as valuable as
it can be.
2. Show concern for the global environment and contribute solutions to social challenges like a good
corporate citizen should.
3. Value everyone we come in contact with in our business.
VALUES: “Who We Believe In”
All Obayashi employees strive to practice five fundamental values in everything we do. These are the
core values that help Obayashi become “who we want to be.”
Ambition We pursue personal growth and continuously reach for our dreams.
Innovation We are proactive in our quest for constant improvement and innovation.
Speed We think creatively and act quickly.
Teamwork We combine our individual strengths to maximize our impact as a team.
Integrity We act with integrity as responsible citizens of the Earth and all the nations where we
live in.
ACTION COMMITMENTS: “How We Do Things”
Everyone at Obayashi is committed to practicing good corporate ethics, with top management leading
the way. We adhere to the following action commitments, which express our determination to ensure
ethical conduct at all times.
• We comply with the law and conduct ourselves sensibly.

• We practice fair and free competition.
• We maintain sound relationships with all stakeholders.
• We completely avoid involvement with any organized criminal elements.
• We properly disclose information, always striving for complete transparency in our corporate
activities.
Employee Handbook_01012014_Version 1.0

OBAYASHI SINGAPORE PRIVATE LIMITED
EMPLOYEE HANDBOOK
CHANGES / REVISIONS OF GUIDELINES:
The terms in this Employee Handbook ("Handbook") are to be read in conjunction with the other
terms in your Letter of Appointment. In the event of any inconsistency between a term of this
Handbook and a term in your Letter of Appointment, the term in your Letter of Appointment will
override to the extent of the inconsistency.
The Company reserves the right to interpret, modify, revise, supplement, or rescind any policies or
portion of this Handbook from time to time as it deems appropriate and may, depending on the
circumstances, be made with or without prior notice. To the extent that policies in this Handbook
vary from previous policy or practice, the provisions in this Handbook will govern.
CONTENTS OF THIS HANDBOOK
This Handbook is divided into the following sections:
Section A: General Principles

Section B: Commencement of Employment and Probation
Section C Posting, Change of Job Scope and Workplace and Retirement
Section D: Working Hours
Section E: Salary and Other Allowances
Section F: Holidays and Leave
Section G: Medical and Other Insurance Benefits
Section H: Overseas Business Trips
Section I: Data Protection
Section J: General Conduct
Section K: Termination
Section L: Conflicts of Duty
Section M: Confidentiality
Section N: Intellectual Property
GLOSSARY OF TERMS USED IN THIS HANDBOOK
The following terms and references used in this Handbook shall have the following meanings:
“Basic rate of pay” is used to calculate pay for work on a rest day or public holiday. It includes wage
adjustments and increments that an employee is entitled to under his contract of service, but
excludes allowances however described (e.g. travelling, food, housing allowances etc.)
"Child Development Co-savings Act" means the Child Development Co-savings Act (Chapter 38A of
Singapore).
Employee Handbook_01012014_Version 1.0 1

"Commencement Date" means the date on which an employee’s contract of service with the
Company starts, as stated in the employee’s Letter of Appointment.
"Company" means Obayashi Singapore Private Limited.
"Confirmed employee" means an employee who has completed his probation.
"Employee" and "Employees" mean respectively an employee and employees having a contract of
service with the Company.
"Employment Act" means the Employment Act (Chapter 91 of Singapore).
"Financial year" means 1 January of each year to 31 December of the same year.
"Letter of Appointment" means the letter of appointment issued by the Company to an employee
and any addendums or supplements thereto setting out the terms of the contract of service
between the Company and the employee.
"Public Holidays" means the days gazetted as public holidays in Singapore under the Holidays Act
(Chapter 126 of Singapore).
"Retirement and Re-employment Act" means the Retirement and Re-employment Act (Chapter
274A of Singapore).
"Workplace" means the working premises of the Company in Singapore.
Any reference to "written law" is a reference to the applicable written law in Singapore.
Any reference to a year is a reference to a calendar year.
Any words importing the masculine gender includes, where appropriate, the feminine and neuter
genders, and vice versa.
The sign "$" refers to the lawful currency of Singapore.

SECTION A GENERAL PRINCIPLES
1. Objectives
This Handbook was formulated with regard to all aspects of employment in the Company,
for the purpose of, inter alia, providing a uniform system of personnel administration and
clarifying the rights and responsibilities of employees.
2. Scope
This Handbook applies to all full-time employees of the Company, with the exception of
employees on part-time and/or temporary appointments, and the terms herein, are subject,
where applicable, to the written law. In the event of any inconsistency between the terms of
this Handbook and the prevailing written law, the prevailing written law will override to the
extent of the inconsistency and the remainder of the terms of this Handbook and the
employee's Letter of Appointment shall not be affected.
SECTION B COMMENCEMENT OF EMPLOYMENT AND PROBATION
1. Commencement of Employment
Upon employment, an employee shall submit an employment application form and such
other documents as may be required by the Company. The Company shall issue a Letter of
Appointment to every new employee on or before the Commencement Date. The
employee’s employment with the Company will commence on the Commencement Date.
2. Probation
(a) During the probationary period stated in the Letter of Appointment, the employee
will be placed on probation in order for the Company to assess his suitability for the
job. The Company may in its sole discretion extend the probationary period of the
employee. In the event that the employee's probationary period is extended, the
employee will be informed in writing before the expiry of the original probationary
period.
(b) During probation, both the employee and the Company have the right to terminate
the employee’s employment with the Company without any reason being assigned
by giving the other party the written notice as stated in the Letter of Appointment or
by paying the other party a sum equivalent to the salary that would have been
earned by the employee during the required period of notice.
(c) If the Company is satisfied with the employee’s work performance during the
probationary period, the Company will confirm in writing his appointment at the end
of the probationary period.
(d) Upon confirmation, the employee shall be eligible for the relevant benefits set out in
this Handbook and where relevant, the probationary period shall be taken into
account in calculating the length of service with the Company for determining the
employee’s entitlement to benefits under this Handbook.

