hr policies employee handbook - fortune travelhb.fortunetravel.com.sg/hr policies employee handbook...

Official Version – July/August 2017

FORTUNE TRAVEL PTE LTD

HR Policies

Employee Handbook

HR Policies Employee Handbook

2

C:\d_fax\HR Policies Employee Handbook (FT_Official) (3) - 25Jul17.doc


CONTENTS

FOREWORD ……………………………………………………………………….. 4

SECTION 1: CONDITIONS OF EMPLOYMENT ………………………………. 5

1.1 Hours of Work ……………………………………………………………. 5 1.2 Probation ………………………………………………………………….. 5 1.3 Annual Performance Appraisal …………………………………………… 6 1.4 Promotion ………………………………………………………………… 6 1.5 Transfer …………………………………………………………………… 6 1.6 Retirement ………………………………………………………………… 7 1.7 Resignation/ Termination..………………………………………………… 7

1.8 Offer of Re-Employment to Retirees ……………………………………… 8 8

SECTION 2: REMUNERATION ………………………..…………………………. 9

2.1 Salary Administration………………………………………………………. 9 2.2 Annual Wage Supplement (AWS) …………………………………………. 9 2.3 Variable Performance Bonus ………………………………………………. 10 2.4 Retrenchment Benefits ……………………………………………………... 10

SECTION 3: MEDICAL BENEFITS & INSURANCE PLAN ……………………. 11

3.1 Out-patient Medical Benefits ………………………………………………. 11 3.2 In-patient Medical Benefits ………………………………………………… 11 3.3 Group Personal Accident …………………………………………………… 11 3.4 Work Injury Compensation Insurance ……………………………………… 12

SECTION 4: PAID LEAVE AND PUBLIC HOLIDAYS …….……………………. 12

4.1 Public Holidays ………………..……………………………………………. 12 4.2 Annual Leave ……………………………………………………………….. 12 4.3 Sick Leave ………………………………………………………….….......... 13 4.4 Compassionate Leave ……………………………………………………...... 14 4.5 Military Leave ………………………………………………………………. 14 4.6 Marriage Leave ……………………………………………………………... 14 4.7 Maternity Leave …………………………………………………………….. 14 4.8 Paternity Leave …………………………..…………………………………. 15 4.9 Childcare Leave …………………………..………………………………… 15 4.10 Extended Childcare Leave………………………….…………………….... 15 4.11 Adoption Leave……………………………………………………………. 16 4.12 Infant Care Leave……………………………………….…………………. 16 4.13 Shared Parental Leave………………………………….…………………. 16 4.14 Long Term Illness Leave……………….…………………………………. 16


3



SECTION 5: SAFETY & SECURITY …….…………………………………………. 17

5.1 Safety & Housekeeping …….…..……………………………………………. 17

SECTION 6: EMPLOYEE WELFARE …….………………………………………. 17

6.1 Gift of Joy/Condolence Gift …..……………………………………………. 17 6.2 Long Service Award ………………………………………………………... 18 SECTION 7: TRAINING & DEVELOPMENT………………………………………. 18

7.1 Employee Training & Development ….……………………………………. 18 SECTION 8: EMPLOYEE CODE OF ETHICAL BEHAVIOUR …………………. 18

8.1 Code of Conduct ……………….……………………………………………. 18 8.2 Confidentiality of Information ……………………………………………… 21 8.3 Dress Code ………………………………………………………………….. 21 8.4 Grievance Procedure ………………………………………………………… 21 8.5 Involvement in Additional Employment ………………………………….... 22 8.6 Sexual Harassment ………………………………………………………….. 22 8.7 Absenteeism and Tardiness …………………………………………………. 23 8.8 Use and Abuse of Email Systems …………………………………………… 23

PENALTY FOR VIOLATION 24


4



FOREWORD

In pursuit of excellence for our employees and to meet their expectations, the Company has gone through great effort to compile into one easy-to-use Manual containing the various guidelines pertaining to our human resource policies and procedures. Also made transparent are the work rules and regulations to ensure teamwork and to minimise inconveniences to others. A summary only of key ones are contained in the HR Policies Employee Handbook. It must be reiterated that the HR Policies Employee Handbook summarises the content as contained in our Human Resource Policies and Procedures Manual. In case of any disagreement regarding interpretation arising, that expressed in the Manual shall be deemed as correct and final. All employee fringe benefits provided in kind, quantity and description are management prerogatives (except those provided by law). The Company has the right to replace, amend or terminate any of these and the related policies, at any time it deems fit, giving employees one week’s notice on the notice board or by any means. Thereafter, employees have no further claim on the Company on the previous benefits and/or their terms and conditions. If in doubt as to the application or interpretation of any part of this Handbook, employees are encouraged to seek clarifications from their Department Head, or the HR Department. In all cases where a misunderstanding on any matter in this Handbook should arise, management’s interpretation through the Chief Executive Officer and/or Managing Director shall be final and conclusive.

