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Employee Handbook Aug 4, 2016 Version

Important notice to all Employees

This Employee Handbook is hereby made available to all Employees via email and the ITD INTRANET SYSTEM. All employees are required to study the content and comply with the policies described in the handbook with immediate effect. When any employee has a concern about possible violation of ITD employee policies by any person, he or she will notify the Management of ITD immediately.

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Message from

The Chief Executive Officer I am pleased to announce the implementation of our employee handbook. It is important for us to create a working environment where mutual respect, trust, accountability, discipline and fun prevail so that together we can all achieve much more. I believe you will uphold the policies and spirit of what is communicated in this handbook and it will guide you along your journey with ITD Group. Lets all work together to achieve greater heights of success. Teamwork makes the dream work. The Best Is Yet To Come! Yours Sincerely, Dr. Peter L. H. Chee

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TERMS AND DEFINITIONS For the purpose of clarity, this section will define certain terms used in this handbook. ‘he’, ‘his’ : the use of ‘he’, ‘his’ or any gender implying term

within this handbook is used from the point of reference that its use governs the description of both genders.

‘organization’ : all use of ‘organization’ refers to the Institute of

Training and Development or ITD. ‘management’ : usage of ‘management’ in this handbook refers to

the top management of ITD. ‘employee’ : the term ‘employee’ refers to an individual in the

employment of ITD. ‘confirmed employee’ : this refers to an employee of ITD who is no longer

under probation. ‘misconduct’ : an act or behaviour considered by the

organizationas inappropriate, immoral or wrong which does not befit an employee of the organization.

‘termination’ : to be defined as resignation or removal of office. ‘contract of service’ : a term pertaining to the legal documentation or

legal binder which certifies the employment of an individual to the organization.

‘organization premises’ : this term refers to the physical aspect of the

organization, i.e., the building or office space occupied by the organization.

‘organization equipment’ : this term refers to all office automation and office

assets utilized by the organization. Please note that the use of ‘computers’ pertains to all computer-related technology registered to the organization (including software).

‘discharge’ : in all respects and regards, the term ‘discharge’

shall share the same definition in this handbook as ‘termination’.

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TABLE OF CONTENT

Pages

1.0 ITD’S VISION & MISSION STATEMENT 6

2.0 SUMMARY OF ITD’S PROFILE 7

3.0 EMPLOYEE POLICIES 10

3.1 SCOPE OF APPLICATION 10

3.2 CONDITIONS OF APPOINTMENT 10

3.2.1 PROBATIONARY PERIOD

3.2.2 NOTICE OF TERMINATION

3.2.3 JOB ABANDONMENT

3.2.4 WORKING HOURS

3.2.5 PERSONAL BUSINESS

3.2.6 TRANSFER OF RESPONSIBILITY

3.2.7 TRANSFER TO ANOTHER CENTRE

3.2.8 LEAVE

a) Annual Leave (AL)

b) Sick Leave (SL)— (i) without hospitalization

(ii) with hospitalization

c) Marriage Leave (Mar L)

d) Compassionate Leave (CL)

e) Maternity Leave (ML)

f) Paternity Leave (PL)

g) No Pay Leave (NPL)