3. Updating of Personal Particulars
Every employee shall notify the HR Section of the Company whenever there is a change in
the following information and also furnish documentary evidence in support of such change:
(a) change in address;
(b) change in residential or mobile number;
(c) change in particulars of next-of-kin to be notified in cases of emergency;
(d) change in name due to marriage or legal action;
(e) change in marital status;
(f) new additions to the family (copy of birth certificate of the newborn);
(g) additional educational or professional qualifications;
(h) change of Singapore permanent residence or citizenship status for non-Singapore

citizens; and/or
(i) change of nominated bank account particulars for salary crediting.
SECTION C POSTING, CHANGE OF JOB SCOPE AND WORKPLACE AND RETIREMENT
1. Employee Posting
All matters concerning the posting of an employee shall be decided by the Company. Details
of the posting will be communicated in advance by the management to the relevant
employee.
2. Change of Job Scope and Workplace
The Company reserves the right to:
(a) transfer an employee from one workplace to another or require an employee to

work at places other than his initial place of employment in Singapore, either on a
temporary or permanent basis;
(b) require an employee to travel from the employee’s place of work to anywhere,
locally or internationally, for work or business purpose;
(c) transfer an employee to any of its associated companies, subsidiaries or other

sections or departments within the Company;
(d) second an employee to any business related establishment; and
(e) transfer an employee to any other positions within the same job level within the
Obayashi group.

The Project Manager/ Section Head will provide at least one week’s notice to the transferee,
informing him of his new assignment and transfer date.
3. Retirement
The retirement age for every employee shall be 62 years old or such other age as may be
stipulated by the Retirement and Re-employment Act and an employee shall be offered re-
employment in accordance with applicable laws.
An employee who has reached the age of retirement and has served the Company for at
least three continuous years prior to retirement, may be given an ex-gratia payment in
recognition of his past contributions and service. Such payment (if any) is granted at the
discretion of the management.
SECTION D WORKING HOURS
1. Working Hours
The normal working hours of the Company are currently as follows (and may from time to
time be varied by the Company depending on the Company’s operational or business
needs):
(a) Employee engaged on a 5-day work week / 41.25 hours per week
Work Location Working Day Working Hours Lunch Break

Town Office Monday to Friday 8.30 am to 5.45 pm 12:00 pm to 1.00 pm
Site Office Monday to Friday 8.00 am to 5.15 pm 12:00 pm to 1.00 pm
(b) Employee engaged on a 5.5-day work week / 44 hours per week

Saturday 8.30 am to 12.30 pm N.A.
Saturday 8.00 am to 12.00 pm N.A.
(c) Employee engaged on a 5.5-day work week / 42 hours per week (entitled to 2
Saturdays off per month)

Working Saturday 8.30 am to 12.30 pm N.A.
Working Saturday 8.00 am to 12.00 pm N.A.

2. Overtime
An employee’s eligibility for overtime payment and the manner in which overtime is paid
will depend on his assigned job level. The overtime rates are as follows or as specified in the
Letter of Appointment:
(a) Employee engaged on a 5-day work week / 41.25 hours per week
Day Overtime Rates

Job
Level 1&2 3 4 5 6
Hours in excess of
Hours in excess of Hours in excess of 11
11 hours of work
Mon-Fri 8.25 hours of work hours of work @ 1.5 x Not Applicable
@ 1.5 x 25% of
@ 1.5 x hourly rate 50% of hourly rate
hourly rate
From the start of From the start of From the start of $10 $20
Sat work @ 1.5 x work* @ 1.5 x 50% of work* @ 1.5 x per per
hourly rate hourly rate 25% of hourly rate hour* hour*
Sun work @ 2.0 x work* @ 2.0 x 50% of work* @ 2.0 x per per
First 8 hours of work First 8 hours of $10 $20
First 8 hours of work
Public @ 1.0 x 50% of hourly work @ 1.0 x 25% per per
@ 1.0 x hourly rate
Holiday/ rate of hourly rate hour* hour*
Company Subsequent hours of Subsequent hours of Subsequent hours $10 $20
Holiday work @2.0 x work @2.0 x 50% of of work @2.0 x per per
* If an employee is working on this day, he must perform at least 4 hours of continuous
overtime work.
(b) Employee engaged on a 5.5-day work week / 44 hours, or a 5.5-day work week / 42
hours per week (entitled to 2 Saturdays off per month)
Day Overtime Rates

Job
Level 1&2 3 4 5 6
Hours in excess of
Hours in excess of Hours in excess of 11
11 hours of work
Mon-Fri 8.0 hours of work @ hours of work @ 1.5 x Not Applicable
@ 1.5 x 25% of
1.5 x hourly rate 50% of hourly rate
hourly rate
Sat
work @ 1.5 x work* @ 1.5 x 50% of work*@ 1.5 x 25% per per
hourly rate hourly rate of hourly rate hour* hour*
Sun work @ 2.0 x work* @ 2.0 x 50% of work* @ 2.0 x per per
overtime work.