.

Ng Choong Leng. Date:

Chief Executive Officer.


5



SECTION 1: CONDITIONS OF EMPLOYMENT 1.1 Hours of Work

Currently, the Company has these work schedules:

Office Work Hours: Working Hours : 9.00am to 6.00pm (with one hour for lunch from 1.00pm to 2.00pm) Working Day : Monday to Friday

There will be times when employees have to work beyond these work hours and time ranges due to various reasons and we trust that we can count on your co-operation. From time to time, the Company reviews and sets the work hours to suit business conditions and situations.

The employee’s work schedule will be communicated to the employee upon the commencement of his/her employment or when there is a change to his/her job scope and/or position.

The Company reserves the right to amend the work hours or delegate employees on alternative/irregular work hours as the Company determines from time to time. Prior notice shall be given for such arrangements.

1.2 Probation

Every new employee shall, on his first appointment serve a probationary period of 3 months. The actual period will be stated in the Letter of Employment. Nearing the end, the probation may be extended by another 3 months, if necessary. In such an event, the employee shall be informed, in writing, at least one week before the expiry of the first probationary period. During the probation, the new employee is given every possible help to settle down to his job. On completion of the probationary period, the employee will be advised, in writing, by his Department Head if he had been confirmed in the employment of the Company.

On confirmation, the employee's probationary period shall form a part of his total length of service with the Company.


6



1.3 Annual Performance Appraisal

Every employee should receive regular and timely, feedback about his work performance from his superior. This helps employees keep themselves on the right track and respond to their concern to know how they are doing and where they are going in their careers and be immediately recognised for good performance and receive assistance in areas needing improvements.

The objectives of our formal performance evaluation are:

a. to improve employee performance in the job now held - with emphasis on a plan for future action, not just an examination of the past;

b. to develop the employee – so that the Company will have people qualified to

step into higher positions, and so that the individual who wishes to advance is helped to become eligible; and

c. to offer a formal opportunity to the employee to add his own inputs to the

design of his job, and to commit himself to his own plan for improvement, development or other work plans for the next evaluation period

1.4 Promotion

A promotion is upgrading to a job of higher responsibility. It is the Company’s policy to train and develop its employees from within the Company to rise from lower level positions to positions of higher responsibility. The Company would like to see that all its employees have a career in the Company, but the employees must also help themselves by developing a better work attitude and by learning more about their work and improving. In a promotion exercise, the management will amongst other things, consider the following: a. availability of a vacancy, creation of a post, upgrading, etc. b. experience c. seniority d. competency e. performance record f. education and training g. behaviour When a vacancy arises within the Company, deserving employees with the relevant experience, training, talent and attitude will be considered for promotion.

1.5 Transfer

A transfer is mobilisation of a staff from one job position to another within the same department, from one section to another or from one geographical location to another.


7



The company reserves the right to transfer an employee from one job to another and/or from one geographical location to another. Such transfer may be to any other country and may not be limited to within Singapore. Such transfer may also be temporary or indefinitely. A transfer does not necessitate a change in basic salary and benefits status, unless appropriate and to the benefit of the transferee.

1.6 Retirement

The age of retirement is in accordance with the Singapore Retirement and Re-employment Act. Currently, it is set at 62 years old, if you are a Singapore Citizen or Singapore Permanent Resident and having joined the Company before you turned 55 years of age. Upon reaching the age of retirement, the employee shall work up to the last day of that month in which the employee turns 62, that is, calculated from the date of birth as documented in the employee's identity card or passport. In the event that re-hire of the retiree is in order, he will enter into a new contract of service with the Company under separate terms and conditions of employment on a personal to holder basis, in accordance with the Company’s policy on the Offer of Employment to Retirees.

