SPSB Employee Handbook of Scheme 2020 28.09.2020

PRIVATE 6 CON WIDEN IIA
Pag e 1
SINERGI PERDANA SDN BHD
REFFERANCE SPSB/ HR/ 01/20 20/ 01

EFFECTIVE DATE 1 SEPTEM BER 2016
REVISION DATE 1 1 MARCH 2018
REVISION DATE 2 1 June 2019
REVISION DATE 3 1 March 2020
Prepared By Reviewed By
Designation Siti Nor Nazia Binti Rini Wati Binti Shahril
Mohamed Asmar Mana ger Human Resource & Add
Senior Execu tive Human rou p)
Rqesource & Admin
Signature
Date
OJ AO£IOiO
E rnDloy e e” Handbook” ” "" """" ” " "" "" " " ""
PRIVATE & CONNDE
PRIVATE 6 CON WIDEN IIA £
Pag e 1
Verified By
Haji Mohd Ihwan
Bin Sudim
Group Chief Executive
Offlcer
PRIVATE & CONNDENTIA£
CONTENTS
1. INTRODUCTION
1.1 OVERVIEW
l .2 DEFINITIONS
1.3 COMPANY VISION & MISSION
2. EMPLOYMENT POLICY
2.1 PERMANENT EMPLOYEE
2.2 EMPLOYEE WITH PROBATION STATUS
2.3 CONTRACT EMPLOYEE
2.4 RE-ENTRY EMPLOYEE
2.5 A PPOINIMENT
2.S PROBATION AND CONFIRMATION
2.7 RESIGNATION / TERMINATION OF SERVICE
2.8 WORKING DAYS AND HOURS
2.9 REST DAYS AND PUBLIC HOLIDAYS
2.10 TRANSFER
2.11 TRANSFER EXPENSES
2.12 INC REMENT
2.13 PROMOTION
2. 4 DECLARATION OF ASSET
2.15 RETIREMENT AGE
3. SALARY ADMINISTRATION
3.1 SALARY
3.2 OVERTIME PAYMENT
3.3 PERFORMANCE APPRAISAL
3.4 ANNUAL INCREMENT
3.5 BONUS / EX-GRATIA
3.5 INCENTIVE
3.7 CLAIM
3.8 INCOME TAX
3.9 EMPLOYEE'S PROVIDENT F-UND (EPF), SOCIAL SECURITY ORGANIZATION
(SOCSO) & RETIREMENT FUND (INCORPORATED] (KWAP)
4. BENEFITS 21 - 33
4.1 GRATUITY
4.2 FUNERAL BENEFIT
4.3 MEDICAL BENEFIT
4.4 MEMBERSHIP
4.5 MILEAGE CLAIM BENEFIT
Page 2
PAGES
4-A
7 - 13
14 - 21
URITY ORGANIZATION
21 - 33
P glVAT E & CONII D
SINERGI PERDANA SDN BHD Page 3
4.5 TR AVELLING BENEFIT

INSURANCE BENEFIT
4.7
4.7.I HOSPITALIZATION
4.7.2 GROU P TERM LIFE AMD GROUP TERM ACCIDENT
4.8 ALLOWANCE
4.8.I CAR ALLOWANCE (IN LIEU OF COMPANY VEHICLE)
4.8.2 CAR MAINTENANCE ALLOWANCE (IN LIEU OF COMPANY VEHICLE)
4.8.3 FUEL AND TOLL ALLOWANCE
4.8.4 HANDPHONE BILL ALLOWANCE
4.8.5 HANDPHONE PURCHASE SUBSIDY
4.8.6 ENTERTAINTMENT ALLOWANCE
4.8.7 ATTENDANCE ALLOWANC E
4.8.8 SHIFT ALLOWANCE
4.8.9 PRODUCTIVITY, QUALITY AND BREAKDOWN ALLOWANCE
4.8.1 0 BEAR DUTY ALLOWANCE
4.8.11 ACTING ALLOWANCE
4.9 UNIFORM
5. LEAVE
5.1 ANNUAL LEAVE
5.2 REPLACEMENT LEAVE (IN LIEU OF PAID OVERTIME)
5.3 MEDICAL LEAVE AND HOSPITALIZATION
5.4 MATERNITY LEAVE
S.5 PILGRIMAGE LEAVE
5.S COMPASSIONATE LEAVE
5.7 NON-RECORDED LEAVE
S.8 PROLONGED ILLNESS LEAVE
5.9 QUARANTINE LEAVE
5.10 EXAMINATION LEAVE
5.11 UNPAID LEAVE
5.12 PUBLIC HOLIDAY
6. GENERAL
S.1 ABSENTEEISM
d.2 COMPANY PROPERTY
5.3 DRESS CODE / OFFICE ATTIRE
5.4 UPDATING OF PERSONAL RECORDS
S.5 CODE OF ETHICS AND CONDUCT
7. SUMMARY 45
8. APPENDIX 1 (LIST OF MISCONDUCT) 46 - 50
9. LAMP/RAN I {S£NA8AI JENIS-JENIS KESALAHAN) 5 I - 55
P glVAT E & CONII DENTIAL
Page 3
EHICLE)
33 - 41
41 - 44
45
46 - 50
5 I - 55
PRIVATE & COMFI D
1. INTRODUCTION
1.1 Overview
The Employee Handbook (the "Handbook") has been developed to provide general
Sinergi Perdana Sdn Bhd & Group (Sinergi Perdana) policies and procedures and b
employees. It is a guide to assist you in becoming familiar with some of the p
obligations of your employment, including Sinergi Perdana Sdn Bhd & Group
voluntary at-will employment. None of the policies or guidelines in the Handb
to give rise to contractual rights or obligations, or to be construed as a guar
employment for any specific period. or any specific type of work. Additionall
the voluntary at-will employment policy, these guidelines are subject to mod
amendment or revocation by Sinergi Perdana Sdn Bhd & Group at any time, w
notice.
The personnel policies of Sinergi Perdana Sdn Bhd & Group are established by
Directors, which has delegated authority and responsibility for their administra
Group Chief Execufive Officer "(GCEO)". The GCEO may, in turn, delegate a
administering specific policies. Employees are encouraged to consult the Hum
Admin Department "(HRAD)" for additional information regarding the policies, p
privileges described in this Handbook.
Questions about personnel matters also may be reviewed with the HRAD. Sinergi Pe
will provide everyone a copy of this Handbook upon employment. All employees
abide by it. The highest standards of personal and professional ethics and beh
of all Sinergi Perdana Sdn Bhd & Group employees.
Further, Sinergi Perdana Sdn Bhd & Group expects each employee to display good j
diplomacy and courtesy in their professional relationships with members of Sin
Bhd & Group. The terms and conditions set forth follow the Employment Act 1
other relevant Acts inclusive of
amendments made.
PRIVATE & COMFI DENTIAL
Page 4
has been developed to provide general guidelines about

gi Perdana) policies and procedures and benefits for
n becoming familiar with some of the privileges and
ing Sinergi Perdana Sdn Bhd & Group policy of
the policies or guidelines in the Handbook is intended
r obligations, or to be construed as a guarantee of
any specific type of work. Additionally, except for
licy, these guidelines are subject to modification,
dana Sdn Bhd & Group at any time, without advance
na Sdn Bhd & Group are established by the Board of

y and responsibility for their administration to fhe
. The GCEO may, in turn, delegate authority for
es are encouraged to consult the Human Resource &
nal information regarding the policies, procedures, and
ay be reviewed with the HRAD. Sinergi Perdana Sdn Bhd

ndbook upon employment. All employees are expected to
personal and professional ethics and behavior are expected
mployees.
xpects each employee to display good judgment.
sional relationships with members of Sinergi Perdana Sdn
s set forth follow the Employment Act 1955 and any
PRIVATE & CONFIDE
1.2 Definition
The following definitions shall apply unless otherwise expressly stated in this Policy
Board Board of Directors

Holding Sinergi Perdana Sdn Bhd
SPSB Group or the Sinergi Perdana Sdn Bhd, Sinergi Perdana Marketing Sdn Bhd &
Company Sinergi Perdana Manufacturing Sdn Bhd
Subsidiaries Company under SPSB with share more than 80%
1. Sinergi Perdana Marketing Sdn Bhd (SP Marketing)
2. Sinergi Perdana Manufacturing Sdn Bhd (SP Manufacturing)
Group CEO Chief Executive Officer for holding and subsidiaries

Children An employee’s natural, step or legally adopted children who
are dependents and are below the age of eighteen (18j years old. For
a full-time student, the dependents who are below the age of twenty-
four (24j years old.
Spouse An employee’s legal wife (s) or husband registered with the
Company.
Relatives Employee’s parents, brothers, sisters. grandparents, and
parent-in-laws.
Employee (s) Person (sj who are employed by the Company which is
Permanent, Contract and Secondment status.
Contract Person(s) who are full-time employed for a specific period
Employee including Freelance, Part time, Internship & Protégé.
Dependents An employee’s spouse and children as defined above.
Execufive Employee in Level l to Level 7
Family An employee's spouse and children as defined above.
Non-Executive Employee in Level 8 to Level 10
Note All reference to the masculine shall include the feminine
gender unless otherwise stated.
Management SPSB Management SPSB means for Department:
i. GCEO Office
ii. Legal & Corporate
iii. Finance
iv. Human Resource & Admin
v. Marketing & Business Development
vi. Operation
Manufacturing API unit under Manufacturing Department
Department i. General Manager Office
ii. Safely & Health
iii. Engineering & Production
Management SP All department under SP Marketing

Marketing
PRIVATE & CONFIDENTIAL
stated in this Policy.

PRIVATE & CON £IDE
Outsfation Locations or destinations (outside the office areaj which are outside
of Selangor, Kuala Lumpur & Putrajaya.
Overtime Work performed more than the normal hours (8 hours) of work
for.
Policy Human Resource Policy
Employment Act Fundamental employment legislation in Malaysia thaf cover manual

1955 employee with salary less than RM2000.00
Calendar year Starting l" January until 31 December each year. If 1'! January
is a public holiday, the working day will be calculated starting
on 2 January.
nd
1.3 Company’s Vision and Mission

VISION
To be recognize as a leading agricultural related business partner
MISSION
• Venturing into agriculture-related business that would provide synergistic value to
and ulfimately improve business efficiency and productivity
PRIVATE & CON £IDENTIAL
Page 6
ss partner
synergistic value to shareholders

SINERGI PERDANA SDN BHD PRIVATE & CONFIDEN
Pages
2. EMPLOYMENT POLICY
2.1 Permanent Employee.
Employee serve with fhe company and have been confirmed after probation p
Employee is entitled to receive all benefit mention in this Employee Handbook
policies and regulation.
2.2 Employee with probation status
Permanent employee that required to go through probation period based on
upon receive the confirmation. Employee during the probation is not entitled to rec
mention in this Employee Handbook.
2.3 Contracf Employee
Person(sj who are full-time employed for a specific period including Freelance, Part
Protégé. Contract Employee is not entitled to receive all benefit mention in this Emp
unless it is mention clearly in the Employee Handbook or Letter Offer.
2.4 lie-Entry of employee
Employee who has resigned can return to work (based on recruitment policie
company after 2 (two) year of resignation.
25 Appointment / Posifion level
All appointments within fhe Company shall be in accordance to the career level as
Designation
Management
Group Chief Executive Officer Group Chief
Financial Officer General Manager
Senior Manager
Manager
Deputy / Assistant Manager
Pages
ave been confirmed after probation period. Permanent

mention in this Employee Handbook subject to the
o through probation period based on stipulate period

uring the probation is not entitled to receive all benefit
specific period including Freelance, Part time, Internship &

receive all benefit mention in this Employee Handbook
oyee Handbook or Letter Offer.
to work (based on recruitment policies) with the

n.
be in accordance to the career level as follows: -
GCEO
Level 1A Level 1B Level 2
Level 3
Level 4
PRIVATE & CONFI
Execufive
Senior Executive / Supervisor Level 5

Executive / Assistant Supervisor Level 6 Secretary / Junior Executive / Senior Oper
Non-Execufive
Clerk / Admin Assistant/ Operator Non - Clerical /
Office Assistant/ Driver General Worker
2.6 Probation and Confirmotion
A newly recruited employee shall be required to undergo a probation period a