h) Public Holidays

3.3 PROMOTION 15

3.4 TEMPORARY LAYOFF 16

3.5 RETIREMENT 16

4.0 SAFETY POLICIES 16

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5.0 SECURITY 16

6.0 USE OF ORGANIZATION’S PREMISES 16

7.0 CONFIDENTIALITY OF INFORMATION 17

8.0 CONFLICT OF INTEREST 17

9.0 ORGANIZATION’S PROPERTY 17

10.0 ANNUAL INCREMENT 17

11.0 BONUS AND OTHER INCENTIVES SCHEMES 18

12.0 ADDITIONAL BENEFITS 18

12.1 SPONSORED COURSES 18

12.2 SUBSISTENCE ALLOWANCE - OUTSTATION AND OVERSEAS 18

12.3 MILEAGE CLAIM AND TOLL CHARGES 19

12.4 MEDICAL TREATMENT 19

12.5 DENTAL ALLOWANCE 19

13.0 CODE OF CONDUCT 20

13.1 MINOR MISCONDUCT 20

13.2 GROSS MISCONDUCT 21

14.0 PROGRESSIVE CORRECTIVE ACTION 23

Appendix 1: Overnight subsistence allowance form 24

Appendix 2: Mileage and Toll Charges Claim form 25

Appendix 3: Rates applicable for mileage, medical, dental etc - Claims. Separate Attachment

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1.0 ITD’S VISION & MISSION STATEMENT

VISION The #1 global leadership development expert

MISSION Transforming leaders and changing the world for the

better

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2.0 SUMMARY OF ITD’S PROFILE ITD was founded on a simple yet powerful vision of enabling organizational & HR development goals that enrich lives & create a better society. ITD’s roots can be traced back to 1984 when a group of visionary HRD experts established an institution, which quickly emerged as a leader in its field. ITD’s mission then and now remains clear – To continuously excel as the leading multinational provider of superior quality organizational & HR development solutions in the Asia Pacific for national and regional building. ITD Group’s headquarters for global research and development is based in Singapore and its administrative head office is established in Penang and Kuala Lumpur, Malaysia. ITD has centers spanning Malaysia, Thailand, Vietnam, Philippines and Singapore ITD Group’s six core areas of expertise include Corporate Training; Professional Competency Certification; Business Coaching and Consulting; Mega Events and Conferences; Business Education and Research and Community Service and Networks. In an increasingly globalized economy driven by knowledge, competency and innovation, ITD can be the people’s crucial source of competitive advantage due to its ability to combine expertise and experience from its core areas of expertise. This portfolio synergy allows ITD to better meet the unique development needs of individuals, corporations and the community. Over the years ITD has earned a sound reputation as a leading training, HRD and education provider having successfully produced thousands of graduates and provided organizational and HR development solutions to a large number of clients throughout the Asian region. ITD’s clients include many leading multinational and local corporations. As an international HRD award winning organisation, ITD has made its mark of excellence in the international HRD arena. It was the winner of the 2006-2007 ARTDO (Asian Regional Training and Development Organisation) International HRD award. This highly prestigious international award is presented to the most qualified organization in recognition for outstanding contribution to international HRD. ITD was also bestowed the Brand Laureate International Award for the

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Best Brand in Training, by H.E. Tun Dr. Mahathir Mohamad, Prime Minister of Malaysia for 22 years. As a clear distinction of ITD’s commitment to quality and continuous improvement, the Group has attained the ISO 9001:2008 Certification for Global Provision of Training and Development. This simply means that ITD’s quality management system is globally applicable and meets stringent international standards. Ultimately, the ITD vision is all about people. The truly shared meaning behind ITD’s torch goes beyond leadership and excellence, it’s about uplifting and bringing ‘light’ to people’s lives and helping both individuals and organizations attain their aspirations. It is about fulfilling dreams of building a better and more peaceful tomorrow. This is the ITD passion and commitment – a pledge that people can count on. For more information please go to www.itdworld.com