1.7 Resignation/Termination

Resignation refers to the voluntary cessation of service, with written notice, initiated by the employee, while termination refers to the cessation of service initiated by the Company, with written notice.

Written notice shall be by hardcopy, hand-delivered personally or an authorised third party person during office hours and work day. Communication by electronic or other means such as e-mail, SMS, etc. shall not be valid.

Termination of the contract of service between the Company and an employee can be initiated by either party. Such notice must be in writing. The period of notice shall be:

a. During Probation 2 weeks b. After Confirmation 1 month

In the event that the notice period is not to be serviced or if notice has already been given, without waiting for the expiry of that notice, pay in lieu of such notice would be in order

An employee shall be deemed to have terminated his employment with the Company if he has been continuously absent from work for more than two work days;

a. without prior approval of the Company or without a reasonable excuse; or b. without informing the Company the excuse for such absence.


8



In such a case, the employee shall pay to the Company pay in lieu of notice at the gross rate of pay per day of notice. Any employee on overseas assignment shall not resign or be terminated until he is back in Singapore. A resignation or termination notice is effective only when served in Singapore. Dismissal refers to instant cessation of employment without rights to compensation or benefits or notice. In the interest of all employees, an errant employee may be dismissed without notice based on the grounds of misconduct inconsistent with the fulfilment of the expressed or implied conditions of employment; except that instead of dismissing the employee, the Company may:

a. warn the employee; or b. instantly down-grade the employee; or c. instantly suspend the employee from work without pay for a period not

exceeding 1 week.

Employees who are dismissed will have their accrued annual leave forfeited. They are also not entitled for any portion of the annual wage supplement or Bonus for that year.

1.8 Offer of Re-Employment to Retirees

Our Company offers re-employment to eligible employees from age 62 to 67 to continue employment. It is our objective to retain talent for as long as practicable to our Company and our Employees, regardless of age. Such employees must always meet the following conditions: a. Employee is a Singapore Citizen or Singapore Permanent resident b. Have served the Company for at least 3 years before turning 62 c. Have satisfactory work performance, as assessed by the Company d. Are medically fit to continue working e. Are born on or after 1 July 1952 Employee, eligible for re-employment will be offered re-employment in one of the following job arrangements:

a. Re-employed in the same job; or b. Re-employed with modifications to the existing job or redeployed to a

different job; or c. Re-employed on flexible work arrangements, such as part-time, job sharing,

and such like.

The duration of the re-employment contract shall be mutually agreed between Employee and Company, but reviewable annually.

All terms and conditions shall be mutually agreed between Employee and Company.


9



SECTION 2: REMUNERATION

2.1 Salary Administration

The Company believes that the salary it pays its employees should be market competitive, and that its salary programme should be based on the principle of merit, with salaries administered on a consistent and equitable basis. In order to meet its salary objective, the Company’s salary policy is to pay employees according to their relative job performance and achievement of results.

Staff shall receive their salary on the 26th of the next month. If 26th falls on a Saturday, Sunday or Public Holiday, the salaries will be payable on the preceding official work day. The salary will be credited to the employee’s bank account. The starting salary of an employee should commensurate with his qualifications and experience at the point of joining the company, thereafter, his performance determines his annual adjustments.

Every August/September, the Company administers the annual salary review, taking into consideration the recommendations of the National Wages Council, the Company’s performance and the employee’s performance. Where an employee qualifies for an annual increment, this will be effective from 1, July of that year.

The annual salary increment in July each year will only be applicable to confirmed employees as at 30, June of that year. Confirmed employees who have not served a full year of continuous service as at 30, June, will receive an increment to be computed based on the number of completed months of continuous service. Employees who are not confirmed as of 30, June of that year will catch the next salary review cycle. Wage matters are always confidential and an employee may not divulge information about his salary and those of other employees to others.

2.2 Annual Wage Supplement (AWS)

Only employees who are confirmed as at 31, December qualify for AWS. An employee who has worked for the Company for a full calendar year is eligible for an AWS of one month’s prevailing basic salary, as at December 31. If the employee has worked less than a year, he is eligible for only a pro-rated amount.


10



2.3 Variable Performance Bonus

The Company believes that the bonus it pays to its employees should be based on Company and/or individual performance. The quantum of the variable performance bonus payable will vary with:

a. Company’s Performance; and b. Employee’s Performance.