During probation period, Management / Executive / Non - Executive emplo
for 6 months and need to undergo performance employee test (KPlj. The pas
80a» and above.
The Company may extend the probation for an additional period of up to 6 months
service if performance is not satisfactory.
2.7
Resiqnation / Termination of Service
Permanent Employee is still in probafion period may leave the Company or
may be terminated by the Company, by either party giving the other 1 m
Management Level and 7 days' notice for other level or pay in lieu of notice. Upo
employee may give 3 months' notice for Management Level, 2 months' notice for
and 1-month notice for non-executive or pay in lieu of notice.
Employee in the confroct basis may leave the Company or his / her service termina
either party giving 1 month nofice for Management Level and 7 days’ notice for oth
lieu of notice or as mention in the letter offer.
On termination of service employee shall surrender all documents records files ke
any) and other assets and vacate any premise’s belonging to or rented by the
settle all outstanding liabilities and other obligation to the Company on t
employments
Employee Handbook
P &IVATE A CONII D
PRIVATE & CONFIDENIlAt
Level 5
y / Junior Executive / Senior Operador Level 7
Level 8
Level 9
Level 10
to undergo a probation period as stated below: -

cutive / Non - Executive employee shall undergo
ce employee test (KPlj. The passing scores is
dditional period of up to 6 months or terminate the
od may leave the Company or his / her service

ther party giving the other 1 month notice for
vel or pay in lieu of notice. Upon confirmation.
ement Level, 2 months' notice for executive level
eu of notice.
mpany or his / her service terminate by company, by
nt Level and 7 days’ notice for others level or pay in
der all documents records files keys vehicles (if

belonging to or rented by the Company and to
obligation to the Company on the last day of
P &IVATE A CONII DENT IA £

2.8 Workinq Days and Hours
For Manoqement SPSB and SP Morketinq (Except Operation Department)
2.8.1
The working hours of the Company shall be: -

Monday to Friday 0800 am to 1700 pm
Lunch Break : 1300 pm to 1400 pm Lunch Break for Friday : 1230 pm to 1430 pm
OR
Monday to Friday : 0830 am to T 730 pm Lunch Break : 1300 pm to 1400 pm L
Friday : 1230 pm to 1430 pm
OR FLEXIBLE HOU 9S
Monday to Friday : Start at 0800 am to 09 am and finish at 1700 pm to 1800 pm
(with compulsory 8 working hours per day)
2.8.2 For SPSB Monufocturinq and Operation Department only
The working hours of the Company shall be: - Normal hour
Monday to Friday Lunch Break

Lunch Break for Friday Saturday
Shift Hour
Monday to Sunday (with one (J ) day offj

Shift 1 0800am to l600pm ’ 1600pm to
Shift 2 2400am 2400am to 0800am
Shift 3 0800am to 2000pm
Shift 4 0800pm to 2000am
Flexi break hour to be determined by Supervisor
2.8.3 Depending on the operational needs. employee may be required to work
normal working hours including on rest days and public holidays.
2.8.4 All employees shall clock in and out daily and employee shall not swipe
employee.
n Department)
Break for Friday : 1230 pm to 1430 pm
Break : 1300 pm to 1400 pm Lunch Break for
h at 1700 pm to 1800 pm
0900 am to 1700 pm
: 1300 pm to 1400 pm
1300 pm to 1430 pm
: 0900om|ol300pm
with one (J ) day offj

800am to l600pm ’ 1600pm to
2400am 2400am to 0800am
0800am to 2000pm
0800pm to 2000am
be determined by Supervisor
ds. employee may be required to work outside their

ays and public holidays.
out daily and employee shall not swipe for other
2.9 Rest Days and Public Holidays
Permanent and Contract Employee are detail below, who works on his/her rest day or public holiday sh
Other grade level which are not mentioned as above are not eligible for such payment but may be
(depend on hour of working with at least minimum two hours for Management and half an hour for Manu
of the convenience of fhe management.
The calculation as below:
a. Working on Rest Day
i. Less than 4 hours: basic salary / 26 days X 0.5 Exp: RM2000 / 26 X 0.5 = RM 38.46
ii. More than 4 hours: basic salary / 26 days
Exp: RM2000 / 26 = RM 76.92
b. Working on Public Holiday
i. Less than 4 hours: basic salary / 26 days
Exp: RM2000 / 26 X 0.5 X 2 = R/v\ 76.92
ii. More than 4 hours: basic salary / 26 days X 2
Exp: RM2000 / 26 X 2 = RM 153.84
Company shall observe all Federal and State Gazette Public Holidays.
NO. Department / Subsidiaries Grade Level
Management SPSB and SP Level 8 — Level 10

Marketing (Except Operation
Department)
2 Manufacturing and Operation Level 5 — Level 10
department only
on his/her rest day or public holiday shall be paid: -
t eligible for such payment but may be given day off
Management and half an hour for Manufacturing) in lieu
X 0.5 = RM 38.46
Holidays.
PRIVATE & CONFID
2.10 Transfer
All employees are subject for transfer within the group, branch or any other co
to SPSB with the discretion of company.
2.11 Transfer Expenses
Employee shall entitle for cases of transfer (outside of Selangor, Putrajaya, and
Company*s request only: -
i)
ii)
iiij
ivj
2.12 Increment
Only permanent / confirmed employee is eligible for increment. For contract st
increment is based on contract ofter / renewal and approval of GCEO and Board
Increment is based upon discretion of the Board of Director depending on th
company and Individual Key Performance Indicator (KPI).
Evaluation by the management for purpose of the increment for all confirmed emp
affected by fiscal year from '* January each year.
For all level, the annual increment shall be approved by the Board of Director.
No increment to employees who have quit their jobs, retired or who had sent a
It the employee is subject to disciplinary action, and his or her case is still
her annual increment shall be postponed until the case is completed. No i
be paid if he or she is found guilty.
2.13 Promotion
Only permanent / confirmed employee is eligible for promotion. For contract em
promotion is based on contract offer / renewal owned approval of GCEO and Board.
Employee Handbook
RDANA SDN BHD
Transfer
mployees are subject for transfer within the group, branch or any other company related
SB with the discretion of company.
Transfer Expenses
yee shall entitle for cases of transfer (outside of Selangor, Putrajaya, and Kuala Lumpurj on
any*s request only: -
Entitled for RM 1,000 for family and RM 500 for single. Removable expenses actual
— claim basis.
Hotel accommodation including meals for the family up to a maximum of 7 days
(Refer to Hofel accommodation and subsistence a|lowance eligibilityj .
Any other reasonable cost associated with the transfer.
Increment
ermanent / confirmed employee is eligible for increment. For contract staff, the
ent is based on contract ofter / renewal and approval of GCEO and Board.
ent is based upon discretion of the Board of Director depending on the profitability of
ny and Individual Key Performance Indicator (KPI).
tion by the management for purpose of the increment for all confirmed employee shall be
d by fiscal year from '* January each year.
level, the annual increment shall be approved by the Board of Director.
ement to employees who have quit their jobs, retired or who had sent a notice to resign.
employee is subject to disciplinary action, and his or her case is still pending, his or
nnual increment shall be postponed until the case is completed. No increment shall
d if he or she is found guilty.
Promotion
ermanent / confirmed employee is eligible for promotion. For contract employee, the
ion is based on contract offer / renewal owned approval of GCEO and Board.
book
2.13.1 Year of Service

All employee is eligible for promotion after 3 years of service.
2.13.2 Performance
Key Performance Indicator (KPI) mark musf be 85% and above.
2.13.3 Availability of Post
Any promotion exercise is subject to availab ty of the post approved in the c
2.13.4 Expansion of Job Scope
Promotion depends upon the availablty of an approved vacant position wh
higher grade or expansion of job scope to include bigger responsibilit
accountabilities as part of job redesign.
2.13.5 Eligibility of Candidate

Eligibility of the candidate depends primarily on the meritocracy i.
performance track record.
2.13.6 Suitability
Suitability of the candidate will depend on his years in the career level an
minimum 3 years of services, attitude, relevant experience. skill, know-ho
exposure. estimated potential, and competencies required of the new
certain other qualities.
2.13.7
Other Considerations
Any promotion must firstly be based on suitable recommendati
be accepted by the appropriate authority. Other factors relating to the
position may be considered.
213.8 Approval for promotion
Promotion for Management level (Level l A to Level 4j shall be approved by t
Director and for ofhers level (Level 5 to Level 10j shall be approved by GCEO
EmployeeHondbook
P8\VATE g CON £IDENTIAL
Page 12
motion after 3 years of service.
PI) mark musf be 85% and above.
ct to availab ty of the post approved in the company budget.
availablty of an approved vacant position which carries a

b scope to include bigger responsibilities and
edesign.
depends primarily on the meritocracy i.e. consistent high-
l depend on his years in the career level and position —

attitude, relevant experience. skill, know-how, and breadth of
al, and competencies required of the new position and
y be based on suitable recommendation which must

ate authority. Other factors relating to the person and
l (Level l A to Level 4j shall be approved by the Board of

vel 5 to Level 10j shall be approved by GCEOt
2.14 Declaration of Assets
2.14.I The members of SPSB and Group means employee at grade GCEO to L
contrac tj will be required to declare their assets in the following circumsta
Upon entering employment with the Company. Promotion to the positions of
of SPSB.
iii. Further required by the Company to declare assets.

iv. Subsequent annual declaration if had additional and disposal of a
2.15 Refinement Aqe

Employee Handbook
Page 13
oup means employee at grade GCEO to L6 (permanent and

e their assets in the following circumstances:
Company. Promotion to the positions of senior members
Company to declare assets.

ration if had additional and disposal of asset.
3. SALARY ADMINISTRATION
3.1 Salary
The entry level salaries within the range is determined after taking into considerat
education, related qualification, years of experience and the market price in a
the scale established by the Company.
Scale of salary is fixed to the appointment grade. Description of position would no
scale unless grades are changed.
PRIVATE CONFIDENIlAt
Page 14
e is determined after taking into consideration the

of experience and the market price in accordance to
ment grade. Description of position would not affect salary

Pg\VATE & CONFIDE
3.2 Overtime
3.2.1 Entitle for Permanent and Contract Employee.
3.2.2 Overtime will be calculated if staff working exceed their
normal hour (calculate after 8 hours norm
timej.
3.2.3 Eligible for staff based on table below:
No. Department / Subsidiaries Grade Level
1 Management SPSB and SP Level 8 — Level 10

Departmentj
2 SPSB Manufacturing and Operation Level 5 — Level 10

department only
3.2.4 Entitle for overtime claims with consent approval of the head
in advance. However, employee upon being requested to work
not unreasonably refuse to work the overtime.
3.2.5 Employee shall not perform overtime work exceeding 104 hours a month as stipulated
Employment Regulations 1980 (Limitation on Overtime Workj .
3.2.6 Other grade levels which are not mentioned at table 3.2.2 are nof eligible for such payment bu
day off (depend on hour of working with at least minimum two hours f
and half an hour for Manufacturingj in lieu of the convenience of the manage
3.2.2 The rate of overtime shall be as follows: -
a) Normal Hours — Rate 1.5
b) Sunday / Resf Days — Rate 2.0
c) Public Holiday - Rate 3.0
3.2.7 Calculation: -
No. Department / Grade Calculation

Subsidiaries Level
1 Management Level 8 — i. Basic x 12 x OT Rate x OT Hours claimed”
SPSB and SP Level 10 No. of official working hours x No. of weeks in a year (45
Marketing (Except hoursj x (52 weeks)
Operation
Pg\VATE & CONFIDENTIA\•
rmal hour (calculate after 8 hours normal working
with consent approval of the head or deparfment

upon being requested to work overtime shall
overtime.
ng 104
hours a month as stipulated under the
ion on Overtime Workj .
2.2
are nof eligible for such payment buf may be given
with at least minimum two hours for Management
lieu of the convenience of the management.
te x OT Hours claimed”
urs x No. of weeks in a year (45
PRIVATE & CON £IDENTI
Page 16
Departmentj i. Basic x 12 x OT x OT Hours claimed”

