Employee Handbook Sample Malaysia HR Forum v3
Employee Handbook Sample Malaysia HR Forum v3
Employee Handbook Sample Malaysia HR Forum v3
HANDBOOK
1.0. Introduction
2.0. Message from Chief Executive Officer/Managing Director
3.0. Vision, Mission & Values
4.0. Code of Conduct
5.0. Hiring & Off-Boarding
6.0. Leave
7.0. Work Hours
8.0. Overtime
9.0. Resignation
10.0. Business Claims & Reimbursement
11.0. Bond
12.0. Discipline & Consequence Management
13.0. Probation
14.0. Side-line Work & Owner Interest
15.0. Friday Prayer
16.0. Flexible Work Arrangement (FWA)
17.0. Anti-Bribery & Anti-Corruption
18.0. Grievance Reporting & Management
19.0. Health, Safety & Environment (HSE)
20.0. Security
21.0. Medical Treatment
22.0. Freedom of Association
23.0. Prolonged Illness Leave (PIL)
10.0. Hiring of spouse, family members and close relatives of an existing employee
10.1. Employees are free to introduce family members and close relatives to the
Company.
10.2. Hiring of a spouse, family members or close relatives is permitted, provided the
following conditions are met;
10.2.1. There is no solid-line or dotted-line reporting between the employee and
his/her spouse, family members or close relatives.
10.2.2. Both the employee and his/her spouse, family members or close
relatives are not placed in the same department unless in special
circumstances approved by the Management.
10.2.3. No potential conflict of interest arises by such hiring as determined by
the Company.
10.2.4. Such hiring is declared upfront during the hiring process and shall be
approved by the Management before a formal offer is made.
10.2.5. Not holding a job portfolio that may give rise to partiality.
10.2.6. One is not in a sensitive or confidential position.
10.2.7. If any of the last 2 of the above situations occurs after employment, then
one or both the parties concerned will be transferred out from their
posts.
10.3. Any Employee who conceals disclosure of information regarding the hiring of
his/her spouse, family members or close relatives shall be subjected to
disciplinary actions which may include dismissal if found guilty.
10.4. Should there be a future change in organization that may result in the employee
and his/her spouse, family members or close relatives being placed in the same
department, the Company reserves the right to transfer any one of the spouses,
family members or close relatives to other department or other roles. Any
employee who refuses such transfer may be deemed to be insubordinate and
subject to disciplinary actions which may include dismissal if found guilty.
Years of Services
Entitlement (Days)
More than or equivalent to Less than
0 2 8
2 5 12
Above 5 16
1.2. Employee who has not completed a full year of service as of 31 December shall
be entitled to proportionate annual leave for the employment period served.
Annual leave can be taken based on the earned basis upon commencement of
employment.
1.3. Employees must submit their leave request three (3) days in advance.
1.4. Carry Forward
a. Employees may carry forward a maximum of five (5) days unutilised
annual leave, which must be cleared by the end of the first quarter of
the following year. Any unutilised annual leave beyond that permitted
date shall be forfeited.
1.5. Resignation of Employees (all job grades)
a. Unutilised earned annual leave shall be paid and subject to relevant
statutory regulations (if any).
Years of Service
Entitlement (Days)
More than or equivalent to Less than
0 2 14
2 5 18
Above 5 22
9.2. When an employee falls sick during annual leave, the annual leave shall be
deemed to have not been taken.
9.3. When an employee falls sick during a public holiday or any other day
substituted for a public holiday, the employee shall be granted another day as
a paid holiday in substitution for such public holiday or the day substituted for
a public holiday.
9.4. Employee must immediately inform his/her department manager or supervisor
when he/she is granted sick leave by a registered medical practitioner. The
original copy of the medical certificate must be submitted to the department
manager or supervisor within forty-eight (48) hours of commencement of such
sick leave or where it is impossible, the copy of the medical certificate shall be
submitted electronically.
9.5. A copy of the sick leave certificate shall be furnished along with the leave
application form upon returning to work. Failure to submit a valid copy of the
sick leave certificate shall result in rejection of the application and the employee
shall be required to apply for annual leave or unpaid leave and shall be subject
to disciplinary actions.
1.0. All work arrangements shall comply with Employment Act 1955.
2.0. Employees shall be entitled to one (1) rest day every seven (7) days or every work
week.
3.0. The company reserves the right to revise the work hours, work days including rest
days at its discretion to meet business needs.
4.0. Should any changes to the company’s work hours or shift pattern be made, all
employees will be notified via company memo and a copy shall be posted on the
notice board.