Confirmed employees who have worked the full year for the Company is eligible for the performance bonus. Such an employee who has worked less than one (1) year will receive a bonus payment computed based on the number of completed months of continuous service. An employee who is separated from the Company for any reason whatsoever, at the time of disbursement, shall not receive any portion of the performance bonus. He has to be on the live payroll – that is, on active employment status. The bonus payment will be credited into the employee’s bank account.

Bonus quantum is always confidential and an employee may not divulge information of his bonus payment to others.

2.4 Retrenchment Benefits

As far as possible, the company would not like to retrench its employees. But in the event of the Company carrying out retrenchment of its staff, the Company shall inform the employees in writing. Employees effected shall be paid in lieu of all earned annual leave not taken based, at the gross rate of pay for each day. Employees effected shall be paid pro-rated Annual Wage Supplement based on the number of completed months of service for the year.


11



SECTION 3: MEDICAL BENEFITS & INSURANCE PLANS

3.1 Out-patient Medical Benefits (including Dental)

An employee who has served the Company for a period of at least 3 months is eligible for out-patient medical benefits. Confirmed staff can visit any of our panel GPs with medical card issued by PRUDENTIAL ASSURANCE Co except non-panel GPs, Government Polyclinics, Overseas GPs or A&E Department (non-working hours) which will be on reimbursement basis. Staff is also entitled to Dental benefit for regular treatment (refer to policy) and be reimbursed up to S$400 per policy year.

3.2 In-patient Medical Benefits

In the unfortunate event that a confirmed employee has to be admitted to hospital, he is eligible for in-patient medical benefits. Such medical benefits entitlement shall be only as described and strictly in accordance with the terms and conditions of the Company’s Group Hospital and Surgical (GHS) Insurance Plan. The employee will have to comply with and be governed by the terms and conditions therein and there are certain limitations as it is with all insurance plans. The Company shall not be liable or responsible to the employee for anything else. The employee is to ensure that the limits set forth in the insurance policy are complied with, and any amount in excess of the limits has to be borne by the employee.

The employee disqualifies himself from this benefit, if, for any reason whatsoever, he infringes any part of this policy; or, the terms and conditions of the insurance policy.

3.3 Group Personal Accident

A confirmed employee is eligible for insurance coverage under the Company’s Group Personal Accident Insurance Plan in case of death or dismemberment by accidental bodily injury. Such benefit entitlement shall be only as described and strictly in accordance with the terms and conditions of the Company’s Group Personal Accident Insurance Plan. The Company shall not be liable or responsible to the employee for anything else. The employee is to abide and be governed by the terms and conditions of the insurance policy taken out by the Company. The insurance provides the employee a 24-hour world-wide coverage. The employee disqualifies himself from this benefit, if, for any reason whatsoever, he infringes any part of this policy; or, the terms and conditions of the insurance policy.


12



3.4 Work Injury Compensation Insurance

The Company has taken out an insurance policy to cover all its employees, in case of an industrial accident. The Company shall be guided by and liable to only the terms and conditions of the Work Injury Compensation Act (WICA).

SECTION 4: PAID LEAVE AND PUBLIC HOLIDAYS 4.1 Public Holidays

An employee is eligible for a paid holiday, at his gross rate of pay on such days gazetted by the Government, during the time that he is employed. An employee who absents himself from work on the work day immediately preceding or immediately succeeding a holiday, without the prior approval of the Department Head, shall not be entitled to any pay for that holiday and the day(s) of absence. Furthermore, he shall be subjected to disciplinary action for the day(s) he was absent. Where an employee is required to work on any holiday he shall be paid an extra’s day salary at the basic rate of pay for one day’s work, in addition to the gross rate of pay for that day. If any of the days specified in the said Schedule should fall on an off day, the Company may credit a day to the employee’s current year’s annual leave entitlement in substitution for that holiday; or, substitute another day off for that holiday, or pay the employee one day’s basic pay in lieu of that public holiday.

4.2 Annual Leave

Annual leave at the gross rate of pay, computed on the calendar year basis (i.e. January to December). The annual leave entitlement shall be as set out as below:

a. 1st, 2nd, 3rd 4th and 5th year of service – 14 work days a year b. 6th, 7th, 8th, 9th and 10th year of service – 16 work days a year

c. 11th year of service and beyond – 18 work days a year.