Day Overtime Rates
Job
Level 1&2 3 4 5 6
First 8 hours of work First 8 hours of $10 $20
First 8 hours of work
Public @ 1.0 x 50% of hourly work @ 1.0 x 25% per per
@ 1.0 x hourly rate
Holiday/ rate of hourly rate hour* hour*
Company Subsequent hours of Subsequent hours of Subsequent hours $10 $20
Holiday work @2.0 x work @2.0 x 50% of of work @2.0 x per per
overtime work.
The Company may, at its discretion, review and revise the overtime payment system from
time to time.
Overtime is computed from 11th of the previous month to 10th of the current month. Before
the 13th of each month, employees working at the Town/ Site Offices are required to check,
print out, sign and submit their timesheets to their delegated administrative officers for final
verification and record purposes. The reporting manager must approve/ disapprove the
timesheets within three working days from the 10th of each month, and not later than 15th
day of each month. The approved timesheets will then be printed and routed to the HR
Section for payroll and/or overtime processing.
3. Absence from Duty
Any absence from work must be covered by a leave application. In the event of injury,
sickness or any other urgent matters which necessitate an employee from being absent from
his duty or coming into office late or leaving office early, he shall notify his reporting
manager promptly regarding the request for leave. An employee who is absent from work
without proper notice for two consecutive working days is considered to have abandoned
the job and may be terminated from employment.
SECTION E SALARY AND OTHER ALLOWANCES
1. Salary
An employee’s monthly salary is that as stated in the Letter of Appointment and as revised
pursuant to any letters or notices issued by the Company from time to time. Monthly salary
will usually be paid around the 25th day of each calendar month. If 25th falls on a Saturday,
Sunday or Public Holiday, the salaries will be payable on the preceding official work day. For
a newly hired employee, the first month’s salary will be paid by the 15th of the following
month of service.
2. Salary Adjustments
The Company may, in its sole and absolute discretion, conduct an annual review of the
monthly salary of confirmed employees between March and April of each year and salary
adjustments, if any, will usually be implemented with effect from April of that year. Any
positive or negative adjustments to the monthly salary will be at the sole and absolute

discretion of the Company and will be determined on the basis of the Company’s business
results as well as the employee’s performance in the current financial year of the Company.
3. Bonus
The Company may, in its sole and absolute discretion, conduct an annual appraisal of
confirmed employees between September and November of each year. The period of
assessment will be for work done from 1 October of last year to 30 September of the current
year. Unconfirmed employees will not be appraised during the annual appraisal. Instead,
they will be appraised at the point of their confirmation.
A bonus additional to an employee’s salary may be paid each year to a confirmed employee
of the Company who is in the employment of the Company as at the date of payment of the
bonus. The bonus will be based on the December’s monthly salary of the year in which it is
paid. The giving of bonuses will be at the sole and absolute discretion of the Company and
may be dependent on, amongst other things, the Company’s financial results and the
individual’s performance in the current financial year of the Company. The bonus, if any, will
usually be paid in December, but the Company has the sole and absolute discretion to
decide the date of such payment. An employee, who has tendered his resignation, has his
service terminated or is serving notice of termination on or after 1st December of the year,
will not receive any portion of the bonus.
4. Deductions from Salary
There shall be deductions from an employee’s salary and bonus all such sums which the
Company is entitled and authorized under the laws of Singapore to deduct and/or withhold
(including any outstanding liabilities which the employee may have to pay to the Inland
Revenue Authority of Singapore), such as the employee’s share of Central Provident Fund
contributions (if applicable), as well as such other sums as may be agreed with the employee
from time to time.
5. Night Shift Allowance
"Night shift" refers to work that is performed after 5.00 pm and before 8.00 am the next
day. An employee who performs night shift will be eligible for night shift allowance, as
follows:
Job Level Night Shift Allowance*

1–4 $10 per shift
5&6 $20 per shift
* Minimum 8 hours per shift
6. Transport Allowance
An authorized employee may make use of one of the Company’s pooled vehicles when
travelling is necessary in the discharge of his official duties. In such cases, no reimbursement
for travelling costs will be made by the Company. In the event that the employee is unable
to book the Company’s pooled vehicle, he may seek reimbursement for the actual transport
expenses incurred for business-related matters in accordance with the following procedure:

