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EMPLOYEE HANDBOOK
All rights reserved. No part of this handbook may
be reproduced in any material form (including
photocopying or storing in any medium by
electronic means and whether or not transiently or
incidentally to some other use of this handbook)
without the written permission of the copyright
holder.
This handbook is the property of
SENDI MAHIR SDN.BHD.

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TABLE OF CONTENT
NO. CLAUSE PAGE
Introduction……………………………………………………….. 3
1 The Title…………………………………………………………... 4
2 Interpretation……………………………………………………… 4
3 Scope of Application…………………………………………….. 4
4 Commencement and Duration…………………………………. 4
5 Important Notes………………………………………………….. 4
6 Appointment ……………………………………………………… 5
7 False / Misleading Declaration………………………………….. 6
8 Probationary Period……………………………………………... 6
9 Confirmation………………………………………………………. 6
10 Termination of Employment…………………………………….. 6
11 Promotion..………………………………………………………… 6-7
12 Remuneration.……………………………………………………. 7
13 Performance Appraisal………………………………………….. 8
14 Annual Bonus…………………………………….……………….. 8
15 Annual Increment…………… .………………………………….. 7-8
16 Working Hours………………………………………..………….. 8
17 Attendance and Punctuality…………………………………….. 9
18 Dress Code ……………………………………. 8-9
19 Overtime…………………………………………………………... 9
20 Rest Days and Public Holidays………………………………... 10
21 Annual Leave………..…………………………………………... 10-11
22 Unpaid Leave………………………………………………….... 11
23 Emergency Leave…………..…………………………………... 11-12
24 Medical / Hospitalization Leave……………………………….. 12
25 Clinical & Medical Benefit……….……………………………… 13-14
26 Maternity Leave …………………………………………………. 14
27 Marriage Leave.…………………………………………………. 14-15
28 Compassionate Leave………………………………………….. 15
29 Paternity Leave…………………………………………………… 15
30 Accident Insurance Coverage………………………………….. 15
31 Training and Development…………………………………….. 15-16
32 Transfer………………………………………………………….. 16
33 Retrenchment..………………………………………………….. 17
34 Retirement……………………………………………………….. 17
35 Statutory Contributions..………………………………………... 16-17
36 Company Properties…..………………………………………... 17
37 Personal Files………….………………………………………... 17
38 Confidentiality…………..………………………………………... 17
39 Discipline………………..………………………………………... 17-18
40 Safety and Health……...………………………………………... 19
41 Code of Business Principles 19-20
42 Do’s & Don’t Do 21-22
43 Customer & Internal 23
44 Agronomics for Safety Body Posture 24

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SENDI MAHIR SDN. BHD.
EMPLOYEE’S HANDBOOK
INTRODUCTION
This Personnel Manual of the Company is made on July 1st
, 2007 by SENDI MAHIR
SDN. BHD. The Company is incorporated in Malaysia and has their operation head
office at No. 6, 8, 10 Jalan Kapar 27/89, Taman Alam Megah, 40400 Shah Alam,
Selangor Darul Ehsan (hereinafter referred to as “the Company”).
The Company reserves the right to introduce, modify, amend or annul any terms and
conditions of employment at any time during its operation, Employee affected by such
changes shall be duly informed by issuance of circulars, directives or other
instructions by whatever name from time to time which shall henceforth form part of
the terms and conditions of service.
** Any confusion please refer to English Version as reference**