An employee who has served the Company for a period of not less than three months but who has not completed 12 months of continuous service in any year, shall be entitled to annual leave on a pro-rated basis, based on the number of completed months worked. Employees with less than 3 months’ service are not entitled to Annual leave. Annual leave earned is to be used up within the current 12 months. However should half day leave be taken, employee needs to complete 4-work hours either in the


13



morning or afternoon either from 9am to 1pm and / or 2pm to 6pm only, no in-between. Should employee wish to bring forward Annual Leave, they are allowed to carry forward maximum five days (no prior approval needed) but required to clear by March the following year. No further extension or approval will be allowed. Brought forward leave not utilised within that period shall be forfeited at the end of it. If upon termination of his employment, an employee has taken annual leave in excess of his entitlement, the Company shall deduct appropriate sums from the employee’s salary and/or any payments due to the employee in respect of such excess leave. Upon the termination of the employee’s employment however arising, the employee must reimburse the Company all advance annual leave granted by the Company for which, as at the date of termination, the employee was not entitled, and the Company shall deduct the equivalent amount of such leave from the employee’s salary and/or any payments due to the employee.

4.3 Sick Leave

An employee is eligible for paid sick leave provided he satisfies all 3 conditions as follow:

a. worked at least 3 months and completion of probationary period; b. obtained an approved medical certificate (MC); c. informed the company within 48 hours,

The number of days of paid sick leave depends on the employee’s service period:

No of months of service

completed

Paid Outpatient Sick

Leave (working days)

Paid Hospitalization

Leave (working days)*

3 months 5 15

4 months 8 30

5 months 11 45

6 months and above 14 60

*includes any outpatient sick leave if taken

Paid sick leave shall be granted only if the employee is examined and certified unfit for duty by the company doctor; or, a Singapore Government Medical Officer; or, a Singapore registered medical practitioner.

An employee shall not be entitled to any paid sick leave on a rest day, off day, public holiday or any other paid or unpaid leave. Furthermore, no employee shall be entitled to paid sick leave for the period during which he is receiving compensation under the Work Injury Compensation Act.


14



The work in the Department shall not be disrupted because an employee is on sick leave. To ensure this, an employee given sick leave by the doctor, should immediately inform the Company. Thus an employee who absents himself on sick leave but does not inform the Company of such sick leave within 48 hours of the commencement thereof, shall be deemed to have absent himself from work without permission and without reasonable excuse for the days on which he is so absent from work. Where an employee qualifies for paid sick leave, the Company will pay the employee his gross rate of pay for every day of such sick leave.

4.4 Compassionate Leave

Confirmed employees are entitled to compassionate leave at the basic rate of pay per day as follows:-

Three working days of compassionate leave in the event of the death of his parent, spouse, child, brother or sister, grandparent, parent-in-law.

4.5 Military Leave

The Company shall abide by the Enlistment Act as it applies to an Employer in the event an employee is called up for reservist training or any other military call-up.

4.6 Marriage Leave

A confirmed employee is eligible for a one time, two consecutive working days’ paid marriage leave on his first legal marriage; provided that his legal marriage is contracted, or, solemnized whilst he is employed by the Company. Such leave may be consumed during the time of his marriage solemnization, customary ceremony or within one year from the date of registration reflected on the marriage certificate.

4.7 Maternity Leave

In granting maternity benefits, the Company is governed by Part IX of the Employment Act (EA) and Part III of the Children Development Co-Savings Act (CDCA) which have concurrency in certain parts. Such maternity benefits become applicable where a female employee (the mother) has worked with the Company for at least 90 days before the child’s birth; and the mother complies with and/or meets the terms and conditions as set out in the relevant parts of the legislations mentioned above. The employee is to familiarize himself/herself with the relevant parts of the legislations mentioned above and to abide by them at all times.


15



A female employee who has less than 90 days service immediately preceding the day of confinement shall not be entitled to any pay during the benefit period.

4.8 Paternity Leave

Eligible employee is entitled to 2 weeks (include weekend) of paid paternity leave funded by the Government.

Working father is entitled to Government-Paid Paternity Leave (GPPL) for all births if you meet the following requirements:

a) Your child is a Singapore citizen. b) You are or had been lawfully married to the child's mother between

conception and birth. (Not applicable for adoptive fathers whose formal intent to adopt is on or after 1 January 2017.)

c) You have served your employer for a continuous period of at least 3 months before the birth of your child.