(a) an employee leaving the company premises for business matters must inform his
reporting manager in advance;
(b) upon returning to the office, the employee may seek reimbursement by completing
the Transport Claim Chit against valid receipts (if applicable); and
(c) all completed claims and valid receipts (if applicable) must be approved by the
Section Head / Project Manager prior to submission to the Finance Section for
payment.
Transport allowance claims must be submitted no later than one month from the receipt
date.
7. Mobile Phone Usage Allowance
As a guideline, an employee may receive the following monthly mobile phone usage
allowance (or such other amount to be determined by the Company in its sole discretion):
Category of Monthly
Work Nature
Employees Allowance
Employee works outdoor most of the time and job nature
requires him to make high volume of outgoing business calls $70
Site-based or on his mobile. (e.g. site manager, senior / site engineer)
Field service
Employees Employee works outdoor. High volume of outgoing business
calls is not expected; high volume of incoming business calls $50
is anticipated (e.g. engineer, supervisor)
Employee performs his job in an office most of the time, and
his contact is required by client, consultant, vendors or other $50
Office-based business partners.
Employees
Employee’s job scope needs him to be on-call. He is not
$30
required to make high volume of outgoing business calls.
SECTION F HOLIDAYS AND LEAVE
1. Public Holidays
Employees are entitled to paid holidays on Public Holidays. If a Public Holiday falls on a
Saturday, the Company will give employees an additional day of annual leave in substitution
for the Public Holiday. If a Public Holiday falls on a Sunday, employees will be entitled to a
paid holiday on the next working day following that Sunday.
2. Annual Leave
Unless otherwise specified in the Letter of Appointment, all confirmed employees are
entitled to annual leave as follows:

(a) Job Levels 1 and 2
Year of Service Number of Days of Annual Leave

st
1 10 days
Additional 1 day for each year of service up to a
2nd and above
maximum of 17 days
(b) Job Levels 3 to 6

st th
1 to 5 14 days
6th and above
maximum of 20 days
(c) Job Levels 7 and above

st th
1 to 5 18 days
6th and above
maximum of 24 days
Unless otherwise provided by law, employees on probation will not be entitled to take
annual leave during their period of probation. Upon an employee’s confirmation, the
employee’s probation period will be taken into account in determining his annual leave
entitlement.
If an employee has not completed 12 months of continuous service in any year, he will be
entitled to annual leave in proportion to the number of completed months of service for that
year. The employee will not be entitled to take annual leave that is in excess of the number
of days that he has accrued as at the time of the leave that is being applied for. Annual leave
entitlement for any given year accrues in proportion to the number of completed months of
service for that year.
If annual leave is not taken within the relevant year, the employees at their option may allow
this leave to be carried over to the next year. At the end of the following year, any
unconsumed annual leave carried forward from the previous year will be forfeited.
Annual leave may be taken for the duration of ½ day, one day or more than one day. An
employee who wishes to take annual leave shall submit his leave application through the E-
Leave System prior to the commencement of the intended leave period. Annual leave
entitlement may be exercised by the employee subject to the prior approval of the
Company.

3. Paid Medical Leave
(a) Depending on the service period, confirmed employees are entitled to paid medical
leave as set out below:
Number of Months of Paid Sick Leave (working Paid Hospitalization

Service completed days) Leave (working days)*
3 months 5 15
4 months 5+3=8 15 + 15 = 30
5 months 8 + 3 = 11 30 + 15 = 45
6 months 11 + 3 = 14 45 + 15 = 60
Thereafter 14 60
* An employee is deemed to be hospitalized if he is certified by a doctor to be in need
of hospitalization. He does not necessarily have to be warded in a hospital.
(b) An employee will be entitled to paid medical leave subject to the following
conditions:
(i) the employee has served the employer for at least three months;
(ii) the employee has informed or attempted to inform the Company of his
absence within 48 hours; and
(iii) the medical leave is certified by a panel general practitioner, a government

doctor (including doctors from approved public medical institutions) or any
other registered medical practitioners in Singapore.
(c) To be entitled to paid medical leave, the relevant employee shall:
(i) immediately inform the reporting manager via telephone; and
(ii) upon returning to work, apply for his sick leave through the E-Leave System
and submit his medical certificate to the HR Section for verification.
4. Maternity Leave (for Female Employees)
A female employee will be entitled to paid maternity leave in accordance with the provisions
of the Child Development Co-savings Act and/or the Employment Act, as may be applicable.
Details of such maternity benefits are available upon request.
The employee must inform her reporting manager and the HR Section as soon as practicable
of her pregnancy and estimated delivery date. Upon mutual agreement on her maternity
leave plans, the employee must submit her maternity leave application for approval through
the E-Leave System at least one week before she starts her maternity leave. After approval
has been obtained, she must complete and submit the Government-Paid Maternity Leave
Scheme Declaration Form (Form GML1) to the HR Section. Upon delivery of her child, the
employee must inform her reporting manager soonest possible. The employee must submit
a copy of the birth certificate of her child to the HR Section for verification upon returning to
work.

5. Childcare Leave and Infant Care Leave
A confirmed employee will be entitled to paid childcare leave and/or unpaid infant care
leave, if such employee so qualifies, in accordance with the provisions of the Child
Development Co-savings Act and/or the Employment Act, as may be relevant.
An application for such leave shall be made in advance and supported by documentary
evidence (for example, the birth certificate). Any childcare leave and/or infant care leave
which are not taken within the year of accrual shall be forfeited. For the avoidance of doubt,
no employee shall be entitled to receive payment for unconsumed childcare leave and/or
infant care leave.
6. Paternity Leave and Shared Parental Leave
A male employee will be entitled to paid paternity leave and shared parental leave in
accordance with applicable laws.
7. Adoption Leave
A female employee will be entitled to adoption leave, if such employee so qualifies, in

