Employees are required to comply with the Code of Conduct (“Code”) as may be determined from time to time, which consists of the matters stated below and such other additional disciplinary matters, prohibitions, duties or procedure. Such Code may be modified, added to, substituted for or otherwise amended from time to time as the Company deems fit.
Employees shall observe and abide by the following:-
- To comply and observe all statutory laws and regulations, and the Company’s established rules, regulations and procedures at all times.
- To inculcate good values and display desirable and positive work behavior at all times.
- On all occasions discharge his duties and responsibilities with high standard of professionalism, dedication, honesty and integrity, goodwill and courtesy, and display high sense of proactiveness, cooperativeness, innovativeness and public accountability.
2. GENERAL MISCONDUCT
Employees shall not commit any of the following examples of offence:-
- Absent without leave for more than two (2) days without reasonable excuse;
- Persistently late to work;
- Leave work place repeatedly during working hours without permission;
- Careless damage of Company’s property on a small scale;
- Willful defacing, abusing or destruction of Company or fellow employee’s property;
- Quarrelsome at work place;
- Removal or defacement of notices, circulars or documents put up on Company’s notice boards;
- Distributions of unauthorized, subversive notices, pamphlets etc., within the Company’s premises;
- Failure to wear uniform, shoes, etc. provided by the Company at work;
- Failure to follow safety procedures, signs and instructions;
- Failure to furnish information;
- Loitering within the Company’s premises during working hours and after working hours;
- Obstructing other employees from carrying out their work;
- Smoking within Company’s premises where smoking is prohibited;
- Pretend to be ill in order to escape work or attend training;
- Scanning/punching punch-card/employee card for another employee;
- Unlicensed money-lending;
- Willful insubordination or disobedience of any lawful and reasonable order of his superior;
- Violence, abusing or assaulting other employees, supervisors or visitors within the Company;
- Willful slowing down in work performance and or inciting other employees to do so;
- Conduct any manner which can reasonably be construed as being irresponsible causing lacking efficiency to the Company;
- Participating, abetting, inciting or instigating an illegal strike or any other act in furtherance thereof;
- Theft or misappropriation of Company’s money or property;
- Fraud, dishonesty or falsification in connection with the business or property of the Company ;
- Medical claim for dependents;
- Accepting or receiving bribes or any illegal gratification in cash or kind;
- Stealing from other employees;
- Removing from the office, without proper authority, any secret or confidential documents or files belong to the Company;
- Disclosing secret or confidential information concerning the affairs of the Company to any unauthorised party;
- Falsifying or destroying Company’s records or files or documents;
- Making any statement (whether oral or written) against the interests and goodwill of the Company;
- Acts that bring disrepute or embarrassment to the Company;
- Breach of trust or fiduciary relationship;
- Any act amounting to conflict of interests;
- Riotous or incident or immoral behavior within the Company;
- Gambling in the Company’s premises;
- Intoxicated (under the influence of alcohol or dangerous drug) while on duty;
- Sleeping while on duty;
- Improper use of tools entrusted to him;
- Willful damage to Company’s property;
- Willfully not reporting any defect of machinery or occurrences noticed which may endanger himself or any other person;
- Endangering the safety of other employees within the Company’s premises;
- Possess lethal weapon or acting violently, riotously or in a manner likely to endanger the life and safety of any person within the premises of the Company;
- Excessive alteration or defacing Company uniforms in any way without authorisation;
- Driving Company vehicle without authorisation or using them for any unauthorised purposes;
- Holding unauthorised meeting or illegal gathering within Company’s premises;
- Misrepresented information, at the time of employment, as to age, qualifications, previous experiences, conviction in a court of law, or dismissal by a previous employer;
- Being convicted of any criminal offences;
- Abetment of or attempt to commit any of the above acts of misconducts; and
- Usage of cell phone during working hours without permission.
3. SPECIAL PROHIBITION AND REQUIREMENTS
In addition to the above misconducts, employees shall not:-
- Engage in any outside employment or conduct own business without the consent of the Company;
- Make any public statement, orally or in writing on the policies or decisions of the Company except with the written permission of the Company; and
- Organise or participate in political activities within the Company’s premises.
- Trade secrets and marketing strategy account for the Company’s success. Revealing such confidential information means the loss of the Company’s competitive edge, which can affect the job security of all employees.
- The Company works on many projects that must be kept confidential. If an employee is entrusted with confidential information of any nature, it is important that this is not discussed outside of the Company.
5. PERSONAL COMPUTER POLICY
Copying of software programs or the use of illegal software is strictly prohibited. No employee should bring in or take out external storage device.
6. DRESS CODE
- All employees upon confirmation will be given uniform and are expected to put on the full set of uniform during working hours.
- All employees under probationary period and have not been given uniform are expected to be properly attired for work during the work week. Shorts, slippers and sandals are not allowed unless medically necessary.
7. PERSONAL DATA
All employees are required to provide the Company with the true and accurate information as well as to notify any changes of status, of the following:-
- Home address;
- Contact telephone number;
- Latest education attained;
- Marital status;
- Birth/death in immediate family;
- Information of spouse and next of kin; and
- Any other information as required by the Company from time to time.