An employee who tenders his resignation or is serving his notice period, shall not be entitled to this benefit.

4.9 Childcare Leave

An employee who has served the Company for not less than 3 continuous months is eligible for paid Childcare Leave at the gross rate of pay per day, if he has one or more children (including legally adopted child and stepchild) up to 7 years of age. Total childcare leave for each eligible employee is as follows, regardless of the number of children the employee has:

Qualifying Criteria Entitlement

Per Year

An employee who fulfills the following conditions:

• His child (including adopted and stepchild) is a Singapore Citizen; and

• The child’s parents are lawfully married

6 days

An employee who does not fulfill the above conditions 2 days

4.10 Extended Childcare Leave

Working parents are eligible for two days of extended childcare leave every year provided they meet the following conditions: a) The youngest child is aged 7 to 12 years (inclusive); b) The child is Singapore Citizen; c) The parent has served the Company for a continuous period of at least 3 months.


16



4.11 Adoption Leave Adoptive mothers are eligible for four weeks of Government-paid adoption leave for mothers who have adopted a child. Such leave is to be taken within twelve months after the child is born – that is, before the child’s first birthday. For details of leave entitlement, please check with HR Department.

4.12 Infant Care Leave

An employee is eligible to six days of unpaid infant care leave if he/she is covered under the Child Development Co-Savings Act provided he/she meets the following terms and conditions: a) The child (including legally adopted children or stepchildren) is below two years

of age; b) The child is Singapore Citizen; c) The employee has served the Company for a continuous period of at least three

calendar months. 4.13 Shared Parental Leave

Working fathers are eligible to share up-to four week of shared parental leave provided the mother qualifies for Government Paid Maternity Leave.

Working fathers must meet the following criteria:

a) Child is Singapore Citizen; b) Mother qualifies for Government paid maternity leave; c) Father is lawfully married to the child’s mother.

4.14 Long Term Illness Leave

A confirmed employee is eligible for long-term illness leave if he has served the Company for not less than ten years’ of continuous service.

An employee who has been certified by the Company appointed doctor or a Singapore Government registered medical practitioner as unfit for the work he is employed, due to cancer or cardiac ailments only, shall be eligible for long-term illness leave on the following basis:

a) For the first 3 months: Leave on full basic pay b) For the next 3 months: Leave on half basic pay c) For a further 3 months: Leave without pay

When an employee qualifies for paid leave, he shall receive such payment on normal pay day.


17



In the unfortunate instance where upon completion of the long-term illness leave, the employee is certified by the Company doctor to be unfit for the work he was doing prior to going on such leave, the employee shall cease employment with the Company. An employee who tenders his resignation or is serving his notice period, shall not be entitled to this benefit.

SECTION 5: SAFETY & SECURITY 5.1 Safety & Housekeeping

It is the responsibility of the Company and all employees to ensure a safe work place for all, at all times. Anyone who does not comply with or flouts safety and good house-keeping practices will be dealt with the appropriate disciplinary action, including dismissal. In compliance with the rules and regulations of the Workplace Safety and Health Act, the Company will take every practicable step to provide and maintain a safe and healthy work environment for all employees.

SECTION 6: EMPLOYEE WELFARE 6.1 Gifts of Joy/Condolence Gift

a. Birth of a Child In the event that a confirmed employee has a legitimate child born to his wife, he is eligible for a gift of joy of $200 cash per occasion.

b. Marriage

The Company will give confirmed employees a one-time gift of $200 cash upon their first legal marriage provided that they have completed at least one year of continuous service with the Company and are confirmed in employment at the time the marriage is solemnised.

c. Condolence Gift

In the event of the death of the confirmed employee’s spouse, child, parent or parent-in-law, the Company will offer a condolence gift of $200 cash to the confirmed employee.


18



6.2 Long Service Award

The Company encourages loyalty as seen in long and dedicated service to the Company. The Company recognizes the contributions of long service employees. It therefore rewards such dedication through its long service award as follows:

Upon completion of Value of Award

5 years’ continuous service S$888.00

10 years’ continuous service 1 month’s basic salary 15 years’ continuous service 1.5 months’ basic salary 20 years’ continuous service 2 months’ basic salary 25 years’ continuous service 2.5 months’ basic salary 30 years’ continuous service 3 months’ basic salary

SECTION 7: TRAINING & DEVELOPMENT 7.1 Employee Training & Development

Every confirmed employee who works for the Company has the opportunity to be job competent and to be developed for positions of greater responsibility in the Company.