accordance with the provisions of the Child Development Co-savings Act.
8. National Service Leave
A Singaporean male employee will be entitled to national service leave if he is called up for
his reservist training, mobilized service or any other military call-up in accordance with the
Enlistment Act (Chapter 93 of Singapore). The employee concerned should inform his
reporting manager and the HR Section as soon as he receives instructions or notice to report
for reservist training, mobilized service or any other military call-up, but not later than six
weeks before he goes for such leave.
9. Marriage Leave
An employee who has served the Company for a period of at least six continuous months
will be eligible for five consecutive working days of paid marriage leave on his first legal
marriage, subject to the production of his marriage certificate. Marriage leave may be taken
during the time of his marriage solemnization, customary ceremony or within one year from
the date of registration reflected on his marriage certificate.
10. Compassionate Leave
Compassionate leave will be granted to confirmed employees on the bereavement of an

immediate family member, at the basic rate of pay per day as follows:
Number of Days of
Bereavement of:
Compassionate Leave
Spouse, children, parents and parents-in-law 5 consecutive calendar days
Siblings, grandparents 1 calendar day

A confirmed employee is entitled to a maximum of five days of compassionate leave per
calendar year.
11. Examination Leave
A confirmed employee is eligible for a maximum of three working days of paid examination
leave per calendar year. Examination leave is applicable only for company-sponsored
training or professional courses relevant to the employee’s current job function. Such leave
will be granted on the actual date of the examination, as follows:
(a) Examination held in the morning : Morning leave only
(b) Examination held in the afternoon after 2.00 pm : Afternoon leave only
(c) Examination held in the morning and end in the : Whole day leave
afternoon after 2.00 pm
No examination leave will be granted if the examination is held after the employee’s
working hours. Examination leave will be granted only on the first sitting or attempt.
Employees will not be entitled to examination leave if they are required to re-sit for the
examination due to failure, absence, medical or any other reasons.
12. Prolonged Illness Leave
After the consumption of all earned sick, hospitalization and annual leave, a confirmed
employee is eligible for prolonged illness leave if:
(a) he is certified by a registered medical practitioner in Singapore as unfit for the work
he is employed, due to chronic disease, cancer, cardiac ailments or any other long-
term illness that requires prolonged medical treatment; and
(b) he has served the Company for not less than one year of continuous service.
Prolonged illness leave entitlement is as follows:
(a) First two months : 100% of employee’s monthly basic salary without allowances
(b) Next two months : 75% of employee’s monthly basic salary without allowances
(c) Further two : 50% of employee’s monthly basic salary without allowances
months
In the unfortunate instance where upon completion of the prolonged illness leave
entitlement as set out above, the employee is certified by a registered medical practitioner
in Singapore to be unfit for the work he was doing prior to going on such leave, his
employment will cease with immediate effect on medical grounds.

SECTION G MEDICAL AND OTHER INSURANCE BENEFITS
1. Annual Health Screening
All confirmed employees will be entitled to an annual health screening organized by the
Company for general health examination. Any cost of additional tests/ investigations
recommended by the health screening doctors will be borne by the employee. An employee
who is serving his notice of resignation, or has his service terminated, will not be eligible for
this benefit.
2. Dental Benefits
A confirmed employee will be provided with dental treatment subject to a maximum of

S$150.00 per calendar year. Where service in any year is less than 12 months, the benefit
will be pro-rated in proportion to the number of completed months of service in that year.
Dental treatment must be of a non-cosmetic nature.
3. Insurance Benefits
The Company has contracted with insurance providers for the provision of the following
benefits for employees:
(a) Group Outpatient Clinical Insurance (for confirmed employees);
(b) Group Hospital and Surgical (GHS) Insurance Plan (for confirmed employees);
(c) Group Personal Accident Insurance Plan (for confirmed employees);
(d) Group Term Life Insurance (for confirmed employees); and
(e) Work injury Compensation Insurance (for all employees).
4. Exclusions
The Company’s provision of medical and other benefits as stated above shall not cover any
of the following:
(a) expenses that are not covered/ reimbursed by the Company’s group medical
insurance;
(b) expenses arising from self-inflicted injuries, unlawful acts, unjustifiable hazards or
provoked assaults or any illness or disease caused by participating in riots and
unlawful assemblies;
(c) expenses relating to birth control or infertility pregnancy which include resulting
stillbirth or miscarriage, unless in the event of any accident, or any complication
resulting from pregnancy;
(d) expenses for psychiatric treatment;

(e) expenses in respect of any illness or accident arising from or in the course of
employment which constitutes a valid claim under the Work Injury Compensation
Act (Chapter 354 of Singapore);
(f) preventive care including physical examination; and/or
(g) all pre-existing illness, congenital anomalies or genetic defects, prior to joining the
Company.
SECTION H OVERSEAS BUSINESS TRIPS
1. Pre-Overseas Travel Trip
(a) All overseas business travel must be supported by the Department Head/ Project
Manager and approved by the respective approver before departure.
(b) Prior to putting up the request, the employee must discuss the purpose of the trip and
travel plans with the Department Head/ Project Manager. Upon mutual agreement,
the employee will complete and submit an email request in the form of a "Request for
Approval – Overseas Business Travel Authorization" before departure to the following
parties and approver:
(i) Approver: Head of Administration
(ii) Intended recipients: Department Head/ Project Manager, HR & Admin