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ITD GROUP’S CORPORATE CLIENTS AMERICAN EMBASSY MATTEL ABBOTT LABORATORIES MAYBANK ACCENTURE MEAD JOHNSON AGILENT TECHNOLOGIES MICROSOFT AJINOMOTO MISTER DONUT AL RAHJHI BANK MOTOROLA SOLUTIONS B. BRAUN NESTLE BAO VIET NIKE BAYER ORIENTAL HOTELS BERLI JUCKER OSRAM OPTO SEMICONDUCTORS BOONRAWD BREWERY PETRON BRITISH PETROLEUM (BP) PETRO VIETNAM BUMIARMADA PHILIPPINE AIRLINES CANON ELECTRONICS PRUDENTIAL CENTRAL BANK OF MALAYSIA PT TELKOM CENTRAL BANK OF THE PHILIPPINES PTT GROUP CHIYODA PHILIPPINES READER’S DIGEST CHULALONGKORN UNIVERSITY RENESAS CIMB REUTERS CITIBANK ROCHE CPF SACOMBANK CP ALL SANOFI AVENTIS DAI ICHI SCG: THE SIAM CEMENT DAIMLER CHRYSLER SCHNEIDER ELECTRIC DKSH SHANGRI-LA HOTELS DELL COMPUTERS SHELL DHL SHERATON HOTELS ERICSSON SIEMENS FIRST SOLAR SILOAM HOSPITALS FUJITSU SIME DARBY GENERAL ELECTRIC SM SUPERMALLS GENERAL MOTORS SPH: THE STRAITS TIMES SINGAPORE GLAXOSMITHKLINE STANDARD CHARTERED BANK GRAND DORSETT HOTEL AND RESORTS STEC TECHNOLOGY GREAT EASTERN SUN POWER HEWLETT PACKARD THAI AIRWAYS INTERNATIONAL IBM BUSINESS SERVICES THAI BEVERAGE INFINEON TECHNOLOGIES THOMSON REUTERS INTEL TOYOTA MOTOR JABIL CIRCUIT TRUE CORPORATION JOHNSON AND JOHNSON UNILEVER KASIKORN BANK UNITED NATIONS MISSIONS LIKOM WESTERN DIGITAL LIPPO KARAWACHI GROUP ZHULIAN MALAYSIA AIRPORTS BERHAD

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ITD GROUP’S INTERNATIONAL NETWORK

MALAYSIA - ITD PENANG - Head Office Suite 23-A, 23rd Floor, Menara Northam, 55, Jalan Sultan Ahmad Shah, 10050 Penang, Malaysia. Tel: +604 2283869 | Fax: +604 2286869 | E-mail: itdpg@itdworld.com MALAYSIA - ITD KUALA LUMPUR Level 3, Block D, Plaza Mont’ Kiara, 2 Jalan Kiara, Mont’ Kiara, 50480 Kuala Lumpur, Malaysia. Tel: +603 6203 3880 | Fax: +603 6203 3830 | E-mail: itdkl@itdworld.com THAILAND - INTERNATIONAL ITD LTD 128/213 20th A Floor Payatai Plaza, Phayatai Road, Tung Phayatai, Rathchathewi, 10400 Bangkok, Thailand. Tel: +662 129 3256 to 9 | Fax: +662 129 3253 | E-mail: itdbkk@itdworld.com VIETNAM - ITD VIETNAM 4th Floor, Pax Sky Building, 34 Pham Ngoc Thach, District 3, Ho Chi Minh City, Vietnam. Tel: +84-8 3825 8487 | Fax: +84-8 3825 8483 | E-mail: itdhcmc@itdworld.com PHILIPPINES - ITD CONSULTING GROUP INC 11/F Unit 1108-88 Corporate Centre, 141 Valero Street, Salcedo Village, 1227 Makati City, Philippines. Tel: +632 887 7428 | Fax: +632 844 8874 | Email: itdmanila@itdworld.com SINGAPORE - ITD INTERNATIONAL PTE LTD 7030 Ang Mo Kio Ave 5, #09-90 Northstar @ AMK, Singapore 569880. Tel: +65 6221 6770 | Fax: +65 6221 8005 | E-mail: itdsg@itdworld.com CAMBODIA – ITD-LDC (LEADERSHIP DEVELOPMENT CENTRE) #10AE1, St. 300, Sangkat BKK II, Khan Chamkarmon, Phnom Penh, Cambodia. Tel: +855 23 555 0505 | Fax: +855 23 224 598 | E-mail: training@ldcasia.com INDONESIA – ITD-GLC (GLOBAL LEADERSHIP CENTRE) Menara Citicon, 11th Floor, Suite E, Jalan.Letjen.C.Paman Kav.72, 11410 Jakarta, Indonesia. Tel: +62 21 2930 8710 | Fax: +62 21 2930 8747 | SMS: +62 811 930 4133 E-mail: info@glcworld.co.id | Website: www.glcworld.co.id

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3.0 EMPLOYMENT POLICIES 3.1 SCOPE OF APPLICATION

This Employee Handbook shall cover all employees of the organization unless stipulated in writing by the organization.