The opportunities available are in the form of:-

a. On-the-Job Training including coaching and mentoring

b. Company Sponsored Training

SECTION 8: EMPLOYEE CODE OF ETHICAL BEHAVIOUR 8.1 Code of Conduct

The following guidelines outline in broad and general terms, the basic proper behaviour and conduct expected of all employees, at work, at all times. An employee shall comply with and observe all the guidelines, directives and instructions as may be prescribed by the Company from time to time. He shall also observe normal ethical behaviour and shall conduct himself in a proper decorum when dealing with superiors, peers, fellow colleagues and others.


19



The Company may, after due inquiry, dismiss without notice an employee on grounds of misconduct.

The term "misconduct" shall be deemed to mean and include the following minor and major acts of misconduct. The lists of minor misconduct and gross misconduct are not exhaustive.

Examples of Minor Misconduct

The following acts or omissions shall be treated as Minor Misconduct for which an employee is liable to verbal or written warning. However, failure to respond to counseling could result in termination or dismissal.

a. Laziness and shirking of duties.

b. Careless or negligent work resulting is spoilt work or damaged equipment

c. Habitual absences or tardiness

d. Abuse of Company time

e. Conducting himself in a manner constituting a nuisance on the Company's

premises.

f. Leaving his place of work without sufficient cause during working hours or without permission from supervisor.

g. Failing to report for duty without reasonable cause or excuse.

h. Consistent failure to meet standards of conduct

i. Not taking proper care of the Company's property.

j. Failing to keep his place of charge clean and tidy.

k. Failure to observe safety instructions properly given in circumstances not

constituting a major misconduct.

l. Running or horseplay on company’s premises.

m. Unauthorized use of company’s equipment/ machinery/ vehicles.

n. Spitting or littering.

The Company shall maintain a record of misconduct in respect of which an employee is warned or suspended.

Examples of Gross Misconduct


20



The following acts or omission, whether alone or in combination with others, shall be treated as Gross Misconduct for which an employee is liable to dismissal. If it is decided not to dismiss the employee concerned, he may be suspended from work without pay for up to 7 days, or be demoted.

a. Gross negligence in work or in supervision of subordinates.

b. Gambling in the Company’s premises.

c. Smoking in the Company’s premises where smoking is not permitted.

d. Theft within the Company or fraud or dishonesty in connection with the

Company's business, property, or information.

e. Falsification of records

f. Obtaining or attempting to obtain leave of absence and employee benefits by false pretence.

g. Use of vulgar or abusive language on any employee or fighting and quarrelling

with any other members of the staff during work hours or in the Company’s premises.

h. Insubordination

i. Flagrant or wilful violation of safety rules

j. Uncooperative attitude

k. Breach of contract

l. Wilful or irresponsible action resulting in damage to any goods or property of

the Company, including vandalism.

m. Conduct within the Company which is likely to endanger the life and safety of any person.

n. Disclosing to any third party confidential information about the Company,

including private use of privileged information of the Company or its clients and agents.

o. Engaging in private work or trade within the Company.

p. Demanding, offering or accepting bribes or any illegal gratification of any

kind.

q. Lending or borrowing money within the Company in circumstances prejudicial to the good order and discipline of staff.

r. Possession of any lethal weapons whilst in the Company’s premises.


21



s. Consumption or peddling of illegal drugs within the company’s premises or conviction under the misuse of Drug Act 1973.

t. Wilful slowing down in performance of work.

u. Charged by any court of law for any criminal offence.

v. Conduct prejudicial against the interest or reputation of the Company.

w. Sexual harassment.

x. Sabotage – including whether intentionally or accidentally causing the loss,

disruptions, corruption, and such like abuses to Company and business and work information or that of its clients, customers, other employees, agents, subsidiaries and other third parties.

8.2 Confidentiality of Information

Every employee must ensure proper safeguard of Company confidential information and trade secrets. In the course of employment, the employee may have access to confidential information concerning the Company, its employees, its suppliers, clients, prospects, contractors, job applicants, etc. and shall use it only for the purpose it is authorized to him.