Sections (biztrip@obayashi.com.sg)
(c) At the time of approval, documentation must be provided outlining the destination,
duration of the trip, purpose of travel and its relationship to the Company duties.
(d) Upon approval of the proposed trip, the employee will forward the approved travel
request to the appointed Administration Officer(s) in the General Administration
Section, for flight, accommodation and travel insurance arrangements:
2. Daily Overseas Allowance
(a) Employees will be provided a daily overseas allowance to cover out-of pocket
expenses incurred when performing official duty overseas. These include all meals,
mini-bar charges, personal calls, related tips and taxes, laundry and personal
expenses incurred during the trip.
(b) The quantum of the overseas allowance for each employee is:
Managers and above : US$33 per day

All other employees : S$30 per day

(c) Computation of the daily allowance starts from the time of departure from
Singapore and ends at the time of arrival. The daily allowance claimable is as follows:
When travel is: Daily allowance is:

Depart Singapore before/on 1200 hr 100%
Depart Singapore after 1200 hr 50%
Arrive Singapore before/on 1200 hr 50%
Arrive Singapore after 1200 hr 100%
Day trip with no overnight stay No allowance
3. Post Overseas Travel Trip
(a) When making a travel claim, the employee must substantiate all travel expenses for
which he is requesting reimbursement with detailed and itemized original receipts.
The requests for reimbursement must be submitted to his Department Head/ Project
Manager and the Managing Director for approval. Such requests must be submitted
on a Business Trip Claim Form, within 30 calendar days after the return date.
(b) Upon approval, the employee should submit the Business Trip Claim Form, together
with the relevant receipts, to the Finance Section for processing.
SECTION I DATA PROTECTION
The employee consents to the Company collecting, using and/or disclosing his personal data, for the
purposes of establishing, managing and/or terminating the employment relationship hereunder, the
Company performing its contractual obligations to a third party, as well as such other purpose(s)
reasonably and/or customarily required by an employer, and in that regard, the employee agrees to
execute such written consents or documentation as may be required by the Company.
SECTION J GENERAL CONDUCT
1. Every employee must comply with and observe all guidelines, rules and regulations
(including the terms and conditions of this Handbook) as may be prescribed by the Company
from time to time.
2. When dealing with clients and business associates, employees must ensure that all
governing laws, regulations and accounting procedures applicable to the Company's
business (whether in Singapore, Japan or other countries) are respected and adhered to at
all times.
3. To promote transparency and to enable employees to maintain high standards of personal

conduct and integrity at all times, employees must refrain from receiving any gifts on
account of their official position or work.
4. Every employee must safeguard and maintain confidentiality of all official documents,
papers, information and trade secrets. In the course of employment, an employee may have
access to confidential information concerning the Company and its processes, operations,
employees, contractors, clients, business proposals, agreements, trade secrets etc., and he
will use it only for the purpose authorized to him. He must not, either during or after his
employment, divulge or reveal to any external parties and/or copy, reproduce, extract or
translate the confidential information for unofficial use or allow others to do so.

5. All employees are expected to act in the best interest of the Company. In the course of
employment, employees should not engage in any outside employment, business, trade or
activity, or hold any position which may hinder or otherwise interfere with the performance
of their duties, unless prior written consent has been obtained from the Company.
6. Employees are expected to behave professionally and to exercise good judgment in work-
related relationships in the course of their work. Sexual harassment will not be tolerated in
the workplace or at any work-related functions. This extends to harassment which occurs
during or outside official work hours.
7. All equipment, computer hardware and software, documents, memoranda, reports, files,
samples, books, correspondence, lists or other written and graphic records which an
employee prepares, uses, constructs, or which are under his custody and control from time
to time, will be and remain the Company’s sole property. Every employee must take all
possible care to prevent loss of or damage to the Company’s property which is under his
custody and control.
8. The following is a list of appropriate dress code in the Company:
Days Male Employees Female Employees

Mondays • Blazers, suits or jackets; • Blazers, suits or jackets;
to • Dress or tailored trousers; • Blouses or shirts;
Thursdays • Dress shirts with buttons and • Dresses;
collars; • Dress or tailored trousers;
• Ties; • Skirts;
• Sweaters, slipovers, sports • Scarves or shawls;
jackets or cardigans; • Sweaters, cardigans, slipovers;
• Dress shoes or boots. • Dress shoes or boots.
Fridays to • Collared or polo-tees; • Collared or polo-tees;
Sundays • Cotton trousers or linen pants; • Dress pants;
and/or • Blouse;
• Jeans. • Skirts;
• Jeans.
Suits, blazers, jackets and/or ties are only obligatory in cases of business meetings with
external parties and/or other activities whereby the employee is required to represent the
Company.
Depending on the nature of their work particularly those based at the Site Offices, some
employees may be required to wear uniforms. Employees issued with safety apparels such
as safety shoes, helmets, eye-glasses, gloves etc. must wear these at all times, in accordance
with the Company’s safety rules and regulations.
SECTION K TERMINATION
1. Termination by notice
Either the Company or the employee may terminate the employee’s contract of service with
the Company by giving prior written notice of termination to the other party or by paying

the other party a sum equivalent to the salary that would have been earned by the
employee during the required period of notice. The termination notice period to be served
by either party is as specified in the Letter of Appointment. This provision applies to an
employee who has completed his probation.
2. Termination without prior notice
The Company may summarily dismiss an employee (including an employee on probation) by