3.2 CONDITIONS OF APPOINTMENT

The following sub-sections will highlight the conditions relating to the terms and conditions relating to the appointment of employees. If at any time subsequent to the appointment of the employee, it is found that any statement contained in the application form for employment or the application letter is false or misleading; the employee in question shall be liable for instant dismissal or any other disciplinary action deemed appropriate by the company.

3.2.1 PROBATIONARY PERIOD a) All newly engaged employees shall serve a probationary period, as

stipulated in the letter of appointment. b) At any time during the probationary period, an employee’s service may

be terminated by the organization without assigning any reason whatsoever. The probationary period is a time where newly engaged employees learn about their job and become familiar with the new surroundings. Upon the completion of the probation period, the Management will evaluate the performance. Based on this evaluation, the Management may either confirm him OR terminate his employment by giving one week’s notice according to appointment letter.

3.2.2 NOTICE OF TERMINATION

Unless stated in the contract of service or letter of employment, either party to the contract of service may terminate such contract of service with the following written notice: During Probation: According to letter of appointment After confirmation: According to letter of appointment.

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Provided that either party may; instead of giving the appropriate notice, pay to the other party an equivalent sum of money as wage or salary in lieu of notice.

3.2.3 JOB ABANDONMENT If an employee fails to report to work without notifying his supervisor of his absence for two or more consecutive workdays, it will be considered job abandonment. If the employee has abandoned his job, he will be terminated and ordinarily not eligible for rehire.

3.2.4 WORKING HOURS

Working hours shall be regulated by the organization in accordance with the provision of the Employment Act. The organization may vary working hours in accordance with the requirement of the business to better serve the customers. Operating hours may differ between Centers. In this instance ITD Management’s will determine the respective Centers’ operating hours. All staff are required to record their attendance via ITD’s Intranet Attendance System.

3.2.5 PERSONAL BUSINESS

All non-job-related business must be conducted outside of your working time. Friends, relatives and others are asked not to visit the work area during working hours unless with permission.

3.2.6 TRANSFER OF RESPONSIBILITY

An employee shall be given his duties and roles upon joining the organization. Notwithstanding this, the company reserves the right to vary, alter or amend the aforementioned job duties and roles in accordance with the organization’s right to re-organize its management and business structure.

3.2.7 TRANSFER TO OTHER CENTRES

All employees are subject to transfer to any of the ITD centers within a particular country within the tenure of their employment. The employer will provide a one month’s written notice prior to the actual transfer.

3.2.8 ANNUAL AND SICK LEAVE

An employee is entitled to annual leave or sick leave in accordance with the company’s policy.

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As annual leave is computed from the date of joining the organization and any staff that joins in-between a calendar year will be entitled to pro-rata basis.

The entitlement of annual and sick leave will be based on the following criteria:

a) ANNUAL LEAVE

i) Year 1 to 5 of service — 18 days iii) Above 5 years of service — 24 days

— All annual leave applications must be submitted to and approved by the respective centre heads/CEO at least one week in advance.

— Employees should clear their annual leave, where possible

and should not carry forward more than one year’s leave to the following year. Staff may apply of leave only after confirmation.

b) SICK LEAVE

i) Without hospitalization Any confirmed employee after being certified sick by the registered medical practitioner OR government hospital, shall be entitled to paid leave in each calendar year as follows:

Year 1 and 2 of service — 15 days Year 3, 4 and 5 of service — 20 days Above Year 5 of service — 25 days

ii) With hospitalization Up to 60 consecutive days (including weekends) in each calendar year.

c) MARRIAGE LEAVE

Each employee upon confirmation of service shall be eligible to 3 working days paid leave on the occasion of the employee’s first marriage only, provided that the employee’s marriage is registered whilst he is employed by the organization.