2340
”Basic salary capped RM2000 (Except for driverj ”with
minimum 2 hours (Except for driverj
”After working hour
2 SPSB Level 5 — i. Basic x T 2 x OT Rafe x OT Hours claimed”

Manufacturing and Level 10 No. of official working hours x No. of weeks in a year (45
Operation hoursj x {52 weeksj
department only ii. Basic x 12 x OT x OT Hours claimed”
2340
*Basic salary capped RM2000
*with minimum half an hour ’After working hour
3.3 Performance Appraisal

3.3.1
Permanent Employee performance appraisal (KPI) is appraised from Jan
of the same year. All employees Performance appraisal shall be done in De
year. However, the Company has the right to change the review date dep
company’s performance or business needs. The percentage of KPI is 70a
Reviewer and 30% is appraisal by individual KPI.
3.3.2 Employee in probation and contract stafus must be evaluated thro
for verification on the confirmation status and renewal of the contract.
3.3.2 Details of Performance Evaluator level are below: -
POSITION LEVEL REVIEWER

Group Chief Executive 1. Any Director
Officer (GCEO) 2. Chairman
UA — LI B 1. GCEO
2. Any Director
L2 — L3 1. General Manager (GM) or Chief
Finance Officer (CFOj
2. GCEO
Page 16
x OT Hours claimed”
M2000 (Except for driverj ”with

pt for driverj
afe x OT Hours claimed”

hours x No. of weeks in a year (45
x OT Hours claimed”
M2000
hour ’After working hour
appraisal (KPI) is appraised from January to December

ance appraisal shall be done in December every
ght to change the review date depending on the
needs. The percentage of KPI is 70a appraisal by
KPI.
tract stafus must be evaluated through the KPI
atus and renewal of the contract.
el are below: -
PRIVATE & CONFIDE
L4 - L6 1. Head of Department or Manager

2. GM / GCFO / GCEO
L7 — LT 0 I . Supervisor or Supervisor Assistant
2. Head of Department or Manager
3.3.3 Details of Qvantum mark as below: -
Mak (%) Qualification
90-i00 Excellent
85 - 89 Very Good
80 - 84 good
70 - 79 Fair
60 - 69 Poor
< 60 Failed
This grading will be used for the implementation of staff confirm
renewal, salary increment, promotion. incentive & bonus.
3.4 Annual Incremenf

3.4.1 Annual increment is eligible for Permanent / Confirmed Employee only. F
employee, annual increment is based on contract offer / renewal and approval of G
3.4.2 Annual Increment is at the discretion of the Company and Board of Director.
financial performance of the Company as well as the employees' performance.
3.4.3 Annual Performance is conducted by fiscal year. Individual performance is a
January to 31 December of the same year. Employee who service with th
starting T" and 2°^ January and complete of one (l ) year of service is eligible for a
3.4.4 Performance appraisal shall be done by December and the Increment
January. However, the Company has the right to change the review da
the company's performance or business needs.
3.4.5 Each Department Head will evaluate his / her subordinates' working perfor
determine the quantum of increment payment to him / her. Details of Quantum
PRIVATE ¥ CON £IDE

Page 17
elow: -
the implementation of staff confirmation. contract

motion. incentive & bonus.
ermanent / Confirmed Employee only. For contract

ontract offer / renewal and approval of GCEO and Board.
on of the Company and Board of Director. It is based on the
well as the employees' performance.
y fiscal year. Individual performance is appraised from 1'°
ear. Employee who service with the company
of one (l ) year of service is eligible for annual increment.
one by December and the Increment is effective on
the right to change the review date depending on
needs.
e his / her subordinates' working performance to
payment to him / her. Details of Quantum mark as below: -
PRIVATE ¥ CON £IDENTTAL

Quolificotion P« (Depend on company finonciol

performance and to be defermined by Board of Director)
95-100
90 — 94.99
85 — 89.99
80 — 84.99
75 —79.99
70 — 74.99
65 — 69.99
ó0 — 64.99
55 — 59.99
< 55
3.5 Bonus
3.5.1 Bonus is eligible for Permanent / Confirmed Employee only. For contract e
based on contract offer / renewal and approval of GCEO and Board.
3.5.2 of Directors and Minister. It is depending on
Paymenf of bonus is subject to the discretion of fhe Board
of the Company and the performance of the employee concerned.

3Ú.3 Permanent staff who have been confirmed is eligible for the bonus. Howeve
staff who work less than 12 months at the year of bonus evaluating are eligib
(proratej and will be calculated based on the number of days worked.
3.5.4 Employees who take leave without pay for more than 15 days according to the annual calendar is e
a bonus for prorate based on probate basis (period of no pay leave will be excl
number of days worked.
3.5.5 If the employee is subject to disciplinary action, and his or her case is still
her annual bonus shall be postponed until the case is completed. No bonus shall
she is found guilty.
Page 18
irmed Employee only. For contract employee, is

pproval of GCEO and Board.
Directors and Minister. It is depending on the profitability
the employee concerned.
med is eligible for the bonus. However, confirmed
e year of bonus evaluating are eligible for a bonus
n the number of days worked.
ys according to the annual calendar is eligible to receive
(period of no pay leave will be exclude) from the
ary action, and his or her case is still pending, his or

the case is completed. No bonus shall be paid if he or
3.6 Incentive
3.6.1 Incentive is eligible for Permanent / Confirmed Employee only. Fo

employee, is based on contract offer / renewal and approval of GCEO and B
3.6.2 Payment of incentive is subject to the discretion of the Bo

3.6.3 and Minister. It is depending on the profitability of the Com
3.6.4 performance of the employee concerned.
3.B5 Only confirmed employee who is still in the service of the Com
3.7 Claims for the incentive. However, confirmed staff who work less than 1
3.7.1 year of incentive evaluating are eligible for a bonus (prorate
3.7.2
3.7.3 calculated based on the number of days worked.
Employees who take leave without pay for more than 15 days
annual calendar is eligible to receive an incentive for prorate
number of days worked.
If the employee is subject to disciplinary action, and his or
pending, his or her incentive shall be postponed until t
completed. No incentive shall be paid if he or she is found
All claim refunds (official expenses and related employee ben
made with documents relating to the claim, the confirmatio
department / supervisor, if applicable, and approved
management in accordance with a predetermined limit befo
the Department Finance for the payment process.
Any claims that are not submitted by the relevant sup
documents or are inconsistent with the policy, claims will be r
employee.
All supporting documents (such as bills, invoices, receipts, et
attached to the claim form. The supporting document must be
current month. All expense claims or benefits according to qu
be delivered at the end of the mon ht
FBVATE1CONFI DENTIAL
Pagel9
Permanent / Confirmed Employee only. For contract

offer / renewal and approval of GCEO and Board.
ve is subject to the discretion of the Board of Directors

depending on the profitability of the Company and the
employee concerned.
ployee who is still in the service of the Company is eligible
owever, confirmed staff who work less than 12 months at the
aluating are eligible for a bonus (prorate) and will be
the number of days worked.
e leave without pay for more than 15 days according to the
igible to receive an incentive for prorate based on the
rked.
subject to disciplinary action, and his or her case is still
her incentive shall be postponed until the case is
entive shall be paid if he or she is found guilty.
official expenses and related employee benefits) can be
nts relating to the claim, the confirmation of the head of
rvisor, if applicable, and approved by the
cordance with a predetermined limit before being sent to
nance for the payment process.
are not submitted by the relevant supporting
nconsistent with the policy, claims will be returned to the
ments (such as bills, invoices, receipts, etc.) shall be

im form. The supporting document must be dated in the
l expense claims or benefits according to qualifications must
end of the mon ht
3.7.4 The Management have the right to instruct the staff to provide
documents for claim purpose.
3.8
Income Tax
3.8.1 Employees are responsible for their respective income tax payment.
3.8.2 The company will make the employee’s income tax deduction base
Schedule of Monthly Tax Deductions. As noted under the Income Tax Act \ 967
would be specified in the annual EA Form employee.
3.9
Employee’s Provident Fund (EPF), Social Security Organization (SOCSO), Retirement Fu
(KWAP)
Company and employee shall contribute to the Employee’s Provident F
at the statutory rate stipulated by current legislation (excluding the cont
KWAPj.
EPF Employer Contributions —
GCEO 17.5%
Level 1-10 3% - T to S years’ service (complete 60 mon
Increase l P for every 5 years after com
first 5 years' service, subject to maximum r
EPF Employee Contribution -

All Level ll%
”Subject to change based on
government requirement
EPF contributions are also payable in respect of annual bonus as it is part of

Social Security Organization (SOCSO) and Employee Insurance Security
Employees (excluding seconded from the government of Malaysiaj a
defined under the 1969 Act and Social Security wll be prtectdSOCSO insuran
PRIVATE ¥ CONFIDE
Page 20
e right to instruct the staff to provide others supporting
heir respective income tax payment.

employee’s income tax deduction based on the
As noted under the Income Tax Act \ 967, all income
EA Form employee.
Security Organization (SOCSO), Retirement Fund (lncorporofed)
ntribute to the Employee’s Provident Fund and SOCSO

by current legislation (excluding the contributions to
.5%
% - T to S years’ service (complete 60 monthj.
crease l P for every 5 years after completion of the
rst 5 years' service, subject to maximum rate of 16%.
%
Subject to change based on
overnment requirement
in respect of annual bonus as it is part of the wages earned.

O) and Employee Insurance Security
from the government of Malaysiaj are eligible as
cial Security wll be prtectdSOCSO insurance scheme.
PRIVATE ¥ CONFIDENTIAL
Employee Retirement Fund (KWAP)
KWAP contributions provided to employees on secondment from the Malaysian governme
17.5% employer contribution.
4. BENEFITS
4.1 Grotuify
Gratuity is eligible for Permanent / Confirmed Employee only. However, for cont
eligible for Group Chief Executive Officer (GCEO). Others position in contract b
offer / renewal and is to be determined by GCEO and Board of Director.
After completing 10 years services only.
Calculation as below:
Permanent Staff:
.5 X Last Basic Salary X Number of completed Year of Services
Contract / Secondment Staff (GCEO Only):

2 Month of last drawn Salary at end of Contract
Payment will be made at the expiry of the original contract or in the event
extended, payment will be made at the end of the extended period.
Other Contract Stofl

POSITION LEVEL APPROVAL BY
GC EO - L3 Board of Director
L4 — L10 GCEO
4.2 Funeral Benefit

Eligible for Permanent / Confirmed Employee only. For contract employee, i
contract offer / renewal and approval of GCEO and Boards
Employee Handbook
PRIVATE & CON£\D
ondment from the Malaysian government only with
med Employee only. However, for contract staff, it is

CEO). Others position in contract based on contract
GCEO and Board of Director.
leted Year of Services
:
Contract
f the original contract or in the event the contract is
e end of the extended period.
oyee only. For contract employee, is based on

CEO and Boards
PRIVATE & CON£\DENIlAt

In the event of death to the staff, company will pay expense
contribution of RM 3000.00 to the nexf-of-kin.
4.3 Medical Benefifs
4.3.I Eligible for Permanent / Confirmed Employee only. For contract employee,
contract offer / renewal and approval of GCEO and Board.
4.3.2 Summary of medical benefit:
-
GCEO — level 10 uma<
For employee, spouse, and children.
Note:
Children up to the age of 21 years & unemployed and 24 years
if attending tertiary education.
Expenses include the following costs of medical

treatment (out-patient) .
a. Consultation & medication.
b. Dental treatment (check-up, scaling, filling,
and extraction only).
c. Antenatal checkup.
d. Annual medical check-up (basicj for employees
age 40 years and above (for GCEO, L1 — L4 only).
e. Not eligible for medication and supplements from
pharmacy or non-registered clinic.
f. Not eligible for fertility treatment (except
diagnose others disease).
g. Not eligible for beauty treatment.
4.3.3 Outpatient Treatment

xpense
. For contract employee, is based on

PRIVATE B CON £lDE
The company will provide a medical card from Insurance panel to eac
his / her immediate family.
However, if nature or circumstances of illness are such that Company's
are nof available within reasonable time or distance, medical t
any registered medical practitioners are allowed.
Outpatient specialist consultation, treatment and medicatio
referred from the Company’s panel doctors.
Detailed of Medical Benefit summary
Grade Entiflemenf
GCEO Actual
Level 1 — Level 7 RM 2000 / year RM 1500 / year
Level 8 — Level 10
Dental
4.3.4
All Level — Inclusive in Outpatient Treatment (Only for extraction, filli
4.3.5 N\eternity
Eligible for Permanent / Confirmed Employee only. For contract emplo
Maternity benefits granted for the cost of treatment during childbirth. For
birth, it includes in outpatient benefits.
Female employees and one legal spouse of male
employee are entitled for maternity benefit as follows: -
CEO. Level 1-7 Normal & Caesarean delivery RM