5.0. The work patterns are as follows.
Shift Work Specify your shift hours here and break time here
Other details
a) Basic work hours of X hours per day (total 45 hours) per
week including/excluding breaks.
b) Please state the break hours here
c) If there is overtime work, please specify the overtime hours
d) Work on rest, off days and public holidays, if any, shall be
paid as per the rates stipulated in Employment Act 1955.
Office Hours Mondays – Fridays
9.00 am – 6.00 pm excluding one (1) hour lunch break.
5 days’ work
Other details
The company may extend the basic work hours to forty-five (45)
hours per week excluding breaks at its discretion and employees
shall be notified on such changes.
1.0. Eligibility
1.1 Overtime payment applies to the following employees:
a. Wages up to RM 4,000 per month.
b. Engaged in manual labour irrespective of wages.
c. Engaged in operations or maintenance of any mechanically propelled vehicle
irrespective of wages.
d. Supervising or overseeing other employees engaged in manual labour
irrespective of wages.
1.2 The overtime policy shall not apply to:
a. Non-manual workers with wages above RM 4,000 per month.
2.0. Approval
2.1. Overtime is worked at the employer’s request and is subject to the contractual
terms of employment.
2.2. Approval from the immediate superior must be obtained before overtime work
is performed.
2.3. Company may consider overtime work invalid if the overtime work performed
is not requested or approved by the Company.
4.2. The normal hours of work adopted by the company is 7 hours and 30 minutes
per day, Mondays to Saturdays.
4.3. All work done beyond normal hours of work shall be compensated at the
following rates
Overtime or work done on Rate of pay
Hours after normal hours of work
Normal Day 1.5
(Maximum of 4 hours)
Normal Hours (first 8 hours) 1.5
Off Day
Subsequent hours (next 4 hours) 1.5
Normal Hours (first 8 hours) 1.0
Rest Day
Subsequent hours (next 4 hours) 2.0
Normal Hours (first 8 hours) 2.0
Public Holiday
Subsequent hours (next 4 hours) 3.0
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9.0. Resignation
6.0. Bonus
6.1. Employee shall be entitled to any bonus/bonuses declared by the company
including contractual bonus, if any, provided the employee is still serving the
company including while serving notice at the time of the pay out of such
bonus/bonuses.
6.2. Employee shall not be entitled to any bonus/bonuses declared by the company
including contract bonus, if any, if the employee ceases to be an employee with
the company at the time of the pay out of such bonus/bonuses.
1.0. The Company shall reimburse employees for out-of-pocket or any other business-
related expenses incurred by the employee subject to conditions spelled out in this
policy.
2.0. The types of reimbursable expenses are as follows but are not limited to;
a. Travel for business purposes including local transportation (based on approved
travel mode/arrangement and approved travel entitlements)
b. Conference fees
c. Medical treatment incurred during business trips
d. Accommodations while attending meetings, conferences and other business
purposes
e. Office supplies
f. Approved software or equipment required for work
g. Professional certification/membership fees
h. Parking and toll
i. Mileage
j. Work-related outings, meals, or entertainment
k. Any other expenses approved by the company
3.0. The non-reimbursable expenses are as follows but are not limited to;
a. Lost personal property
b. Unauthorized meals/entertainment
c. Fines incurred
d. Pay-per-view TV and newspapers
e. Unofficial calls/communication charges
f. Unauthorized flight upgrades, accommodations, etc.
g. Expenses for spouses who accompany employees on business trips
h. Personal purchases
i. Expenses incurred by a spouse or other non-employee
j. Meals or entertainment during unauthorized business meetings
k. Ad-hoc expenses that have not been approved prior to it being incurred
l. Mini-bar contents
m. Visit to tourist attractions or entertainment outlets
n. Laundry unless for business travel exceeding five (5) days
o. Unauthorized gifts of any type.
p. Any expenses that are not listed in this policy and without prior approval from
immediate superior.
4.0. Employees should always seek clarification before incurring a work-related expense
where reasonably possible and needed except for routine expenses that is incurred
due to the nature of the job/tasks.
5.0. For ad-hoc expenses, prior approval from superiors shall be obtained before incurring
a work expenses. Employee shall state justification for such expense and shall be
supported by immediate superior. This will facilitate a smooth approval process upon
submission of such claims.
6.0. All expenses shall follow prescribe limits based on prevailing company
policies/guidelines/practices unless prior approval has been obtained from superior or
approving parties such as Human Resources or Finance Department.