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— Application for marriage leave shall be made in writing and forwarded to the organization for approval not less than one month in advance. — The employee’s certificate of marriage shall be produced to the Centre Head on the first day the employee returns to work.

d) COMPASSIONATE LEAVE

Every confirmed employee shall be granted paid leave not exceeding a total of 7 working days in each calendar year arising from the following circumstances: i) Death of employee’s spouse, parent or child — 3 working days per

instance ii) Death of the employee’s parents-in-law, grandparents, siblings – 3

working days per instance

iii) Any other circumstances will be subject to Management’s discretion

— The employee must produce evidence to the satisfaction to the organization in order to support this category of leave application.

— The employee should apply prior to going on leave (or inform

his superiors) for this category of leave to avoid interruption to the business.

e) MATERNITY LEAVE i) All female employees are entitled to a total of 60 days paid maternity

leave (including off days, but excluding public holidays) in any calendar year. In the event the employment law in a particular county stipulates terms which are more favorable, ITD will abide by the said terms accordingly.

ii) A female employee applying for maternity leave shall support her

application with a certificate from a registered medical practitioner OR a government maternity clinic.

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iii) If on the expiry of maternity leave the employee is certified as being medically unfit for duty, her absence shall be treated as normal sick leave in accordance to clause 3.2.9(b)

iv) A female employee who has been granted maternity leave and who

fails to resume employment on expiry of the maternity leave shall be deemed to have terminated her employment with the organization.

f) PATERNITY LEAVE ITD believes that the role and support of the fathers is crucial during childbirth. In order to encourage this, a two (2) day paid paternity leave is given for those fathers-to-be. However, the validity of such leave must be shown in accordance to the guidelines below:

i) This is applicable only for the occasion of childbearing by the first legal wife

ii) Maternity document must be submitted for verification

g) NO PAY LEAVE

i) It is not ITD’s policy to grant no pay leave to employees.

ii) However, in special circumstances, such as for medical reasons, pilgrimage and other circumstances as may be deemed appropriate, no pay leave may be considered for Management’s approval.

iii) Employees granted such leave must resume work on the first

scheduled workday following the expiration date of the leave. If the employee does not return to work within 2 working days after the specified date, he shall be deemed to have terminated his service.

iv) Approval for such no pay leave is at the organization’s discretion

and shall be considered on a case to case basis, taking into consideration the business exigencies and the special circumstances of each case.

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h) PUBLIC HOLIDAYS

i) ITD observes all the national holidays as well as the gazetted public holidays according to the respective state where the center is located.

ii) Where a public holiday in question falls on a rest day, the

following working day shall be deemed as a replacement holiday. 3.3 PROMOTION

i) The promotion of an employee shall be at the sole discretion of ITD, where necessary, and it shall be based on the merits of each case.

ii) A promoted employee may be required to serve probation of three to six

months before the employee is confirmed in the higher position. However, the decision as to whether or not a promoted employee is required to undergo a probation period solely rests within the Management.

iii) Whenever it is decided that the promotion is not to be confirmed, the

employee shall be restored to his former position OR be given another job compatible to his capability and shall be paid the same salary that he last drew.

3.4 TEMPORARY LAYOFF

In the event of slow-down and a temporary lack of work due to adverse business conditions, lack of reserves, acts of God or government impositions, the organization may request any of its employees to clear its annual leave or to take unpaid leave as a temporary measure to manage the slow-down.

3.5 RETIREMENT

i) The retirement age for all employees shall be upon reaching the age of 60 years of age.

ii) An employee who has reached the stipulated retirement age may be re-

employed by the organization on a month-to-month basis.