serving on him a written notice of termination with immediate effect on any of the following
grounds of misconduct by the employee which are in addition and without prejudice to any
other grounds under written laws and/or the employee’s Letter of Appointment:
(a) conducting oneself in any manner or doing any act or omitting to do any act which
results in or is calculated to bring the Company into disrepute;
(b) corruption or fraud;
(c) conviction of any crime by a court of law which may bring the Company into
disrepute;
(d) insobriety or being under the influence of controlled drugs while on duty;
(e) negligence of duty which results in detrimental consequences for the Company or its
properties or any other employees concerned;
(f) theft or dishonesty in connection with the Company’s business, property or

information;
(g) making false or misleading statements or documents in the course of work;
(h) directly or indirectly disclosing or publishing confidential information, the disclosure

of which is directly or indirectly detrimental to the Company’s interest or results in
direct or indirect personal gain by the employee;
(i) guilty of impropriety, harassment, discrimination, victimization and/or bullying

whether of a sexual, racial or other nature;
(j) hacking into, abusing or misusing any security of computer system or device;
(k) breach of any statutory duty or failure to comply with any directions, procedures,
protocols or requirements at law or issued by any authority;
(l) using vulgarity or abusive language on any employee or fighting and quarrelling with
any other colleagues during work hours or in the Company’s premises;
(m) wilful or irresponsible action resulting in damage to any assets or property of the
Company, including vandalism;
(n) engaging in private work or trade within the Company;

(o) refusing to submit to a search of person, clothing, locker or vehicle when requested
to do so by the security personnel or one of the Company’s authorized personnel;
(p) lending or borrowing money within the Company in circumstances prejudicial to the
good order and discipline of the employees;
(q) possession of any lethal weapons whilst in the Company’s premises;
(r) gambling, conducting a lottery or any game of chance on the Company’s premises or
whilst on duty at any time;
(s) sabotage, including whether intentionally or accidentally causing the loss,

disruption, corruption and such like abuses to the Company and its business and
information or that of its clients, customers, employees etc; or
(t) any other acts or omissions which the Company may stipulate from time to time.
An employee who is summarily dismissed on the grounds of misconduct shall not be entitled
to any benefits from the Company other than his monthly salary and overtime accrued as at
the date of termination. The Company’s right to terminate without prior notice as set out
above is without prejudice to any other rights or claims which the Company may have
against the employee under laws, including but not limited to any rights of summary
dismissal and civil claim to sue for damages.
SECTION L CONFLICTS OF DUTY
Each employee acknowledges and agrees that by accepting the terms of his employment, he represents
to the Company that his performance will not breach any other agreement to which he is a party and
that he has not, and will not during the term of his employment with the Company, enter into any oral
or written agreement in conflict with any of the provisions of this Handbook and/or his Letter of
Appointment. Each employee further agrees that during the period of his employment with the
Company, he will not, without the Company's prior written consent, directly or indirectly engage in any
employment, consulting or activity other than for the Company relating to any line of business in which
the Company is engaged, or which would otherwise conflict with his employment obligations to the
Company.
SECTION M CONFIDENTIALITY
1. Definition of Confidential Information
"Confidential Information" means all information (including all oral and visual information, and
all information recorded in writing or electronically, or in any other medium or by any other
method) disclosed to, or obtained by the employee from the Company or a third party acting on
the Company's behalf and (without prejudice to the generality of the foregoing) shall include,
but shall not be limited to:
(a) any such information ascertainable by the inspection, analysis or reading of the
document or any other medium in which the information is recorded, and whether
or not with the assistance of any electronic, mechanical or other devices; and

(b) any such information relating to the Company's business, operations, processes,
plans, intentions, product information, know-how, designs, trade secrets, software,
market opportunities, customers and business affairs.
2. Prohibition
The employee shall not, without the prior written consent of the Company:
(a) use, copy, reproduce or otherwise exploit any Confidential Information; or
(b) distribute, publish or disclose any Confidential Information to any person, for or in
connection with anything other than the business of the Company. The employee
shall not receive any rights by implication or otherwise in any Confidential
Information received by him under this Handbook and/or his Letter of Appointment.
3. Information Not Protected
The protection to be accorded to Confidential Information hereunder does not and shall not
extend to any information:
(a) which is trivial or obvious;
(b) which can be proved by documentary evidence to be information which is publicly

available or which subsequently becomes publicly available other than by or in
consequence of any breach of the employment by the employee;
(c) which can be proved by documentary evidence to be already rightfully known to the
employee at the date of his Letter of Appointment and not acquired directly or
indirectly from the Company;
(d) which can be proved by documentary evidence to be independently developed by

the employee without resort to any Confidential Information;
(e) which can be proved by documentary evidence as having been given to the
employee by third parties who are not in breach of any obligations of confidentiality
or secrecy; or
(f) which is required to be disclosed by applicable law or order of a court of competent

jurisdiction or recognised stock exchange or government department or agency,
provided that prior to such disclosure, the employee consults with the Company as
to the proposed form, nature and purpose of the disclosure.
4. Ownership of Materials
All equipment, computer hardware and software, documents, memoranda, reports, files,
samples, books, correspondence, lists or other written and graphic records and the like
which the employee may prepare, use, construct, or which are under his custody and control
from time to time, shall be and remain the Company's sole property. The employee shall
execute such documents as he may require specifying such property which is in his
possession or control.