10.0. Employees shall be required to submit all claims within seven (7) working days after
the expenses are incurred or seven (7) days upon returning to the company.
Submissions exceeding seven (7) days shall be justified and shall be subject to
approval by Managing Director. Employees are advised to submit the claims promptly.
11.0. All claims shall be made with a duly completed Expense Claim form along with original
receipts. An incomplete claim form or absence of receipt(s) shall render the claim
rejected or not paid in full. Photocopies of receipts are permitted in situations where
original receipts are lost or were not provided to the employee.
12.0. All claims for reimbursement shall be first approved by the immediate superior before
submission to Human Resources for final approval before reimbursement is made.
13.0. Entertainment expenses shall be on a ‘need to’ basis and must not be carried out
indiscriminately, excessively or in a lavish manner. In an exceptional case, where the
employee is asked to entertain clients, visitors or government officials, prior approval
shall be first obtained from the immediate superior unless in unavoidable
circumstances. Entertainment expenses involving dignitaries or political office holders
shall be approved by the Managing Director.
14.0. Where applicable, statutory contributions and/or tax deductions shall be made in
accordance with prevailing regulations/laws.
2.12. Improper usage of company’s IT facilities and assets and improper usage of
media which includes but not limited to the below;
2.12.1. Using Company’s Notebook or PC for personal use.
2.12.2. Installing or downloading software without approval from the
Company.
2.12.3. Usage of personal thumb drive or external storage devices on any
Company’ Notebook, Desktop PCs and any machinery or assets.
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2.12.4. Recording and capturing images of conversations, meetings or events
without approval from the organizer or facilitator.
2.18. Others
2.18.1. The acts or behaviours that are not acceptable and prohibited by the
Company shall not be limited to those outlined in this handbook. So
long as such act/conduct brings disrepute to the Company or affect
the image of the Company, disciplinary action shall be taken against
an employee.
3.0. The Company reserves the right to extend the probation period as per need.
4.0. The probationer shall be evaluated in areas pertaining to their work and conduct such
as competencies, skills, attitude, attendance, tardiness, and other areas expected of
an employee. The Company is not obliged to confirm a probationer who meets the
targets set but fails to show the right conduct expected of an employee.
5.0. Probationers who are not confirmed in employment following the extension of the
probationary period shall be terminated.
6.0. The Company shall issue a confirmation letter at the end of the probation period
provided the probationer meets the expected performance level. There will be no
salary adjustment upon confirmation.
8.0. Superiors who fail to properly manage the probation process for their newly hired
subordinates as required by this policy may result in disciplinary action being taken
which may include transferring them to other roles on an individual contributor basis.
11.0. Should a probationer commence her maternity leave during the probation period or
extended probation period, the company may extend the probation period upon the
probationer’s return to work.
12.0. An employee who takes up other roles in the company via an internal transfer is
excluded from the probation process.
1.0. Definitions
1.1. Side-line work/job/activities
a. Defined as work/job/activities (hereafter called “side-line work”) undertaken by
an employee regardless of whether it comes with financial gain or otherwise.
b. Work/job/activities performed through an undertaking of the company that is
wholly or partly owned by the employee are also considered side-line
work/job/activities.
c. It applies to any side-line work of any nature that impedes or delays the
employee's work at the company. It also applies to any side-line jobs where
the employee is in doubt as to whether the side-line jobs require no-obligation
consent.
1.2. Owner interest
a. Defined as an employee directly or indirectly owning a business, and has a
financial interest in a business or securities or other assets that are used to
generate financial returns or income for the employee.
1.0. The Company has a longstanding commitment to preserving the freedom of all workers
in practicing their religious beliefs.
2.0. All Muslim male employees shall be allocated two (2) hours of break time from 12.30
pm to 2.30 pm) every Friday to perform the Friday prayer at the nearest mosque.
4.0. Employees must return to the company and resume work by the end of their allocated
break time unless for acceptable reasons provided the superior has been notified of
such delay promptly.
5.0. Employee shall notify their superior at least three (3) hours prior to commencement of
the break time to enable the superior to ensure operations are not disrupted to ensure
necessary arrangement made for replacement or coverage.
6.0. All other employees shall follow the company’s official lunch break of one (1) hour.
2.0. Applicability
2.1. The FWA policy shall be applicable to all employees except those in the scope
of work that requires their continual presence at the company’s or customer’s
premises such as security guards, production workers, front office employees
and others that may be defined by the company from time to time.
2.2. The company may review criteria for FWA based on changing business
circumstances and employees on FWA may be required to work full-time on a
normal schedule when needed to minimise disruption to the company’s
operations.