Level 8-10
PRIVATE B CON £lDENTlAt
Page 23
medical card from Insurance panel to each employee and
stances of illness are such that Company's panel doctors

reasonable time or distance, medical treatments at
itioners are allowed.
onsultation, treatment and medications shall be
y’s panel doctors.
mmary
Entiflemenf
Actual
RM 2000 / year RM 1500 / year
ient Treatment (Only for extraction, filling, and scaling).
med Employee only. For contract employee, is based on

oval of GCEO and Board.
cost of treatment during childbirth. For treatment before
t benefits.
egal spouse of male
nity benefit as follows: -
Normal & Caesarean delivery RM 4500
4.4 Limited to a maximum of five (5) deliveries only.
4.5 Claim with receipt whichever is lower.
4.# Membership
4.4.1 Eligible for Permanent / Confirmed Employee only. For contr
based on contract offer / renewal and approval of GCEO and Board.
4.4.2 Professional Association Membership
Management employee at level GCEO, LT — L6 shall entitle for actual en
monthly / annual subscription of one job-related professional assoc
to Management’s approval.
4.4.3 Corporate Club Membership
Entitle for GCEO - Corporate Membership of RM 20.000.
Mileage Claim Benefit
Eligible for Permanent & Contract Employee.
Employee traveling on Company's business with permission (appr
30km radius from work based) may claim mileage claim as below: -
Calculation is based on total Mileage (KMj for 1 (onej month.
Travelling Benefits
Eligible for Permanent & Contract Employee.
This benefit eligible for staff outstation outside of Klang Valley (Se
Lumpur & Putrajayaj.
Entitle (RM) / Month

Distance (KB) / Monfh Cor Motorcycle
0 - 500 0.80 0.50
501 - 1000 OJO 0.40
1001 - 1700 0/0 0.30
1701 and above 0.50 0.20
deliveries only.
Confirmed Employee only. For contract employee, is

and approval of GCEO and Board.
mbership
EO, LT — L6 shall entitle for actual entrance fee and
one job-related professional association subject
bership of RM 20.000.
Employee.
ny's business with permission (approved trips only &
ay claim mileage claim as below: -
e (KMj for 1 (onej month.
Employee.
utstation outside of Klang Valley (Selangor, Kuala
PRIVATE c CONFlD
4.6.I Transportation (Air Fare) Local and Overseas
Board of Directors, GCEO - Business Class & Level 1
Level 2 - 10 Economy Class
4.6.2 Public Transportation (Local and Overseasj
All Level - Based on actual expenses

4.6.3 Accommodation
Employees should stay at approved hotels as below: -

Grade Rate Per Day (Malaysia) Rate Per Day Over e
Board &
GCEO Actual
Level 1 w/r RM 400 wo/r RM150
Level 2 w/r RM 350 wo/r RM 30

Level 6 & 7 w/r RM 200 wo/r RM 80
Level 8 -10 w/r RM 150 wo/r RM 50
Sabah & Sarawak Rate Per Day

Grade Actual
Board & GEO Level l w/r RM 430 wo/r RM 190
Level 4 Level S Level 6 & 7 w/r RM 280 wo/r RM 130
Level 8-10 RM T 20 vv/ RV230vvo/r R
”w/r — With *wo/r — wifhout
4.6.4 Subsistence Allowance vv/r RR l80vvo/r RV80
Level Rate Per Day
PRIVATE B CON £l DENT

Page 26
PRIVATE c CONFlDENllAt
as
& Level 1
n actual expenses
s as below: -
Rate Per Day Over e s
Actual
Prior approval of
GCEO
“
“
“
Rate Per Day

Actual
w/r RM 430 wo/r RM 190
w/r RM 280 wo/r RM 130 w/r RM 260 wo/r
RM T 20 vv/ RV230vvo/r RR 110
vv/r RR l80vvo/r RV80
PRIVATE B CON £l DENTIA£

Page 26
Level 1 — 7
Level 8 — 10
Subsistence allowance also can be given and calculated based on rule

If the oufstation journey starting before 10.30 am, the subsistence allo
claimed.
If the outstation journey starling affer 10.30 am, the subsistence
calculated as follows:
a. Lunch — 40a from full allowance
b. Dinner — 40% from full allowance
This allowance cannot be claimed if company or organizer h
iii.
food and beverage. However, if food and beverage is pa

the employee may claim the allowance based on rate
Employee Handbook ”""”
PRIVATE B CON fllD

Sabah &: RM 180 (No Overnight Stay)
Sarawak RM220 (With Overnight Stay
Overseas: USD T 50 per day
Malaysia: RM 80 (No Overnight Stay) RM 130 (With Overnight
Stayj
Sabah &: RM90 (No Overnight Stay) Sarawak RM150 (With
Overnight Stay
Overseas: USD 100 per day
Malaysia: RM 50 (No Overnight Sfay) RM l 00(With Overnight
Stayj
Sabah &: RM 80 (No Overnight Sfay) Sarawak RM 130 (With
Overnight Stay)
Overseas: USD ?i0 per day
llowance also can be given and calculated based on rules below:

on journey starting before 10.30 am, the subsistence allowance can be fully
ion journey starling affer 10.30 am, the subsistence allowance will be
follows:
a from full allowance
% from full allowance
ance cannot be claimed if company or organizer has provided
everage. However, if food and beverage is partially provided,
oyee may claim the allowance based on rate as follow.
PRIVATE B CON fllDENTlAt

Note: For Trips made during the Winter season, and additional Winter Clothi
maximum RM 2000 shall be provided on claim basis and only applicable once in ever
4.7 Insurance
Permanent and Contract Employees shall be covered under three types of insu
4.7.1 Group Personal Hospitalization (GPH)

Employees, spouse, and children below 24 years old (unemp|oyed a
tertiary education) shall be entitled for hospitalization at panel or approve
Hospitalization treatment and medications shall be referred from the Compa
doctors.
The entitlement for hospitalization coverage is subject to change ba
insurance package.
4.7.2 Group Personal Accident (GPA) and Group Term Life (GTL)
Employees shall be covered under two insurance schemes namely, Group Personal
Insurance and Group Term Life Insurance in accordance with staff entitlement as st
Employees or "beneficiary" who was appointed by the employees” is a valid re
Scheme. Total net payment demands of both schemes is to be determined after d
outstanding debt amount (if any) to the company.
The coverage for GPA & GTL subject to change based on insurance package.
4.8 Allowances
4.8.1 Monthly Car Allowance (In Lieu of Company Carj
Employee in level GCEO, 1A and 1B is eligible to get this allowance if using own
Grade Entitlement/month
GCEO To be determined by te Board
Page 27
ter season, and additional Winter Clothing allowance of

aim basis and only applicable once in every three (3) years.
ll be covered under three types of insurance as below:
H)
n below 24 years old (unemp|oyed and attending
led for hospitalization at panel or approved clinics.
ications shall be referred from the Company's panel
tion coverage is subject to change based on company
erm Life (GTL)

rance schemes namely, Group Personal Accident
n accordance with staff entitlement as stated below.
pointed by the employees” is a valid recipient for both
oth schemes is to be determined after deducting all
mpany.
nge based on insurance package.
ompany Carj
ligible to get this allowance if using own car.
titlement/month
be determined by te Board
PltlVATE 1 CONFlD
Level 1A & 1B RM 3,000 — Given every month
Staff with this allowance is not allowed to use company car except in emergency case sub
approval. If staff have permission to use company car, the use of cars is not more than
row. while the allowance and payment of maintenance will be suspended until the car
allowance benefit will pay on prorated basis from the day 11.
4.8.2 Annual Car Maintenance Allowance (In Lieu of Company

Char
Employee in level GCEO. I A and 1B is eligible to get this allowance if usin
Grade Entitlement/year
GCEO RM 5,000
Level A & 1B RM 3,500
Claim eligible for maintenance cost such as, repairing and services, change ti
wash and polish and inspection Puspakom.
This allowance must be claim with receipt for yearly cost as mention above.
4.8.3 Monthly Fuel / Toll Allowance
Employee in level GCEO. 1A and l B is eligible to get this allowance if usin
Grade
GCEO
Level l A & 1B Company shall provide petrol card or

Smart tag capped at RM 750.
Remark:
Claim with receipt if company does not provide petrol card or smart ta
For outstation only: eligible to claim with receipt for mileage & toll
entilement is enough upset
PRIVATE & CONFID

PltlVATE 1 CONFlDENTlAt
— Given every month

ot allowed to use company car except in emergency case subject to prior
sion to use company car, the use of cars is not more than 10 days in a
nd payment of maintenance will be suspended until the car is returned. Car
prorated basis from the day 11.
Maintenance Allowance (In Lieu of Company
GCEO. I A and 1B is eligible to get this allowance if using own car.

Entitlement/year
RM 5,000
RM 3,500
aintenance cost such as, repairing and services, change tires and bafferies,
d inspection Puspakom.
t be claim with receipt for yearly cost as mention above.
l / Toll Allowance
GCEO. 1A and l B is eligible to get this allowance if using own car.
Entitlement
Company shall provide pefrol card or Smart tag capped at
rm1,000.
1B Company shall provide petrol card or

apped at RM 750.
receipt if company does not provide petrol card or smart tag.

ion only: eligible to claim with receipt for mileage & tolltf Imit of
is enough upset
PRIVATE & CONFIDENTIA £

4.8.4 Hand phone Bill Allowance
Eligible for Permanent / Confirmed Employee only. For contract employee, is based on contract o
approval of GCEO and Board.
For Management SPSB & SP Marketing (Except Operation Department)
Grade
Entitlement
GCEO - RM300*
Level 1A & 1B - RM 250* Level2-4 - RM 200*
LeveI5-7 - RM 150”
Level 8 - 10 - RM 100”
For Manufacturing and Operation Department
Grade
Level 1B Level 2 - 4
Level 5 - 6
*Claim with receipts / bills whichever is lower