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4.0 SAFETY POLICIES

All employees are responsible for the general safety of the organization. Whenever you note something that appears to be a hazard, it is your responsibility to inform your ITD Management about the nature of the probable hazard. It is the responsibility of ITD Management to make the necessary arrangements to ensure that proper steps and actions are taken to mitigate the risks posed.

5.0 SECURITY

It is the duty of employees to play a role in securing the organization’s property and premises and to ensure the safe-keeping of all documents/diskettes as well as that of any unused organization equipment (computers, telephones, facsimile machines, copier, etc.).

6.0 USE OF ORGANIZATION’S PREMISES /EQUIPMENT

i) The organization’s premises and equipment shall be used solely for the purpose

of work connected to the organization’s business only. Any employee who wishes to use the organization’s premises for any other purpose such as rallies or meetings or any other matter unrelated to organization’s business must first obtain the prior permission of the Management.

ii) If any employee wishes to remain at the office after office hours, he is to inform

his superior as to the approximate length of time he will be remaining in the office.

iii) The organization’s notice boards are to be used for official notice only. Any

employee who desires to put up a notice or poster on the organization’s notice board other than for official purpose must obtain prior official permission from the management.

7.0 CONFIDENTIALITY OF INFORMATION

During the course of employment in ITD, employees will be handling confidential information which include records regarding staff, students, lecturers, members, competitors, suppliers, professional bodies, universities, prospective participants who have enquired regarding ITD courses, documents or letters from any government bodies, accounts and financial records. All employees are to maintain strict confidentiality of such information and prevent any unauthorized party from having access to such information.

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8.0 CONFLICT OF INTEREST

An employee shall not be allowed to be involved actively or otherwise in any business activities not pertaining to ITD affairs whether directly or indirectly during the term of office.

9.0 ORGANIZATION’S PROPERTY

i) All organization’s property entrusted to employees must be returned to the organization prior to the termination of contract of service. In the event of the employee failing to do so, the organization may recover the cost of the unreturned property from the pay of the aforementioned employee.

ii) Any employee found guilty of vandalism or damage to organization property

shall be liable to pay for the damages incurred. iii) Any employee who has not returned organization property to the organization

OR engages in vandalism or damage to organization property shall further be liable for prosecution.

10.0 ANNUAL INCREMENT

i) The date of increment for all confirmed employees in respect of employees’ contract of service or letter of appointment shall be carried out once a year; subject to Management’s discretion.

ii) The organization reserves the right to freeze any increment of salary at its

discretion. iii) The increment shall be granted based on the employee’s work performance,

merit and overall financial performance of the organization. The increment amount may therefore vary from employee to employee and shall be made at the Management’s discretion.

11.0 BONUS AND OTHER INCENTIVE SCHEMES

i) Any payment of annual bonus or other incentive schemes are at the sole discretion of the management and is dependent on the individual’s performance and the overall performance of the organization.

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12.0 ADDITIONAL BENEFITS

The following are additional benefits that are applicable for employees who have been confirmed and the benefits may be varied from time to time; subject to the sole discretion of the Management. Please refer to Appendix 3 for further information.

12.1 SPONSORED COURSES (Subject to Terms and Conditions)

A confirmed employee is entitled to apply for sponsorship in any of the existing programs conducted by ITD, subject to having performed satisfactorily and has met the criteria set by Management. The terms and conditions of any sponsorship are subject to the Management’s consideration and approval. Any sponsorship for graduation trip and salary increment will be decided at the sole discretion of the Management.

12.2 SUBSISTENCE ALLOWANCE - OUTSTATION AND OVERSEAS

This is to cover the meal allowance and other subsistence expenses relating to outstation or overseas trips. This is payable to any employee who is required to perform his duties or tasks, outside of his normal office location. An employee is entitled to this allowance based on the number of nights that he is based away either for an outstation or overseas trip. The rates and other details are as per the subsistence allowance forms; and subject to changes at Management’s discretion. Please refer to Appendix 1 & 3 for the relevant forms, rates and details relating to this benefit.