5. Rights and Obligations after Termination
The rights and obligations under this Section M shall continue in force after termination of
the employee’s employment with the Company and shall be binding upon his
representatives.
SECTION N INTELLECTUAL PROPERTY
1. Definition of Intellectual Property
"Intellectual Property" shall include:
(a) letters, patents and trademarks, whether registered or unregistered, including

applications for any of the foregoing; and the right to apply for them in any part of
the world;
(b) registered or unregistered designs, utility models and copyrights including

applications for any of the foregoing, and the right to apply for them in any part of
the world;
(c) discoveries, creations, inventions or improvements upon or additions to an

invention;
(d) confidential information, know-how and any research effort relating to the Company
and its business whether registrable or not; and
(e) moral rights and any similar rights in any country.
2. Ownership of Inventions and Innovations
If at any time during the employment of the employee, the employee discovers or
participates in the making or discovery of any Intellectual Property relating to or capable of
being used in the business of the Company, such Intellectual Property shall be the absolute
property of the Company and he shall immediately communicate full details of the
Intellectual Property to the Company. At the request and expense of the Company, the
employee shall give and supply all information, data, drawings and assistance as may be
requisite to enable the Company to exploit the Intellectual Property to the best advantage
and shall execute all documents and do all things which may be necessary or desirable for
obtaining patent, trademark, copyright or other protection for the Intellectual Property in
such parts of the world as may be specified by the Company and for vesting the same in the
Company or as it may direct.
3. Appointment of Company as Attorney
Each employee irrevocably appoints the Company to be his attorney in his name and on his
behalf to sign, execute or do any such instrument or thing and generally to use his name for
the purpose of giving to the Company (or its nominees) the full benefit of the provisions of
this Section N. A certificate in writing in favour of any third party signed by any director or

the secretary of the Company that any instrument or act falls within the authority conferred
by this Clause N3 shall be conclusive evidence that such is the case.
4. Acquisition of the Intellectual Property
If the Intellectual Property is not the property of the Company, the Company shall, subject to
the provisions of the Patents Act (Chapter 221 of Singapore), have the right to acquire for
itself or its nominee the employee’s rights in the Intellectual Property within six months
after disclosure pursuant to Clause N2 on fair and reasonable terms to be agreed or settled
by a single arbitrator.
5. Rights and Obligations after Termination
Rights and obligations under this Section N shall continue in force after termination of the
employee’s employment with the Company in respect of Intellectual Property made during
his employment and shall be binding upon his representatives.

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PRIVATE & CONFIDENTIAL

OBAYASHI SINGAPORE PRIVATE LIMITED

3. Value everyone we come in contact with in our business.

VALUES: “Who We Believe In”

Speed We think creatively and act quickly.

Teamwork We combine our individual strengths to maximize our impact as a team.

ACTION COMMITMENTS: “How We Do Things”

• We comply with the law and conduct ourselves sensibly.

Employee Handbook_01012014_Version 1.0

CHANGES / REVISIONS OF GUIDELINES:

CONTENTS OF THIS HANDBOOK

This Handbook is divided into the following sections:

Section A: General Principles

GLOSSARY OF TERMS USED IN THIS HANDBOOK

Employee Handbook_01012014_Version 1.0 1

"Company" means Obayashi Singapore Private Limited.

"Confirmed employee" means an employee who has completed his probation.

"Employment Act" means the Employment Act (Chapter 91 of Singapore).

"Workplace" means the working premises of the Company in Singapore.

Any reference to a year is a reference to a calendar year.

The sign "$" refers to the lawful currency of Singapore.

Employee Handbook_01012014_Version 1.0 2

SECTION B COMMENCEMENT OF EMPLOYMENT AND PROBATION

Employee Handbook_01012014_Version 1.0 3

(a) change in address;

(b) change in residential or mobile number;

(c) change in particulars of next-of-kin to be notified in cases of emergency;

(d) change in name due to marriage or legal action;

(e) change in marital status;

(g) additional educational or professional qualifications;

(h) change of Singapore permanent residence or citizenship status for non-Singapore

(i) change of nominated bank account particulars for salary crediting.

SECTION C POSTING, CHANGE OF JOB SCOPE AND WORKPLACE AND RETIREMENT

2. Change of Job Scope and Workplace

The Company reserves the right to:

(a) transfer an employee from one workplace to another or require an employee to

(c) transfer an employee to any of its associated companies, subsidiaries or other

(d) second an employee to any business related establishment; and

Employee Handbook_01012014_Version 1.0 4

SECTION D WORKING HOURS

Work Location Working Day Working Hours Lunch Break

(b) Employee engaged on a 5.5-day work week / 44 hours per week

Work Location Working Day Working Hours Lunch Break

Work Location Working Day Working Hours Lunch Break

Employee Handbook_01012014_Version 1.0 5

Day Overtime Rates

Day Overtime Rates

Employee Handbook_01012014_Version 1.0 6

3. Absence from Duty

SECTION E SALARY AND OTHER ALLOWANCES

Employee Handbook_01012014_Version 1.0 7

4. Deductions from Salary

5. Night Shift Allowance

Job Level Night Shift Allowance*

Employee Handbook_01012014_Version 1.0 8

7. Mobile Phone Usage Allowance

SECTION F HOLIDAYS AND LEAVE

Employee Handbook_01012014_Version 1.0 9

Year of Service Number of Days of Annual Leave

(b) Job Levels 3 to 6

Year of Service Number of Days of Annual Leave

(c) Job Levels 7 and above

Year of Service Number of Days of Annual Leave