4.8.5 Telephone Purchase Subsidy
Eligible for Permanent / Confirmed Employee only. For contract employee
For Management SPSB & SP Marketing (Except Operation Deoartmentl
ee only. For contract employee, is based on contract offer / renewal and
Operation Department)
- RM 200*
Entitlement
- RM 250*
- RM 200”
- RM 150*
ls whichever is lower
urchase Subsidy
nt / Confirmed Employee only. For contract employee, is based on
wal and approval of GCEO and Board.
B & SP Marketing (Except Operation Deoartmentl
PRIVATE & CONFlD5NTlAt
SINERGI PERDANA SDN BHD Pase ao
For SPSB Manufacturing and Operation Department
Grade
Level 1B Level 2 - 3
Level 4 — 6
Entitle after completion of two years services and can renew every three-
receipt purchase must be dated after the two years of services. If the employ
the goods themselves, the claim must be made within a month by giving
receipts and invoices to the management.
4.8.6 Entertainment Allowance
Entertainment allowance is eligible for position Manager and above. They a
refund for any type of official duties and any type of entertainment that is wo
musf be accompanied by a receipt.
Type of entertainment is limited to purposes related to the company's operat
and consistent with legal requirements. Entertainment costs must be wi
limits and not excessive or inappropriate.
With conditions:
a) Claim by receipt or bills af the end of month bj Claim Approval by Managem
c) Client entertainment such as breakfast, lunch and dinner
d) Entertainment such as golf is allowed provided that fhe approval from top G
Executive Officer.
Grade
Entitlement
Pase ao
Entitlement
RM 1500”
RM 1000”
RM 800”
of two years services and can renew every three-year service. The
dated after the two years of services. If the employee wants to buy
he claim must be made within a month by giving the original
he management.
Allowance
Confirmed Employee only. For contract employee, is based on
is eligible for position Manager and above. They are entitled to a
cial duties and any type of entertainment that is work- related and
a receipt.
imited to purposes related to the company's operations appropriate
al requirements. Entertainment costs must be within reasonable
r inappropriate.
ls af the end of month bj Claim Approval by Management

such as breakfast, lunch and dinner
golf is allowed provided that fhe approval from top Group Chief
PRIVATE & COM £IDE
4.8.7 Attendance Allowance
For SPSB Manufacturing and Operation Department only:
Grade Entitlement
Level 8-T 0 RM l Ti0” (full attendance).
Attendance allowance will be deducted for RM50 for one- day medical / sick
emergency leave (with no appropriate reasonj.
4.8.8 Shift Allowance
Shift Entitlement
Shift l (8-hour evening, 4pm to l2am)- RM 6.00 / day Shift 2 (8-hour nighfj, 12
RM 8.00 / day Shift 3 (12-hour nightj, 8am to 8am- RM 10.00/ day
4.8.9 Productivity, Quality & Breakdown Allowance
Eligible for Permanent / Confirmed Employee only. For contract emplo
Eligibility
Applicable to Level 5 to Level 10 at all unit under Manufacturing Depa
Tonnage (Compound Fertilizer) Entitlement Above 8000MT /month - RM 0.5
PRIVATE & COM £IDENTIAL
Page 3f
d Employee only. For contract employee, is based on

al of GCEO and Board.
n Department only:
Entitlement
RM l Ti0” (full attendance).
ed for RM50 for one- day medical / sick leave or

ate reasonj.

al of GCEO and Board.
on Department only:
ntitlement
- RM 6.00 / day Shift 2 (8-hour nighfj, 12am to 8am-
8am to 8am- RM 10.00/ day
down Allowance
ed Employee only. For contract employee. is based on
val of GCEO and Board.
n Department only:
0 at all unit under Manufacturing Department.

itlement Above 8000MT /month - RM 0.50/MT
PRIVATE A CONFIDE
4.8.10 Bear Duty Allowance
Eligible for Permanent f Confirmed Employee only. For contract emplo
Entitle for staff that bear another worker job. Must bear same or high lev
The calculation is based: '/ from staff minimum wage
borne.
”example : ?‹ x RM5000 (min wage of Manager)
Total = RM 1250
This allowance is temporary and can be terminate if post borne had been fille
4.8.11 Acting Allowance
The Acting Allowance is the difference between the initial salary of a job incu
employee's actual salary provided that:
i. The difference is not less fhan a normal salary movement at the actual level
difference is less than salary movement, the acting allowance is a normal
movement above the salary ladder level in charge.
ii. And if the actual salary of the staff is equal to or higher than the starting
post office. the acting allowance is a normal salary movement above fhe sala
post office
The example calculation is below:
A) Senior Executive (L5) acting a Manager (L3)
PRIVATE A CONFIDENTIAL
Page 32
mployee only. For contract employee, is based on

GCEO and Board.
ker job. Must bear same or high level than he or she.
minimum wage
ager)
erminate if post borne had been filled.
ployee only. For contract employee, is based on

GCEO and Board.
ween the initial salary of a job incurred with on
salary movement at the actual level of the staff. If the

the acting allowance is a normal salary
evel in charge.
qual to or higher than the starting salary of the
rmal salary movement above fhe salary level of the
r (L3)
PRIVATE & CONFIDE
This allowance is temporary and can be terminofe if posf office had
4.9 Uniform
Eligible for Permanent / Confirmed Employee only. For contract employee, i
For Management SPSB & SP Marketing (Except Operation Department
Grade Entitlement/v ear
Level 9 & 10 Male
& Office Assistant/Tea Lady i. 2 pair of shirt and pants
ii. 2 pair of shoes
Female
i. 2 pairs of blouse and long
pants
ii. 1 Pair of baju kurung
iii. 2 pair of shoes
For SPSB Manufacturing and Operation Department
Grade All level Entitlement/vear

i. 3 pair of shirt and pants
ii. 2 pair of safety shoes
iii. 1 unit of safety helmet
5. LEAVE
5.1 Annuolteove Enflfement
5.1.1 Eligible for Permanent / Confirmed Employee only. For contract employee,
5.I .2 Annual leave entitlement shall be as follows: -
A. For Management SPSB & SP Marketing (Except Operation Department)
f'RIVATE X CON £IDE

PRIVATE & CONFIDENTS A £
Page 33
y and can be terminofe if posf office had been filled.
mployee only. For contract employee, is based on

f GCEO and Board.
ng (Except Operation Department
nt/v ear
of shirt and pants
artment
Entitlement/vear
i. 3 pair of shirt and pants
ii. 2 pair of safety shoes
iii. 1 unit of safety helmet
Employee only. For contract employee, is based on

O and Board.
ows: -
Marketing (Except Operation Department)
f'RIVATE X CON £IDENTIAL

Description 25 days
GCEO 20 days
Level 1 — 10 25 days
i. Less than 1 year to 3 years
(Complete 36 monthj
ii. After 3 years and above
(37 month and above)
B. For SrSB Manufacturing and Operofion Department

Description
UB
i. Less fhan 1 year to 3 years
(Complete 36 month)
. After 3 years and above
(37 month and abovej
Level 2 — 10
i. Less than 1 year to 2 years
(complete 24 month)
ii. After 2 years to 4 years’ service (25 months
to 48 month)
iii. After 4 Years’ and above (49 month and
above)
Employees on probation are not allowed to take leave unless with

5.1.3
permission immediate superiors. Any employee under probation may app

annual leave.
5.I .4 For employees who worked less than a year, the leave entit
5.1 .S prorated, according to the number of months they served. If t
leave entitlement is less than half the amount will be repealed an
half the day. leave entitlement will be calculated as one day
“Monthly Prorated Leave" will be given to all employees. Month
are calculated on a pro-rata basis. Employee who wish to apply ad
advice to take unpaid leave.
5.1.6
Page 34
25 days
20 days
25 days
Department
Entitlement
20 days
25 days
6 days
18 days
25 days
lowed to take leave unless with special

employee under probation may apply for advance
less than a year, the leave entitlement will be

mber of months they served. If the amount of
half the amount will be repealed and, if more than
nt will be calculated as one day
ll be given to all employees. Monthly leave provisions
asis. Employee who wish to apply advance leave, are
PRIVATE A CONFIDENTIA
Page35
5.1.6 Annual leave must be utilized during the entitlement year (s); h
5.1. 6 employee can carry forward annual leave nof more than 7 days to
year. The carry forward leave must be utilised by 30 June of the f
Annual Leave Application
Application for annual leave should be submitted to the Divis
three days prior to the leave period for approval.
ii. In cases of emergency, application for annual leave can be su

ÎV.
V. utilisation of leave. However, immediate notification to
superiors prior to going on leave must be made. (Emergen
Cases of serious nature that cannot be avoided and requir
presence of the employee).
The Company may call back any employee from leave due to e
There shall be no encashment of unused accumulated
leave
When an employee who is on annual leave becomes sick a
sick leave by the Company’s approved doctor, the annual
deemed to have not been faken.
5.2 Replacement Leave (In Lieu of paid Overtime)

5.2.1 Eligible for Permanent / Confirmed Employee only. For contract emplo
5.2.2 Replacement leave is entitled for employee mention as table below
NO. Department / Subsidiaries Grade Level
l Management SPSB and SP Level GCEO — Level 7

Department)
2 SPSB Manufacturing and Level GCEO — Level 4
Operation Department only
Remark: Others level is by Management Approval
Employee Handbook
PRIVATE A CONFIDENTIAL
Page35
zed during the entitlement year (s); however,

d annual leave nof more than 7 days to the following
ave must be utilised by 30 June of the following year.
ave should be submitted to the Divisional/Unit head

eave period for approval.
application for annual leave can be submitted after

However, immediate notification to immediate
g on leave must be made. (Emergency refers to
e that cannot be avoided and require urgent
ee).
back any employee from leave due to exigencies of work.
hment of unused accumulated
o is on annual leave becomes sick and is granted

ompany’s approved doctor, the annual leave shall be
en faken.
)
EO and Board.
r employee mention as table below:
Replacement leave is entitled if the employee:
i. Works over the normal working hours (after 8 hours/day) with minimum
ii. Works on rest day and public holiday with minimum two (2) hours.
Total of hours faking will be accumulated. If the fotal hour is four (4), entitled to h
total hour is eighf (8), entitled to full day leave.
Replacement leave must be utilized during the entitlement year; however, empl
forward the replacement leave with a limit not more than seven (7j days.
The carry forward leave must be utilised by 30 June of the following year.
5.3
Medical Leave & Hospitalization
5.3.1 Eligible for Permanent / Confirmed Employee only. For contra

5.3.2 based on contract offer / renewal and approval of GCEO and Boa
5.3.3 Paid medical leave shall only be granted on the recomm
registered medical practitioner or a government medical office
paid medical leave shall be as follows: -
Without hospitalization (Outpatient) (Weekdays only)
i. Less than 1 year to 2 years - 14 days / year
(Complete 24 month)
ii. After 2 years to 4 years’ service - 18 days / year (25 month
iii. After 4 years and above (49 month — 22 days / year

and above)
5.3.4 With hospitalization (including outpatient & follow up treat
i. 60 days per year (including rest day & public holiday)
PRIVATE & CONFIDENTTA£
Page 36
8 hours/day) with minimum two (2) hours.

mum two (2) hours.
hour is four (4), entitled to half day leave and
ement year; however, employee may carry

e than seven (7j days.
une of the following year.
d Employee only. For contract employee, is

e granted on the recommendation of any
government medical officer. Maximum
s: -
ekdays only)
- 14 days / year
- 18 days / year (25 months to 48 monthj
— 22 days / year
atient & follow up treatment)

oliday)
PRIVATE & CON II D
5.4 Maternity leave
5.4.2 All married female employees have completed not less than 90 days o
service with the Company, immediately preceding the confinement. shall be gran
of ninety (90) consecutive days of maternity leave with full pay.
5.4.3 The ninety (90) consecutive days of maternity leave shall be inclusive of rest
holidays.
5.4.4 Maternity leave will only be granted after 28 weeks of pregnancy. Misca
in the Employment Act, 1955, will be treated as normal sick leave.
5.4.5 A married female employee shall be granted paid maternity leave
surviving children. If an employee has more than five. normal maternity leave on
be considered.
5.5 Pilgrimage Leave

5.5.2 Muslim employee who had been working with the Company: -
Less than 1 year to 2 years’ - 20 days whichever is lower”
(Complete 24 monthsj
After 2 years to 4 years - 30 days whichever is lower*

(25 months to 48 monthsj — 40 days whichever is lower”
iii. After 4 years
(49 monfhs and abovej
‘Only once during employment and inclusive of Weekends and public holidays.
5.6 Compassionate Leave
5.6.l Eligible for Permanent / Confirmed Employee only. For contract emplo
contract offer / renewal and approval of GCEO and Boards
Employee Handbook
PRIVATE B CONFIDE
PRIVATE & CON II DENTIAL
Page 37

GCEO and Board.
ave completed not less than 90 days of continuous
preceding the confinement. shall be granted a maximum
ternity leave with full pay.
f maternity leave shall be inclusive of rest days and public
nted after 28 weeks of pregnancy. Miscarriage as defined

ed as normal sick leave.
hall be granted paid maternity leave up to five (5)
more than five. normal maternity leave on no pay basis shall

GCEO and Board.
en working with the Company: -
ichever is lower”
- 30 days whichever is lower*

— 40 days whichever is lower”
usive of Weekends and public holidays.