8. DISCIPLINARY ACTION
Objectives of disciplinary action are:-
- To ensure the productivity of the Company and its continuous progress in the high level of integrity, professionalism through good discipline;
- To ensure employees set a high standard of discipline and obey the rules and regulations, rather than to have discipline enforced upon them;
- To ensure disciplinary issues at the lowest level;
- To ensure employees to regain positive attitudes towards the job, their superiors and the Company, as well as to acquire a will to improve;
- To ensure employees that a repetition of the misconduct or poor performance could result in a more serious disciplinary action;
- To ensure whole disciplinary matters through natural justice; and
- To ensure poor performers to achieve the expected performance standard expected from them within a stipulated time period set by their superior.
The disciplinary action taken aims at correction rather than punishment.
The scope of the disciplinary procedures applies to all level. It is the responsibility of all managers, head of departments and supervisors at every department to manage their employees discipline and performance matters as per Company’s prescribed standard and steps.
Disciplinary action will only be taken in the light of good reason and clear evidence.
The disciplinary code and procedures are applicable to all levels of employees in the Company.
It is the responsibility of all managers and supervisors to ensure that their supervisees do not breach any disciplinary rule, and adhere to present Code of Conduct, whether written or implied. Any such breach should be immediately informed to the Head of Department or Human Resource Department (“HR”).
Action on all misconducts shall be taken within three (3) working days after reported or detected by department concerned. For serious case, action shall be taken within twenty four (24) hours. HR will provide advisory upon request to all departments regarding the disciplinary procedures.
Misconduct can be defined as:-
An act or omission by a staff which is inconsistent with the expressed or implied terms and conditions of employment.
- An Act which is something done by staff which he should not have done e.g. falsifying a medical chit.
- Omission which is something the staff must do, but failed to do so e.g. fail to exercise care in doing the work.
Terms and conditions of employment include but not only the contractual and written terms and conditions but also those terms which are understood and applied in practice or habitually or by common consent without being incorporated into the contract of service.
Where misconduct constitutes a criminal offence, e.g. theft of Company Property, the employee will be subjected to both disciplinary action and criminal sanction.
Punishment will be commensurate to the gravity of the offence and there is no compulsion on the Management to follow a progressive punishment pattern.
Aggrieved employees may appeal to the Executive Director who may set aside, alter or decrease the penalties imposed as per Company’s grievance procedure. An employee may continue to work in the premises whilst appealing against the disciplinary action except when appealing against dismissals or on suspension period. This must be made from outside the premises.
Normal warnings and other stern disciplinary measures will affect annual reviews and promotions throughout the entire duration of the employee’s service with the Company.
All employees shall give their full co-operation in any disciplinary investigations, provide statement of being witness or support the officers concerned in performing their investigations. Staff at departments concerned shall keep all disciplinary documents in proper and filing. He or she will furnish the investigating officer with the document whenever necessary.
9. SAFETY AND SECURITY
The Company places high emphasis on accident prevention. The Company also strives to create a safe working environment for its people. However, it is the duty of all employees to observe safety instructions and regulations at all times.
Personal Protective Equipment
Ideally, all operations are made safe. However, when this is not completely possible, protective equipment must be used. Employees are required to wear any of the following protective equipment while performing jobs:-
- Appropriate types of protective gloves
- Safety shoes
- Ear plugs
- Eye goggles
- Breathing apparatus
- Safety helmet
Any failure to comply with the above would subject the employee to disciplinary actions.
Employees shall report conditions and operations considered unsafe. The first aid box is made available at all departments.
Smoke Free Environment
Smoking in the factory other than in designated smoking areas, is strictly prohibited. All employees are required to observe this rule elsewhere in the premises wherever smoking is prohibited.
All visitors to the factory must be directed to the security where they will be issued visitor’s pass and tag. The tag must be worn at all times within the Company’s premises and returned to the security before leaving the Company’s premises. To enhance the professional image of the Company, no visitors are to be left unattended loitering in the office/factory.
In order to enhance the professional image of the Company, the Reception Area must be kept clean and tidy at all times. Employees are prohibited from gathering at the Reception Area.
The security guards have the authority to check employees entering and leaving the Company’s premises and any refusal on the employees part to be checked when required, may be construed as an admission of the employee’s guilt and may subject the employees to appropriate disciplinary action in accordance with Company’s policy. If the employee has a problem, contact the Human Resource Department.
It is the responsibility of all employees to keep control and maintain all Company’s property in good conditions. Approval must be obtained before any equipment is moved out from the Company’s premises. All employees should take good care of all Company’s property. This is not limited to items/equipment which are issued to them personally but also to other items/equipment which are provided for usage of all employees. All Company’s property must be returned upon cessation of employment.
Leaving the Office
Officers who have been assigned the office’s keys are required to lock the office doors before leaving the office each day. Any officer who leaves the office last, must ensure that the back fire exit door is latched.
Accidents and Reporting
All accidents must be reported immediately to immediate superior and Human Resource Department to process the various Government and Company’s reports.
An employee is expected to work in every working hour of every working day, including agreed overtime during Sundays and Public Holidays unless he is on some form of authorised leave.
Absence from work is considered job abandonment only when all the following conditions are fulfilled:-
- Absent for more than two (2) consecutive days or breach of employment contract;
- No permission or approved leave;
- No reasonable excuse;
- Did not attempt to inform the immediate superior of the failure to turn up for work;
- Leaving workplace or the Company premise without authorised personnel permission; and
- Missing from workplace for unacceptable period.
Employees who are alleged to have abandoned their job will be given an opportunity to explain their absence. If their explanation is acceptable, no further action shall be taken or else they will be issued a letter confirming their abandonment of their job.