2.3. Employees may be granted FWA subject to the below conditions;
2.3.1. Satisfactory attendance record in twelve (12) months prior to
application.
2.3.2. Meet all performance expectations in the current role and consistently
demonstrate the ability to complete tasks and assignments on a timely
basis.
2.3.3. Free of disciplinary records in the twelve (12) months prior to
application.
3.5.8. Employee may apply for any PTW work pattern or variation and shall
be decided by the Company at its sole discretion.
9.0. Facilities
9.1. Employees shall take note that not all Company’s services or facilities are
available or supportable when used from home (for those on HW and WFH).
9.2. The employee accepts this and agrees not to impose any overheads on the
Company for additional services or facilities caused by this limitation including
the cost of broadband/telephone charges.
2.0. Responsibilities
2.1. Board of Directors
a. Responsible for policy approval, including any amendments to the policy,
and overseeing the efficacy of this policy's implementation.
b. Enforcement of this policy and set the tone from the top.
2.2. Heads of Department
a. Set a precedent for ABAC compliance and eventually monitor bribery and
corruption concerns.
b. Responsible for the assurance of compliance with the policy and relevant
anti-corruption legislation by business associates, third parties, and/or
external parties.
2.3. Head of Human Resource Department
a. Responsible for the design, implementation, monitoring, and management
of ABAC framework and activities.
2.4. Middle management / Supervisory role
a. Responsible for informing all workers about the ABAC policy and its
obligations.
b. Responsible for ensuring the company’s Code of Conduct, ABAC Policy and
requirements are communicated to business associates, third parties, and/or
external parties.
8.0. Violations
8.1. Should any violations of this policy take place, the Company shall take steps to
prevent a repetition of any violations. This may include;
2.1.1. Institute strong disciplinary actions and/or legal actions.
2.1.2. Build additional mechanisms to prevent future occurrences.
2.1.3. Ensure all employees affected (including those who may unknowingly
be involved) are put through rigorous training on the conditions of this
policy.
2.1.4. Notify the relevant regulatory authorities of any identified acts or
incidents that have been proven beyond a reasonable doubt.
2.1.5. Provide full cooperation to relevant authorities.
2.0. Grievance can arise from issues below but is not limited to;
2.1. Victimization at the workplace
2.2. Bullying and workplace harassment
2.3. Health and safety at the workplace
2.4. Poor supervision and/or management behaviour
2.5. Unjust or adverse changes made to the employment agreement
2.6. Violation of policies/guidelines.
2.7. Disputes between co-workers, suppliers, superior or management
2.8. Employee development or training
2.9. Leave allocation/approval
2.10. Performance Appraisal
2.11. Pay and benefits
2.12. Work conditions and other work-related issues
2.13. Problems faced due to facilities provided
2.14. Other employment-related issue
8.0. Appeals
8.1. If any party (or parties) to the grievance is not satisfied with the outcome, they
may appeal.
8.2. They should write to the Human Resource Department within five (5) working
days of notification of the outcome, setting out the full reasons for their appeal.
8.3. Where possible, a different person who has not previously been involved in the
case will be appointed and will hear the appeal impartially.
8.4. Whoever hears the appeal will decide if any further meetings or investigations
are required.
8.5. Appeal hearings should be held promptly and employees have the right to be
accompanied by a representative (if applicable) to any meeting.
8.6. Once the appeal has been considered, the manager hearing the appeal will
confirm their final decision and this will be confirmed to the employee in writing.
8.7. If any party (or parties) intend to further appeal, they may write to the Managing
Director. There shall be no further right of appeal from the decision made by
the Managing Director.
10.0. Confidentiality
10.1. The company, Human Resource Department, immediate superior,
management and any parties involved in the grievance process must keep all
information confidential and not disclose it to others or discuss the grievance
with anyone.
10.2. The complainant and those that stand accused of a grievance are prohibited
from discussing the matter with anyone including other employees.
10.3. Discussing the grievance before and after it has been resolved is prohibited.
1.0. The Company adopt stringent policies to ensure the wellbeing of all employees and
care for the environment.
1.1. Safety in the Company is the responsibility of both the Company and
employees. Employees can do their part in the following ways.
1.1.1. OBSERVE strictly all safety rules and regulations.
1.1.2. ALWAYS USE safety equipment and apparatus at all times.
1.1.3. REPORT any unsafe conditions and hazards including fire, chemical,
physical, biological, ergonomic and others immediately to the
Company.