12.3 MILEAGE CLAIM AND TOLL CHARGES

Employees will be entitled to claim mileage and related toll expenses, if he is assigned to perform any company duties. The rates are as per the Mileage claim forms and is subject to changes at the Management’s discretion. Please refer to Appendix 2 & 3 for the relevant rates and details relating to this benefit.

12.4 MEDICAL TREATMENT

The company will reimburse for medical treatment and medicine for visits to registered clinics and hospital up to a maximum amount per visit as stipulated in Appendix 3. The company reserves the right not to reimburse for any payment under the following circumstances:

i) Self-inflicted injuries or sickness ii) Pregnancy, delivery of child, miscarriage or related expenses iii) Mental disease or disorder that has been confirmed by a medical

practitioner iv) For purchase of any medical devices

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12.5 DENTAL & OPTICAL ALLOWANCE The company will provide a one-time yearly allowance as stipulated in Appendix 4. This amount will be given at the beginning of each new calendar year for each employee to cover expenses relating to dental treatment. This is only applicable to confirmed employees.

13.0 CODE OF CONDUCT

i) It is expected that all employees shall conduct themselves at all times in a manner which brings credit to themselves and the organization. To that effect, all employees shall follow and maintain the organization’s code of conduct at all times.

ii) The term ‘misconduct’ shall be deemed to mean and include the following minor

and gross acts of misconduct; 13.1 MINOR MISCONDUCT

The following acts or conduct shall be treated as minor misconduct but the list is not exhaustive and may be amended from time to time. Employees so involved are liable to receive warning or in the case of repeated misconduct suspension without pay up to the maximum of 3 working days.

a) Absence without official leave or leaving office during work hours for non work related matters without prior approval. b) Failure to record attendance using Intranet Attendance Punch-In

System c) Careless or negligent work. d) Tardiness, laziness, inefficiency or loitering during or after office

hours. e) Attempting to obtain leave by false pretenses. f) Failure to observe safety and health regulations in circumstances

not amounting to gross misconduct. g) Not keeping the workplace clean and tidy. h) Eating in organization premises except in the approved area. i) Not taking care of organization property. j) Quarreling in organization premises.

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k) Committing a nuisance in organization premises. l) Surfing the internet for personal purpose without prior

permission. m) Excessive usage of telephone for personal purposes

13.2 GROSS MISCONDUCT

The following acts or conduct shall be treated as gross misconduct for which an employee is liable to receive a warning, suspension without pay for up to one week, demotion to a lower position or termination/dismissal.

a) Continuous absence from work for more than 2 days without leave or reasonable excuse of without informing or attempting to provide the organization with a reasonable excuse for such absence.

b) Willful insubordination or refusal to carry out a reasonable and lawful

instruction of a superior.

c) Refusal to work. d) Gross negligence at work.

e) Willful slowing down in performance at work.

f) Sleeping on the job without due justifications

g) Failure to resume employment without cause on expiry of Maternity

Leave.

h) Working for another employer whilst on Maternity Leave.

i) Any false declaration or misrepresentation regarding personal particulars.

j) Falsification or improper alteration of organization records.

k) Organizing, holding, attending or taking part in any meeting within

organization premises which is not in connection with the organization’s business without prior permission from the organization.

l) Disclosure or misuse of organization’s confidential information.