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CLAUSE 1 – THE TITLE
1.1 This manual shall be known as the “EMPLOYEE HANDBOOK”
CLAUSE 2 – INTERPRETATION
This manual unless the context otherwise requires:
2.1 “Employee” means a person who is in full time employment with the Company.
2.2 “Company” means SENDI MAHIR SDN. BHD.
2.3 Words imparting the masculine gender shall include the feminine gender and
vice verse; words imparting the singular number shall include the plural number
and vice versa.
CLAUSE 3 – SCOPE OF APPLICATION
3.1 The terms and conditions in the handbook shall apply to all Employees in the
Company.
CLAUSE 4 – COMMENCEMENT AND DURATION
4.1 Except as otherwise provided therein, this manual:-
a) Shall be effective July 1st
, 2007; and
b) Thereafter continue to be in force until it is amended or updated.
4.2 If, for any reason whatsoever, the Company wishes to alter these terms and
conditions of service in any way, it reserves the right to do so entirely at its
discretion. Any alteration, amendment or addition to these terms and conditions
of service shall be advised to you in writing.
CLAUSE 5 – IMPORTANT NOTES
5.1 ACCEPTANCE OF EMPLOYMENT POLICY
Every Employee shall accept the Company’s policy as covered in the
Employee Handbook. The interpretation of the Employee Handbook by the
Company shall be final and all Employees are deemed to be fully aware of the
provisions of the Employee Handbook.
5.2 COMPLIANCE WITH EMPLOYMENT POLICY
Every Employee shall serve the Company to the best of his skill and ability,
shall at all times conduct himself properly towards other Employees of the

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Company, the Company’s customers and towards the Company itself, and
shall strictly comply with the provisions of the Employment Policy. Every
Employee shall carry out his duties, responsibilities and work instructions given
by the superiors faithfully and conscientiously.
5.3 NOTE TO EMPLOYEES
(a) Please read this handbook and understand the contents.
(b) Should there by any doubt, please consult your immediate superior or the
Human Resource Department.
(c) This Manual shall supercede all other terms and conditions of employment,
which contradict, or inconsistent with whatever stated herein.
CLAUSE 6 – APPOINTMENT
6.1 All Appointments shall be made through a Letter of Appointment or Contract of
Service subject to production of evidence of age, academic qualifications and
satisfactory references that the Company may require.
6.2 The Letter of Appointment or Contract of Service shall be duly signed by both
parties, the Employer and the Employee.
6.3 All newly appointed employees are required to undergo Pre-employment
checkup at company appointed laboratory / panel doctor. Appointment subject
to No Major Illness / Drug addict upon confirmation from the medical check-up.
CLAUSE 7 – FALSE OR MISLEADING DECLARATION
7.1 At any time, subsequent to the appointment of an Employee, if it is found that
any statement or information contained in the Job Application Form is false or
misleading, the Employee shall be liable for instant dismissal or any other
disciplinary actions deemed appropriate by the Company.
CLAUSE 8 – PROBATIONARY PERIOD
8.1All newly appointed Employees shall serve a probationary period of six (6) months.
The Company may extend the probationary period solely at the Company’s
discretion. In this case, the Employee shall be informed of the intention in
writing before the expiry of the probationary period.
8.2During the probationary period, the service of an Employee may be terminated at
any time by either party giving to the other party twenty-four (24) hours’ of
written notice or salary in lieu.
8.3On successful completion of the probationary period, the Employee will be
confirmed in regular employment by a Letter of Confirmation.

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8.4All Technical or Laboratory Personnel are required to pass the internal training
assessment before confirmation takes place.
CLAUSE 9 – CONFIRMATION
9.1 Confirmation of employment is subjected to the satisfactory performance of an
Employee who will be evaluated by the Management of the Company.
CLAUSE 10 – TERMINATION OF EMPLOYMENT
10.1 An Employee who is intended to resign from the service of the Company at any
time after his confirmation of service, is required to give a written notice or pay
in lieu as per the following:
Length of Service Notice of Period
Less than 2 years 4 weeks
2 years but less than 5 years 6 weeks
5 years and above 8 weeks
10.2 The Company may give similar notice or similar payment in lieu of notice as per
Clause 10.1 if it wishes to terminate the service of an Employee (with the
exception of those whose services are to be terminated on the grounds of
misconduct).
10.3 Any Employee who absents himself for 48 hours consecutively without
informing the Human Resource Department or his Department Head will be
regarded as having voluntarily resigned.
10.4 Notwithstanding in this Agreement the Company may terminate your
appointment forthwith without any notice or payment in lieu of notice in the
event that you are found guilty of criminal, breach of trust, insobriety, guilty of
misconduct, insubordination, violation of Company’s rules, persistent neglect of
duty, or declared as a bankrupt or be convicted of any serious criminal offence.
10.5 The Employee shall surrender all documents, records, files, keys, and other
properties belonging to the Company. The Employee shall also settle all
outstanding liabilities, loans and other obligations to the Company.
CLAUSE 11 – PROMOTION
11.1 The Company, at its sole discretion may promote any suitable and capable
Employee, depending on vacancy and / or the merit of each case, to any
position of the higher category as it deems fit.
11.2 The Company reserves the right to fill such vacancy from outside the Company
should there be no existing Employee is found suitable.