1.1.4. REPORT any injuries regardless of degree in the Company premises
immediately to the department manager or supervisor, the Company’s
Safety & Health Officer, or the Human Resource Department.
1.3. For the safety of the Company and its employees, smoking is restricted to
designated smoking area only.
1.4. In the event of fire outbreak, inform the department manager or supervisor and
immediately evacuate the area in a calm and orderly manner in accordance
with the Company’s Fire Evacuation Procedure.
1.5. In the case of power failure, employees must maintain at their respective
workplace until receive further instructions from the department’s manager or
supervisor.
1.6. All employees must strictly follow and observe safety and health guidelines
communicated by respective worker representative and Company.
1.7. The Company shall not compromise if any employees deviate from the safety
and health guidelines as communicated.
1.8. Employees who are unwell must immediately seek treatment at the in-house
clinic or notify their superior, hostel warden or workers representatives for help
to be rendered.
1.9. Isolation and quarantine from others shall apply upon the advice from our panel
doctor or an in-house doctor in situation such as a pandemic outbreak or in any
health-related situations.
1.10. Employees must practice social distancing and act in good faith to avoid the
spread of the illness to other employees either in workplace or hostel during
any pandemic outbreaks or in any health-related situations.
1.0. All employees are required to give their full cooperation to the Company’s security
team and guards.
2.0. Employees shall not be permitted entry into or shall be ordered to leave the
Company’s premises if he/she commits the following acts or falls into the
following category:
2.1. Carrying firearms or any dangerous weapons or substance.
2.2. Company uniform and/or personal attire being in an unhygienic state which
may affect the health and work of other employees.
2.3. Suspended from work.
2.4. Acting in an irresponsible manner which is detrimental to the reputation or
maybe harmful to the Company or prejudicial to the order of good discipline
and conduct.
3.0. Any Company goods or property taken out of the premises must be accompanied by
authorized valid documents e.g., delivery order (i.e., Transfer Form, Disposal Form,
Sample Requisition Form) and must be declared to the security guards on duty.
4.0. Employees are strictly prohibited from engaging in any other activities, employment,
business, or any dealing that may or will conflict with his/her employment or the interest
of the Company.
1.0. The Company provides medical treatment for employees through the company’s in-
house clinic and all cost are borne by the company.
2.0. The Company does not cover any costs of dental treatment of employees.
3.0. Medical treatment at In-house Clinic
3.1. The operating hours of the in-house clinic is 24 hours.
3.2. Employees will be provided first treatment at the in-house or panel clinic unless
the circumstances do not allow, such as:
3.2.1. Emergency case
3.2.2. In-house clinic is closed
3.2.3. Travelling distance to in-house clinic is too far
3.2.4. The nature of illness/medical issues require specialist attention
4.0. Non-panel clinic
4.1. Should an employee be unable to seek treatment at the in-house clinic or
panel clinic due to their present location or while on vacation or travel, the
employee may seek treatment at the nearest clinic to their current location.
4.2. Employee shall pay first and subsequently claim for reimbursement upon
returning to work. Reimbursement of medical fees for visits to non-panel
clinic will be at the discretion of the Company and based on the following
circumstances:
4.2.1. Emergency cases.
4.2.2. Availability of Company’s panel doctors e.g., on Sundays or public
holidays or if the Company’s nearest panel clinics are closed.
4.2.3. Employees was away at a different location during the emergency.
1.0. The Company acknowledges and respects the right of all employees in regard to their
participation in the formation, membership & lawful activities of a trade union such as
the right to bargain collectively as accorded by the Industrial Relations Act 1967 and
the Trade Unions Act 1959 with no fear of any negative repercussions.
2.0. The Company supports the International Labour Organization’s (ILO) Declaration on
Fundamental Rights and Principles at Work, including the ILO declaration on the
freedom of association and the right to collective bargaining.
3.0. Employees are free to form and join organizations of their own choosing so long as it
is not against any prevailing laws of the country. The Company fully respects and
supports workers’ democratic rights to participate or not participate in trade unions
without fear of intimidation, pressure or reprisal.
4.0. The Company support and promotes employees to form a Workers’ Representative
and engage in collective bargaining.
5.0. All workers, without distinction, have the right to join or form trade unions of their own
choosing without prior authorization, and to bargain collectively.
6.0. The company does not discriminate against individuals based on union or committee
membership. Workers that are part of unions or workers’ committees are treated
equally. Any worker who feels discriminated against is encouraged to raise their
grievance via the company’s established grievance channels.