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m) Committing any act of rebellion contrary to good discipline in the organization.

n) Failure to observe safety practices in circumstances that will cause

injury to any other person or damage to organization property.

o) Smoking in prohibited areas of organization premises.

p) Theft or dishonesty.

q) Fighting, whether provoked or otherwise.

r) Conduct which is likely to endanger the safety of another person.

s) Drunkenness, intoxication, being in possession of alcoholic drinks, disorderly conduct, indecent behaviour, intimidation, coercing or interfering with the work of other employees whilst in organization premises.

t) Gambling in organization premises. u) Willful or negligent action resulting in damage to organization

property.

v) Conviction by any court of law for a criminal offense.

w) Committing any act which is detrimental to the organization’s good image or interest or any act that is against the law of the country.

x) Possession of any lethal weapon in organization premises.

y) Sexual harassment

z) Viewing of pornographic material within organization premises.

Any other misconduct not mentioned above as may be determined by the organization from time to time or inciting, influencing or aiding another employee to commit any of the above gross misconduct. The organization shall maintain a record of misconduct in respect of which an employee is warned or suspended. The repeated commission of minor misconduct will result in subsequent misconduct being treated as gross misconduct.

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14.0 PROGRESSIVE CORRECTIVE ACTION

The progressive corrective action procedure is designed to identify and correct problems that may offset employee work performance OR the overall performance of a department within the organization. This process provides the employee and his superior with an opportunity to talk about specific problems, to determine when and how these problems can be corrected and to agree to set goals and follow-up dates. Progressive Corrective Action refers to these steps:

Step 1 — Counseling and/or verbal warning; Step 2 — 1st written warning; Step 3 — 2nd written warning; Step 4 — 3rd written warning; Step 5 — Discharge/Termination

Note: The above are to be used as a guide. It is the management’s prerogative to decide on the penalties for each misconduct according to the degree of its seriousness taking into consideration various aspects and circumstances of each case.

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APPENDIX 1

ITD WORLD Sdn Bhd Overnight Subsistence Claim Form

Name: Centre:

Program: Client:

Travel Destination:

Accommodation Address:

Duration (days): Dates:

Daily allowance (RM): Total allowance (RM):

MISCELLANEOUS CLAIMABLE EXPENSES (please provide details & documentation)

Item Amount (RM)

CLAIMS TOTAL

GUIDELINES 1) Claims are allowed only for official work purposes and provided that approval for travel has been granted.

2) Overnight subsistence allowance is meant to cover additional cost for meals and other miscellaneous personal

expenses in the course of outstation or overseas travel.

3) This allowance is not meant for anyone to make a profit from travelling.

4) The cost of approved accommodation will be provided by ITD. In cases where the employee pays for the

approved accommodation, claims may be made.

5) Claims may be made for transport or other approved expenses. However, meals and other personal expenses

are not claimable.

6) The claimable rate shall be RM50.00 per day or equivalent for travel to or within Malaysia, Thailand, Vietnam,

Philippines and SGD 50.00 for Singapore. The claimable rate for other countries shall be determined from time

to time by ITD Management.

Employee’s signature: ______________________________________ Date: _________________ Centre Head approval: ______________________________________

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APPENDIX 2: MILEAGE CLAIM AND TOLL CHARGES FORM

INSTITUTE OF TRAINING AND DEVELOPMENT MILEAGE CLAIM FOR THE MONTH OF:

NAME : CENTER :

Date Destination Distance

(km) Amount

(RM) Purpose of the Trip

Vehicle Type

Others Amount

(RM)

Total Amount

(RM)

Total amount to claim

1. Mileage claims enticement: a) Cars – RM0.60 per km. b) Motor bikes – RM0.40 per km. c) Taxi, Bus & Others – as per bill or cash voucher attached. 2. Mileage claims must be submitted every month. 3. All additional claims i.e. Toll and parking charges must be specified in the “others” column. Please attach original receipts or bills together with this form before submitting for approval. 4. Indicate the type of vehicle used for every trip with the following legend: C – Car ; M – Motorbike ; T – Taxi ; B – Bus ; O – Others (Please specify) 5. Mileage claims are only meant for official work purposes and must be authorized by Centre heads. 6. Mileage claims should not include the passage from residence to work and vice versa

Confirmed by Centre Head:

(Revised on Aug 4, 2016)