GCEO and Boards
PRIVATE B CONFIDENTIAL
5.6.2 Employee may be granted paid compassionate leave to a maximum of 8 work
year for the following occasions: -
i. Death or serious illness of spouse. parents, parents' in- law. children, sib
sisters)—2 working days.
ii. For birth of a legal child from single wife only (male staff)— 3 workin
iii. Marriage leave (first time or once during employment with fhe compan
working days
5.6.3 Application must be supported by the documentary evidence such
certificate, birfh certificate, wedding card and married certificate.
5.7 Quarantine Leave
5.7.1 Eligible for Permanent / Confirmed Employee only. For contract em
on contract offer / renewal and approval of GCEO and Board.
5.7.2 This Quarantine leave given to the SPSB staff, spouse, and children if:
i. On their way back to Malaysia from overseas who are detained at any quaran
the ports or airport health authorities due to an outbreak of illness.
ii. Confined in their home by any health authority for infectious disease epidemic.
i . Employee's natural, step or legally adopted children who get infectious
need to be quarantined. Children should be below the age of eighteen (l 8j
full-time student, the dependents who are below fhe age of fwenfy-four (24) ye
iv. SPSB employees ore eligible to receive quarantine leave if they, spous
children need to be quarantined for infectious diseases with certificate from Med
government or private hospital and clinic.
5.7.3 Quarantine leave period is limited to a maximum of five (S) days per case or
of the certificate issued by any government or private medical officer whichever is
Page 38
assionate leave to a maximum of 8 working days in a
parents, parents' in- law. children, siblings (brothers &
single wife only (male staff)— 3 working days

e during employment with fhe company onlyj - 3
by the documentary evidence such as death

ard and married certificate.
rmed Employee only. For contract employee, is based

val of GCEO and Board.
SPSB staff, spouse, and children if:
verseas who are detained at any quarantine station by
e to an outbreak of illness.
authority for infectious disease epidemic.
adopted children who get infectious diseases and
uld be below the age of eighteen (l 8j years old. For a
are below fhe age of fwenfy-four (24) years old.
eceive quarantine leave if they, spouse. and their
ctious diseases with certificate from Medical Officer from
c.
to a maximum of five (S) days per case or during the period
nt or private medical officer whichever is
PRIVATE & CONFIDE
5.7.4 The list of infectious diseases thaf can be considered is as follows:
I . Hand, Foot and Mouth Disease (HFMD)
2. Dengue and Dengue Hemorrhagic fever
3. Measles
4. Chickenpox fever
5. Diphtheria
6. Malaria
7. Infectious Eye Disease.
8. Other diseases that approve by clinic and hospital.
Note: The type of infectious disease above is subject to
amendment / addition from time to time.
5.8 Non-recorded leave
14 days - For Public safety and defense
7 days - Others e.g. Sports event for country
Evidence supporting docvments are required
5.9 Prolonged Illness Leave

5.9.2 Upon completion of 1 year’s continuous service and the employee is
company's doctor or a government hospital to have contracted tubercu
poliomyelitis, leukemia, leprosy, mental illness requiring admission to a
institution, cerebral thrombosis or any other illness which requires prolonged
she shall be entitled to :-
1.
Full pay Leave for the first 6 monfhs.
2. Half pay leave for the next 3 months.
3. Subsequen Iy — No Pay and go for Medical board.
Page 39
af can be considered is as follows:
and hospital.
bove is subject to
e.

f GCEO and Board.
e
country
red

GCEO and Board.
ntinuous service and the employee is certified by
hospital to have contracted tuberculosis, cancer,
tal illness requiring admission to a mental
other illness which requires prolonged treatment. he /
s.
edical board.
5.9.3 This leave shall be an addition to the employee’s medical leave entitlement
5.9.4 The Company doctor or Government medical practitioner shall grant prolon
on the condition fhat the employee concerned undergoes all necessary tre
required.
5.9.5 Medical Boarding-Out
5.9.5.1 If the employee is unable to perform his / her duties after prolonged med
Company shall consider engaging to the medical board.
5.9.5.2 The Company’s medical boarding out panel shall consider the recomme
Company’s doctor or specialist and make recommendations to the Management re
boarding-out
5.10 Examination Leave
5.10.2 Employee may be granted for the actual period of the day
/ days(s) of examination only at company’s discretion.
Application of leave must be made at least 2 weeks before the commencement of
day supported by evidence from the institution.
5.J 1 Unpaid Leave
5.I l .1 Eligible for Permanent / Confirmed Employee only. For contract emplo
5.11.2 Employees shall apply for unpaid leave when served to the company after 2
management’s approvalj For the following reasons: -
o.
Pilgrimage Leave (2n Hajj - 45 days. — only once during
d
employment with the company.

b. Delivery of child (for 6* child and above) — 90 days.
h
C.
Any other reason subject to Management approval
based on rule below:
PRIVATE A CON £l D
Page 40
o the employee’s medical leave entitlement.

ment medical practitioner shall grant prolonged medical leave
concerned undergoes all necessary treatment as
erform his / her duties after prolonged medical leave, the

e medical board.
ding out panel shall consider the recommendation from fhe
ake recommendations to the Management regarding medical
firmed Employee only. For contract employee, is based on

of GCEO and Board.
he actual period of the day
ny’s discretion.
least 2 weeks before the commencement of the examination
stitution.
firmed Employee only. For contract employee, is based on

l of GCEO and Board.
d leave when served to the company after 2 year (subject fo
wing reasons: -
j - 45 days. — only once during

pany.
* child and above) — 90 days.
h
ect to Management approval

PRIVATE A CON £l DENIIAL
i. Entitle to maximum 15 day per year.
ii. Entitle if annual leave or others leave is utilized use.

iii. No carry forwards
Employees who take leave without pay for more than 15 days according to the
is eligible to receive a bonus and incentive for prorate based on prorate basis (
leave will be excludej from the number of days worked.
5.12 Public HolidoY
All Federal and applicable State Gazette Public Holidays
6 GENERAL
Permanent and contract employee is subject to the Company rule and regulation a
6.I Absenteeism
Employee shall be deemed to have broken his / her contract of service if he / she has
absent from work for more than 48 hours.
Company will take disciplinary action if the staff is absent without permission or failed to
management more than two (2) hours of the said day.
6.2 Company Property
All items and equipment’s belonging to the Company shall remain the properly of the co
not be removed from the premises except sending them ouf for repairs which in such a ca
must be obtained from head of dept.
6.3 Dress Code
Generally all employees shall dress and groom themselves in a presentable way,
with accepted social and business standards. Female staff shall dress decently accordi
cultures and religious etiquette. Male employees shall wear shoes and not sandals or s
with proper excuse. (e.g. medical, etc.). Female employee shall wear proper shoes
and not slippers unless with proper excuse (e.g. medical etc.j
Page 4J
days according to the annual calendar

ed on prorate basis (period of no pay
rule and regulation as mention below:
vice if he / she has been continuously
permission or failed to inform the
the properly of the company and shall

pairs which in such a case prior approval
a presentable way, in accordance

dress decently according to Malaysian
es and not sandals or slippers unless
l wear proper shoes
6.4
Employee shall notify Human Resource Department in writing of any changes in

fo ensure that personal records are up to date.
Employee shall provide documentary evidence, where applicable for such changes.
benefits shall not be payable if such payment contradicts the existing personal
Company.
8.5 Code of Ethics & Conduct
Any employee. who commits misconduct, or a breach of rules established by
shall be subject to disciplinary action.
6.5.I Misconduct
Misconduct in employment can be broadly dealt with under three
(3) headings namely: -
a)
Misconduct relating to duty such as carelessness, fraud, misappropriation.
etc.
b)
Misconduct relating to discipline such as fighting, assault, quarrel. gambling
Company property, drug abuse etc; &
Misconduct relating to morality such as committing an indecent act, sexua
pornography. keeping or distributing indecent or pornographic literature
etc.
d) Please refer to the Appendix 1 for detail list of misconduct.
6.5.2 Inquiries
A panel appointed at the discretion of the Company shall conduct all
inquiry panel shall not include a member(s) whose presence may affec
impartiality of the panel in its conduct of the proceedings and its recomme
The proceedings of an inquiry shall be duly recorded by the panel for submi
Human Resource Manager or to the appropriate higher authority for
PRIVATE & CON £ID
Page 42
ce Department in writing of any changes in his / her personal

to date.
idence, where applicable for such changes. Employmenf
payment contradicts the existing personal records with the
duct, or a breach of rules established by the Company,

n.
dly dealt with under three
as carelessness, fraud, misappropriation. insubordination
uch as fighting, assault, quarrel. gambling, damage to
ch as committing an indecent act, sexual advancement,

indecent or pornographic literature at the workplace,
tail list of misconduct.
cretion of the Company shall conduct all inquiries. The

e a member(s) whose presence may affect the
conduct of the proceedings and its recommendations.
all be duly recorded by the panel for submission to the
or to the appropriate higher authority for dec song
PRIVATE & CON £IDENIIA£
The Company may suspend an employee on half pay for a period of not exce
weeks pending an inquiry.
If the investigation cannot be resolved within fourteen (l 4j days from the
initial suspension, the suspension shall continue and remain in force unfil
is finalized. The employee will be paid his full wages for this further
suspension.
If the employee is found innocent of the allegation of misconducf made agai
amounf of any wages withheld during the initial suspension period shall b
However. if he is found to have committed the misconduct or should he re
employment prior fo any conclusion being arrived at as to his innocen
wages not be restored.
6.5.3 Action by fhe Company
All disciplinary actions taken by the Company shall comply with the Com
established procedures and current legislation. Where there is any confl
two, current legislation shall prevail.
Head of Departments may issue written warnings on the advice of the Human
written warnings shall be recorded in the employee personal file. In the
three (3) warning letters for a similar offence have been issued within
twelve (l 2) months, the employee shall be subject to an inquiry to determin
disciplinary action.
Depending on the gravity of the offence committed and after due inqu
may be subject to any of the following punishments: -
a) Dismissal without notice
bj Downgrading
c) Suspension
d) Stoppage / withholding of increment ej Withholding of bonus
f) Withholding of promotion gj Reduction of salary
h) Written warning
6.5.4 Summary Dismissal
The Company reserves the right to dismiss an employee after due inquiry for
including buf not limited to dishonestly, insubordination. gross neglect of duly,
criminal
Page 43
loyee on half pay for a period of not exceeding fwo (2j
olved within fourteen (l 4j days from the date of fhe

n shall continue and remain in force unfil the investigation
e paid his full wages for this further period of
of the allegation of misconducf made against him, the full

ng the initial suspension period shall be restored.
ommitted the misconduct or should he resign from
sion being arrived at as to his innocence, any withheld
the Company shall comply with the Company’s

nt legislation. Where there is any conflict between the
ail.
itten warnings on the advice of the Human Resource. All
in the employee personal file. In the event where
milar offence have been issued within a period of
shall be subject to an inquiry to determine further
offence committed and after due inquiry, the employee

wing punishments: -
ement ej Withholding of bonus

eduction of salary
dismiss an employee after due inquiry for misconduct

stly, insubordination. gross neglect of duly, bankruptcy and
PRIVATE & CONFIDE
6.5.5 Right of Appeal
An employee who has been imposed a disciplinary action shall have the
writing within thirty (30) days of the announcement of the decision to th
authority: -
Cofegory AuthoritY
GCEO & Managers (GCEO — Level 3) BOARD
Management & Executive (Level 4 - Level GCEO
7j Head of Department & Manag
Non-Executive (Level 8 — Level 10) Human Resource
6.6.6 Grievance Procedure
Employees should, whenever possible try fo resolve disputes and minor pro
and informally between themselves or together with their immediate super
If such informal means do not bring a resolution, an employee may br
Manager’s attention any grievance or complaint within fourteen ( 14) days
occurrence of fhe event causing or giving rise fo such grievance or complaint
formal grievance in writing should be done only if such grievances or com
resolved through these informal discussions. A member of the Human Reso
assigned by the HR Manager to attend to such grievances or complaint
and offer suggestions for resolution. Due consideration shall be given to a
complaints and the Human Resource shall make all efforts to resolve the
fairly.
The Human Resource Manager may at its discretions and dependin
seriousness of the grievances and complaints bring the matter to the aft
Group Chief Executive Officer for h s considers one
PglVAtE c CONrlDEN
Page 45
7 SUMMARY
Term of services in this Employee Handbook is subject to change upon compan
needed or governments polcy.
Page 44
ed a disciplinary action shall have the right to appeal in

of the announcement of the decision to the following
AuthoritY
BOARD
GCEO
Head of Department & Manager.
Human Resource
ble try fo resolve disputes and minor problems amicably

es or together with their immediate supervisors.
bring a resolution, an employee may bring to the HR
ce or complaint within fourteen ( 14) days from the date of
giving rise fo such grievance or complaint. The filing of a
d be done only if such grievances or complaints cannot be
scussions. A member of the Human Resource shall be
attend to such grievances or complaints and to discuss
ion. Due consideration shall be given to all grievances and
rce shall make all efforts to resolve them promptly and
may at its discretions and depending on the

complaints bring the matter to the aftention of fhe
h s considers one
PglVAtE c CONrlDENTlAc
Page 45
ook is subject to change upon company decislon when