8.3 Dress Code

All employees shall be in proper office wear at all times whilst at work, to project a professional image of the Company. Your hair must be well groomed and at all times you are to practise proper body hygiene. For some of us, more so than others, is the need for a proper dress code imperative, particularly those in client servicing, marketing, sales and business development. Proper dressing shows up the confidence in you.

8.4 Grievance Procedure

A grievance here shall be defined as an employee’s dissatisfaction with work condition or management’s dissatisfaction with an employee’s work behaviour.

The Company recognizes the value and benefit of mutual discussions. In situations, where any employee feels aggrieved or in disagreement with a particular Company practice, he is encouraged to discuss such matters with the Management starting with his Head of Department.


22



An employee with a grievance should within 3 work days of it arising, raise the issue with his Head of Department, who will investigate and provide a solution or explanation to the employee within 3 work days after the grievance has been brought up. If the employee is dissatisfied with the solution/explanation by the Department Head, he can raise this issue in writing to HR Department, copied to the Chief Executive Officer/Managing Director - Operations. HR Department will talk to the parties involved and make recommendation(s) about the case to the CEO/Managing Director.

The decision of the CEO/Managing Director shall be final and conclusive.

8.5 Involvement in Additional Employment

At all times, all employees are expected to act in the best interest of the Company even to the exclusion of considerations of personal preference and private gain. If you must hold other jobs or volunteer your services in whatever circumstances they may be, such work/services must not be in conflict with your job and/or with any of the Company’s business. An employee may engage in other jobs only with the written permission of the Managing Director.

8.6 Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favours, and other verbal, visual, or physical acts of a sexual nature:

a. when submission to such conduct is made, even implicitly, a term or condition of employment or employment-related benefits or opportunities;

b. when submission to or rejection of the conduct affects employment-related

decisions; or c. when the conduct has the purpose or effect of interfering with an employee's

work performance in an unreasonable way or creates an intimidating, hostile, or offensive working environment.

Sexual harassment will not be tolerated either in the workplace or at any work-related functions. This is true irrespective of whether the harassment occurs during or outside business hours. If, after careful investigation of the circumstances surrounding a complaint of sexual harassment, any employee found to have violated this policy will be subject to disciplinary action up to and including dismissal.


23



8.7 Absenteeism and Tardiness

All employees are expected to report for work punctually everyday avoiding unnecessary absence.

8.8 Use and Abuse of E-mails Systems

All communications and information transmitted by, received from or stored in the Company’s e-mail system are company records and the property of the company. The Company may monitor employee e-mail for any reason, without the permission of any employee at any time. This includes possible monitoring of deleted files, metadata and other electronic information stored on the company’s central back-up system or otherwise available as part of its data management.

The Company’s server, computers and related hardware and software belong to the Company and not to any individual employee. These shall not be used by anyone, at any time, for any purpose whatsoever, except for that part of the Company’s business the employee is directly responsible and/or accountable for being so employed to discharge. Use of the Company’s e-mail system for any private purpose whatsoever is strictly forbidden. Any employee who installs an unlicensed software in the Company’s system shall be reported to the police for prosecution.

During work hours, an employee is discouraged and is advised to refrain from using his handphone, including WhatsApp; sending out SMS messages; resort to MSN messages and suchlike; of a private or personal nature. If it is absolutely necessary to do so, kindly seek the approval of the Head of Department.


24



PENALTY IN CONJUNCTION WITH THE ADMINISTRATION OF THESE HR POLICIES

In the provision of, or application for the employee fringe benefits provided in the various Sections and Sub-Sections of these HR Policies, there is a penalty against any employee who breaches any part of it. Should it be discovered, whether at the time an employee applies for any such benefit; or, whilst using such benefit; or, afterwards, that the employee had falsified evidence or had misrepresented facts or misinformed (whether deliberately or accidentally) in attempting to obtain or has obtained such benefit, he shall be guilty of an offence. If granted, such benefit shall be null and void immediately. Furthermore, disciplinary action, including dismissal without compensation, shall be taken against the employee. If such benefit had been used either in part or in whole; the employee shall re-pay the Company immediately and compensate the Company for all expenses it incurred to reclaim such money from the employee.

hr policies employee handbook - fortune travelhb.fortunetravel.com.sg/hr policies employee handbook...

Documents