PRIVATE & CONFIDE
Page 46
Appendix 1
Acts of misconduct include but are not confined to the following:
1. Theft/PiIferage/Misappropriation or attempt of the same of the
Company’s money or property or other
money or property within the Company's premises
2. Fraud, dishonesty, falsification or attempt of the same in connection
with the Company’s business, money or pr
3. Cheating or attempt to cheat the Company
4. Fighting with or assaulting, abusing or being violent towards another
employee or authorised visitor on the
premises or threatening the same
5. Prosecuted or charged wifh criminal offence
6. Soliciting, accepting and/or offering bribes or any illegal gratification

7.
Participating in unauthorised financial transactions within the
Company*s premises
8. Participation in illegal strikes
9. Instigating industrial action among employees against the Company

10. Picketing in the Company’s premises except where permissible under f
agreement or award
II.
12. Wilful insubordination or disobedience whether alone or in

combination with others fo any lawful
order of a superior
Conflict of interest
13.
14. Breach of fiduciary relationship
15. Spreading malicious rumours about the Company

l8. Gambling whether involving money or otherwise, in the Company's premises
PgIVAT£ & CONFIDEN

PRIVATE & CONFIDENTIA I
Page 46
Appendix 1
Acts of misconduct include but are not confined to the following:
1. Theft/PiIferage/Misappropriation or attempt of the same of the
Company’s money or property or other employee's
money or property within the Company's premises
2. Fraud, dishonesty, falsification or attempt of the same in connection
with the Company’s business, money or property
3. Cheating or attempt to cheat the Company
4. Fighting with or assaulting, abusing or being violent towards another
employee or authorised visitor on the Company’s
premises or threatening the same
5. Prosecuted or charged wifh criminal offence
6. Soliciting, accepting and/or offering bribes or any illegal gratification

7.
Participating in unauthorised financial transactions within the
Company*s premises
8. Participation in illegal strikes
9. Instigating industrial action among employees against the Company

10. Picketing in the Company’s premises except where permissible under fhe law,
agreement or award
Inciting other employees to participate in illegal strikes in confravenfion of the

provisions of any law or rule having the force of
12. Wilful insubordination or disobedience whether alone or in
combination with others fo any lawful and reasonable
order of a superior
Conflict of interest
13.
14. Breach of fiduciary relationship
15. Spreading malicious rumours about the Company

l8. Gambling whether involving money or otherwise, in the Company's premises
PgIVAT£ & CONFIDENTIAL

17. Gross negligence and neglect of duty
18. Interfering with the record of his attendance or of any other employee
19. defacement or destruction of any record of the Company
20.
Sleeping while on duty
21.
Possession of illegal weapon or lethal weapon on fhe Company's premises
22.
Riotous, disorderly or indecent behaviour on the Company’s premises
23.
24. Smoking in prohibited/restricted area Illegal substance or drug abuse Disclosing confid
25. Driving or unauthorised use of the Company’s vehicle without prior autho
26. All forms of harassment including but not confined to unwelcome verbal or
27. advances and sexually, racially or otherwise derogatory or discriminatory st
28. remarks
29. Habitual late coming or late attendance
30. Habitual negligence
31. Commission of any subversive act to the discipline of the Company or general
32. Commission of any private act that brings disrepute, embarrassment or affects
33. interest of the Company or ruins the image of the Company
34.
Habitual breach of any Company order or any law applicable to fhe establis
made thereunder
Withholding overtime at a critical time to bring pressure on the man
taking material misstatement in job application, loan application or decla
Unauthorised use of time cards
Page 47
attendance or of any other employee or falsification,

cord of the Company
thal weapon on fhe Company's premises

viour on the Company’s premises
al substance or drug abuse Disclosing confidential information
Company’s vehicle without prior authorisation
ut not confined to unwelcome verbal or physical
otherwise derogatory or discriminatory statements or
nce
the discipline of the Company or general behaviour

rings disrepute, embarrassment or affects the legitimate
image of the Company
der or any law applicable to fhe establishment of rules
al time to bring pressure on the management

ob application, loan application or declaration
35. Possession, sale or distribution of unsuitable, indecent or pornographic

36. materials
37. Committing an immoral act within the Company's premises
38. Failure to report serious infectious or contagious illness or disease to the Com
39. Officer or Human Resource
Forging or defacing medical certificates or other official documents to defraud
Conduct which is likely to cause injury or endanger the life or safety of another
Company’s premises
40. Trespassing or forcible occupation of the Company's premises

41. prohibited areas
42. Illegally challenging Company to dismissal
43.
44. Bypassing the proper channel of communication
45. Refusal fo accept any communication served either in accordance
46. with the Code of Conduct or in the interest of discipline Misrepresentation
47. of the Company to ofhers
48. Participation in illegal gatherings or activities in the Company's premises or
49. abetting, inciting or instigating the same in and outside the Company’s premises
50. Serious pecuniary indebtedness affecting the public image of
51. Company
52. Making public statements against the interest of the Company Publishing or
writing of books against the interest of the Company
Leaving work place during working hours without permission of the
immediate supervisor or overstaying sanctioned leave without
sufficient grounds or proper satisfactory explanation or without
informing or attempting to inform his employer of the excuse or
reason for such absence.
Absenteeism
Quarrelling or fighting or committing nuisance at the work place
Misdemeanours
eRivATr & coNriDrNTiA£
Page 48
f unsuitable, indecent or pornographic
he Company's premises
s or contagious illness or disease to the Company's medical
cates or other official documents to defraud the Company

jury or endanger the life or safety of another person within the
ion of the Company's premises or

the
missal
mmunication
tion served either in accordance
interest of discipline Misrepresentation
activities in the Company's premises or

me in and outside the Company’s premises
affecting the public image of
he interest of the Company Publishing or

st of the Company
g hours without permission of the
aying sanctioned leave without
sfactory explanation or without
m his employer of the excuse or
g nuisance at the work place

S3. Carelessness or wilfully causing damage or loss to fhe Company’s propert

54. Deliberate damage and interference with or contamination of factory pro
55. or equipment
58.
Posting, altering, removing, defacing or destroying the Company's notices o
59.
60. on bulletin boards or the Company’s property without the permission of th
óI . Failure fo wear uniform at work place as per the Company's policy
62. Failure fo furnish information which is within fhe scope of his employm
63. relates to the mufual interest of the Company and employee
Malingering and feigning illness
64.
Loitering during working hours
65
Failure to follow safety procedures or tampering with safety devices to the de
66.
Company or its employees
67.
lnfringement of safefy regulations
68.
ó9. Unnecessary wastage of documents and materials
Z0. Abuse or unauthorised use of the Company’s property, ut ties, equipmen
Habitual or substantial negligence in the care of tools, equipment and appa
Company
Wilful failure to report at once to his superior any defecf which an employee
equipment connected with his work
Wilful in not reporting any defect or occurrence which an employee may notice
endanger himself or any other person or which might result in damage to the C
person within the Company
Failure to keep work place clean and tidy
Obstruc ting, inciting or wilfully slowing down other employees from work
Slackness in performance
Disclosing commercial or manufacturing secrets, calculations or designs
PglVAIE & CONFIDENTTAL
Page 49
damage or loss to fhe Company’s property or goods

nce with or contamination of factory processes, material
ing or destroying the Company's notices or any material

pany’s property without the permission of the management
ace as per the Company's policy
which is within fhe scope of his employment and which
of the Company and employee
or tampering with safety devices to the detriment of the
and materials
e Company’s property, ut ties, equipment or facilities
e in the care of tools, equipment and apparatus of the
his superior any defecf which an employee may notice in any

k
or occurrence which an employee may notice or which might
on or which might result in damage to the Company or any
nd tidy
wing down other employees from work
uring secrets, calculations or designs

PRIVATE & CONED DE
71. Acting in violation with competition laws, including agreeing with compet
72. or any other terms and conditions to customers, allocating territories o
73. rigging bids.
Acting in violation of the Personal Data Protection Act 20 0, including proce
data contrary to Company policy and guidelines, disclosing personal data
fhird parties and selling personal dafa to third parties.
Employee is strictly prohibited to act as a loan shark (money lender) to collea
employees with or without interest in the Company’s premises.
The above examples of misconduct are not exhaustive as the Company reserves
determine what constitute acts of misconduct that warrant disciplinary action.
PRIVATE & CONED DENTIAL
Page TO
n laws, including agreeing with competitors on prices

ons to customers, allocating territories or customers,
Data Protection Act 20 0, including processing personal

d guidelines, disclosing personal data to unauthorised
afa to third parties.
as a loan shark (money lender) to colleagues or
est in the Company’s premises.
e not exhaustive as the Company reserves the right to
sconduct that warrant disciplinary action.
PRIVATE ¥ OON £IDE
ampiran 1
Senorai tindakan salah-laku [tetapi tidak terhad) adalah yang Òeńkut:
KecurianfKecu an keci//Pe/esapon atau percuöoon yong sama terhadap wang atau ha
wong atau horfa kakitangan loin dalam premis Syarikat
2.
Penipuan, tidak jujur. pema/suon atom percuDoon yang sama yang
berkaitan dengan perniogaon. wong atau hart^ !Y^^'/^!
3.
Menipu atau cuöaan menip ^ !Y fİkat
Bergaduh dengan atau menyerang, menöera atau öertindak ganas terhadap kakitang
pelawat yang diöenarkan di dalam premis Syarikat atau mengugut yang sama.
Oidakwa atau äituduh atas kesalahan jen Y^+
6. /vleminta atau menerima rasuah atau seöarang suapon tidak sort
7.
Menyerfoi fronsoksi kewongan yang tidak diöenarkan dalam premis
SyCirikot
8. Menyertai mogok yang tidak sah
9. łVenghasut tindakan indusfri di kalangan kakitangan terhadoÇ *Y^ FÍkat
/0. Beipiket dalam premis SY ^”/ at kecuali diöenarkan di öawah

undang-undong, perjanjian atau kepufuson mohkamah
11. /vlengapikan kakitangan Join untuk menyertai mogok yang fidak sat yang öert
dengan peruntukan seöarang undang-undang atau peraturan yang dikuatkuasakan ol
/2. g i '• *
Pen
atau melanggar seöarong orahan yang sah don munosoDah d
penyedia, sama ada berseorangon atau bersama-sama kakitangan lain
Perconggohon kepentingan
Xemungkiran hubungan fidusiori/pecah omonoh
15. Menyebarkan khabor ongin dengan niot johof tentang Syarikat

16.
PRIVATE ¥ OON £IDENTIAL
PaØe 61
ad) adalah yang Òeńkut:

öoon yong sama terhadap wang atau harfa 8yańkat atau
is Syarikat
uDoon yang sama yang
^^'/^!
atau öertindak ganas terhadap kakitangan lain atau

yarikat atau mengugut yang sama.
^+
seöarang suapon tidak sort
diöenarkan dalam premis
an kakitangan terhadoÇ *Y^ FÍkat
uali diöenarkan di öawah

uson mohkamah
enyertai mogok yang fidak sat yang öertentangan
g atau peraturan yang dikuatkuasakan oleh undang-undong
rong orahan yang sah don munosoDah daripada
atau bersama-sama kakitangan lain
onoh
ohof tentang Syarikat

17.
18. Mengganggu rekod kehadirannya atau mona-mona kakitangan lain otao m

mencocofkon atau merosokkan sebarang rekod Syarikat
i9.
ïidur semasa menjalankan tugos
74. Memiliki sen|ata haram atau senjofa óerbahaya dalam premis Syarikat
75.
/vlerusuh, melakukan kekacauan atau öerkelakuan sumÖang dalam premis 8ya
76. / lerokok di kawasan yang öiIarangI'terkawal
7Z. 8alahguna öahan ter/orong dan OaÖah
78. Mendedahkan maklumat sulif
79.
Memandu atau menggunakan kenderaan Syarikat tanpa kebenaran
terdahulu
80.
Semua Dentuk gonppuon termosuk/oh tetapi tidak terhod kepaöa ke/okuan /ison a
seksoa/ yang tidak Öiingini, gongpuan Derunsur perkoumon atau pernyataon yang öe
penghinaan OtOU CYiSkFiMiOOSi
81. IaÖiat datang lewat atau hadir lewat
82. îaöiat selalu cuai
83.
be/akukon seDorong tindakan suloveisif terhadap disiplin Syarikat
atau ke/okuon umum
84. /vteIakukan seöarang tinäakan persenöirian yang mencemarkan reputosi, mem
menjejaskan kepentingan sah Syarikat atau merosokkon imej 3yarikat
8fi. Taioiat me/onggar seDarang perintah Syarikat atau sebarong undang-und

digunakan untuk mewu|udkan peraturan
yong diDuat di bawahnya
86.
Enggon membuat kerja lebih masa pada masa kritikal untuk memberikan tek
pengurusan
87. MemDuat pernyafoan sa/oh yang nyoto dalam permohonon kerja. permohonan pin
pengisytiharon
PRlVAtE B CONFlDENTTAt
Page 52
atau mona-mona kakitangan lain otao mema/sc/kon,

rekod Syarikat
óerbahaya dalam premis Syarikat

öerkelakuan sumÖang dalam premis 8yarikat
I'terkawal
Öah
Syarikat tanpa kebenaran
etapi tidak terhod kepaöa ke/okuan /ison atau fizikal dan

nsur perkoumon atau pernyataon yang öerunsur
isif terhadap disiplin Syarikat
nöirian yang mencemarkan reputosi, memoIut:an atau

au merosokkon imej 3yarikat
rintah Syarikat atau sebarong undang-undang Y

peraturan
pada masa kritikal untuk memberikan tekanan kepada
o dalam permohonon kerja. permohonan pinjaman atau

SINERGI PERDANA SDN BHD 89.
90. Me/okukon tindakan tiâak bermaruah dalam premis Syarikat

9l. Gago/ melaporkan jangkitan yang serius atau penyakit berjongkit
kepada Pegawai Perubatan Syarikat atau Sumber Monusio
92. Hemalsukan atou mencacotkon sijil peruDafon otou dokumen rasmi
lain ontuk menipo S/arikat
20.
Ke/akuon Y • g kemungkinan öoleh menyeDoDkon kecederaon atau memÖahayakan nyowo o
orang lain öalam premis Syarikat
21. Menceroboh atau menduduki secara paksa premis Syarikat atau
kowosan yang dilarang.
22. Mencabar secara haram untuk dibuang oleh Syarikat Helangkau so/uran komunikasi yang betu
24. Enggan menerima seöarang komunikasi yang diDerikan sanna aöa
menurut kod ini atau untuk keöaikan Oisiplin
Salah nyata tentang Syarikat kepada orang loin
26. Bersubahat, merigopi, menghosut atau menyertai pengumpulan
atau akitivti haram dalam premis Syarikat
27. Kehutongon wong yong serius yang menjejoskan imej Syarikat di maka
28. Membuat pernyafaon aw'om yang Derfentongan dengan kepentingan

Syarikat
29.
MenerDif atau menulis Duku yang Dertentangon dengan kepentingan Syarikat
30. Ueninggalkan tempat kerja semasa waktu bekerja tanpa kebenaran penyelia terde
melanjutkan cuti meleDihi cuti yang telah diluluskan, tanpa alasan yang cukup atau keferongon
atau fanpa memoklumkan atau mencuDo untuk memaklumkan kepada mojikan Tentang alasan o
kelidakhadiran itu
J l. lidak Nadir bertogos fonpo seDoD

PRIVATE & CON £lDENTlAt
Page 53
Syarikat
enyakit berjongkit
sio
dokumen rasmi
kecederaon atau memÖahayakan nyowo ofou kese/omofon
s Syarikat atau
at Helangkau so/uran komunikasi yang betu/

Derikan sanna aöa
i pengumpulan
Syarikat di maka
n kepentingan
kepentingan Syarikat
bekerja tanpa kebenaran penyelia terdekat atau
anpa alasan yang cukup atau keferongon yang memuoskan
mkan kepada mojikan Tentang alasan ofau sebob
32. Berfelingkah atau bergaduh atau melakukan gangguan di tempat kerja

33. Me/onggor unöang-unÖang
34. Cuai atau sengajo menyebobkan kerosokon atau kerugion kepaöa
35.
harta atau Darongon Syarikat
3ö.
37. Sengaja merosak dan mengganggu atau mencemor proses, Dofian otau kelen
40. Menampal, meminta, membuang, mencacat atau merosokkan notis Syarikat a
4l. Dahon pada papan kenyafaon Syarikat atau harta Syarikat Tanpa keDenoro
zls. Gogo/ memakai pakaian serogam di tempat kerja seperti p !”*” ›Y fikat Gogo
47. mok/umot yang terangkum dalam penggojionnyo dan yang berkaitan dengan
48. bersama anfaro Syarikat dengan kakitangan Kecuaian atau 6erlengah-len
melaksanakan kerja
Tipu sakif atau Derporo-pura sokit MemÖuong masa, semasa waktu öekerja
Gogo/ memofuhi prosedur keselamatan atau menguioah alat kese/omo
memhahayakan Syarikat atau kokitongonnyo
Pe/anggaran perafuran kese/omofan
Pemöoziron tidak per/u terhodop dokumen Öan bahan
Sa/ah guna atau penggunaan tanpa keDenoron terhadap harta,
utilifi, kelengkopon atau kemUdahan Syarikat
labiat cuai atau kecuoion besor dalam penjogoon peralatan don ke/engkapan 3
8engaja gagal melaporkon serta-merta kepada penye/ionyo fenfang seba
yang dilihat pada seDorong kelengkapan yang berkaitan dengan kerjany
Sengojo tidak melaporkan seöarang kecacatan atau kejaÖian yang öilihatnya
memöahayakan diri sendiri atau mona- mona orong lain atau mungkin meng
kerosakan kepodo Syarikat atau mona-mona orang dalam Syarikat.
49
Mengganggu, mengapi atau sengaJa melamöotkan kakitangon lain untuk öekerja

3l. Kelalaian dalam prestasi
52. Mendedohkon rohsio, pengiraon atau reko öentuk yang berkaitan
dengan perdogangan atau pemöuafan.
S3. Bertindak melanggar undong-undong persaingon, termasuk Derset •i• dengan pesaing men
apa-apa terma don syarat-syarat lain kepada pe/onggon. perunfukan kawasan atau pelanggan, pen
Berfindok melanggor Akfo Perlindungan Data Peribadi 2010, termasuk memproses data periD
dengan dasar don garis ponduon Syarikat, mendedahkon data perihadi kepada pihak ketiga yang
dan menJuaI data periDadi kepada pihak ketiga
57. Kokitongon di/orang sama seko/i unfuk öertindak seöagai peminJafTı wang kepada rakan-raka
/oin dengon atau tanpa taedah di premis Syarikat
Contoh sa/ah laku di atos tidak bo/eh Oianggap seöagai lengkap dan Syarikat öerhak untuk menentuk•• ienis
bo/eh dikenakan tindakon
disiplin.
PRIVATA B CON £lDENTlAt
Page 54
lakukan gangguan di tempat kerja
erosokon atau kerugion kepaöa
gu atau mencemor proses, Dofian otau kelengkapan ki/ong

mencacat atau merosokkan notis Syarikat atau seDorang
yarikat atau harta Syarikat Tanpa keDenoron pengurusan
di tempat kerja seperti p !”*” ›Y fikat Gogo/ memberi
m penggojionnyo dan yang berkaitan dengan kepentingan
kakitangan Kecuaian atau 6erlengah-lengah dalam
MemÖuong masa, semasa waktu öekerja

amatan atau menguioah alat kese/omoton sehingga
atau kokitongonnyo
okumen Öan bahan

a keDenoron terhadap harta,
n Syarikat
lam penjogoon peralatan don ke/engkapan 3yarikat
ta-merta kepada penye/ionyo fenfang sebarong kecacatan
elengkapan yang berkaitan dengan kerjanya
ng kecacatan atau kejaÖian yang öilihatnya atau mungkin
mona- mona orong lain atau mungkin mengokiDatkan
mona-mona orang dalam Syarikat.
ngon lain untuk öekerja
ng berkaitan
gon, termasuk Derset •i• dengan pesaing mengenai harga ofau

. perunfukan kawasan atau pelanggan, penipuon tawaran
2010, termasuk memproses data periDadi Oertentongon
data perihadi kepada pihak ketiga yang tidak dibenarkan
öagai peminJafTı wang kepada rakan-rakan atau kakitangan
ngkap dan Syarikat öerhak untuk menentuk•• ienis so/ah laku yang

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SPSB Employee Handbook of Scheme 2020 28.09.2020

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PRIVATE 6 CON WIDEN IIA

REFFERANCE SPSB/ HR/ 01/20 20/ 01

4.5 TR AVELLING BENEFIT

has been developed to provide general guidelines about

na Sdn Bhd & Group are established by the Board of

ay be reviewed with the HRAD. Sinergi Perdana Sdn Bhd

Board Board of Directors

Group CEO Chief Executive Officer for holding and subsidiaries

Management SP All department under SP Marketing

stated in this Policy.

Employment Act Fundamental employment legislation in Malaysia thaf cover manual

1.3 Company’s Vision and Mission

synergistic value to shareholders

ave been confirmed after probation period. Permanent

o through probation period based on stipulate period

specific period including Freelance, Part time, Internship &

to work (based on recruitment policies) with the

be in accordance to the career level as follows: -

Senior Executive / Supervisor Level 5

2.6 Probation and Confirmotion

A newly recruited employee shall be required to undergo a probation period a

to undergo a probation period as stated below: -

dditional period of up to 6 months or terminate the

od may leave the Company or his / her service

der all documents records files keys vehicles (if

P &IVATE A CONII DENT IA £

The working hours of the Company shall be: -

Monday to Friday Lunch Break

Monday to Sunday (with one (J ) day offj

Break for Friday : 1230 pm to 1430 pm

Break : 1300 pm to 1400 pm Lunch Break for

with one (J ) day offj

ds. employee may be required to work outside their

NO. Department / Subsidiaries Grade Level

Management SPSB and SP Level 8 — Level 10

2.13.1 Year of Service

2.13.5 Eligibility of Candidate

motion after 3 years of service.

PI) mark musf be 85% and above.

ct to availab ty of the post approved in the company budget.

availablty of an approved vacant position which carries a

depends primarily on the meritocracy i.e. consistent high-

l depend on his years in the career level and position —

y be based on suitable recommendation which must

l (Level l A to Level 4j shall be approved by the Board of

iii. Further required by the Company to declare assets.

2.15 Refinement Aqe

oup means employee at grade GCEO to L6 (permanent and

Company to declare assets.

e is determined after taking into consideration the

ment grade. Description of position would not affect salary

No. Department / Subsidiaries Grade Level

1 Management SPSB and SP Level 8 — Level 10

2 SPSB Manufacturing and Operation Level 5 — Level 10

No. Department / Grade Calculation

rmal hour (calculate after 8 hours normal working

with consent approval of the head or deparfment

Departmentj i. Basic x 12 x OT x OT Hours claimed”

2 SPSB Level 5 — i. Basic x T 2 x OT Rafe x OT Hours claimed”

3.3 Performance Appraisal

POSITION LEVEL REVIEWER

M2000 (Except for driverj ”with

afe x OT Hours claimed”