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11.3 Any Employee selected for promotion will be notified in writing and the
Employee will get an increment for the new position.
11.4 The Company’s selection of any Employee for promotion shall be final.
CLAUSE 12 – REMUNERATION
12.1 All Employees shall be paid in accordance to the basis of their qualification,
experience, job functions and performance.
12.2 The Company may, at its sole discretion, give annual increment on the 1st
January of each year, depending on the performance of the individual and the
profitability of the Company, and in such cases, only confirmed Employee shall
be eligible.
12.3 Wages will be paid on or before the end of each month.
CLAUSE 13 – PERFORMANCE APPRAISAL
13.1 The Management will conduct a Performance Appraisal for the Employees in
the month of December each year. The Management will review the result of
the Performance Appraisal and this will determine the Employee’s percentage
of annual increment and bonus for the following year.
CLAUSE 14 – ANNUAL BONUS
14.1 Annual bonus may be paid to all confirmed Employees at the sole discretion of
the Company.
14.2 A newly engaged Employee who has been confirmed when bonus is declared
but with less than one (1) year of continuous service may be eligible for bonus
prorated on the number of completed months of service.
CLAUSE 15 – ANNUAL INCREMENT
15.1 Upon confirmation, Employees are eligible for the first annual increment which
shall be on 1st
January of the following year.
15.2 Subsequent annual increment for all Employees will be effective 1st
January of
each year.
15.3 Annual increment for each individual depends on both the Company’s
profitability and individual performance (through Performance Appraisal).

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15.4 The Company may grant merit increment to an Employee, who in the opinion of
the Company, has shown outstanding performance.
15.5 The Company may also withhold an Employee’s annual increment if in its
opinion, the Employee’s performance has been unsatisfactory.
CLAUSE 16 – WORKING HOURS
16.1 Normal working hours
(a) Monday to Friday : 8.30 a.m. to 5.30 p.m.
(b) Normal Lunch Break (45 min) : # please follow shifts
(c) Saturday : 8.30 a.m. to 5.30 p.m.
(once a month)
(d) Morning Tea Break : # please follow shifts
Note : # approved by HOD
Any Employee who is unable to report for work / will be late for work must
inform the Human Resource Department or his Department Head and state the
reason in the same morning.
The Management reserves the right to determine the working hours from time
to time.
16.2 For Management / Executive Employee, in view of the special nature of your
job duties and responsibilities, you are expected to exceed the normal working
hours in accordance to the exigencies of the business of the Company.
16.3 Employees are required to observe the scheduled working hours which have
been determined by the Company from time to time.
CLAUSE 17 – ATTENDANCE AND PUNCTUALITY
17.1 Employees are expected to be punctual when reporting for work. Employees
are required to check in / out daily when reporting for work and when leaving
the office. This includes punching when leaving for lunch and back from lunch
as well as punching when leaving for site calibration and back from site
calibration by technicians.
Note : One digital thumb print machine has been installed at FTS Lab for
this purpose.
17.2 If you are unable to do so due to any unavoidable reasons, contact your
Department Head or the Human Resource Department immediately.
17.3 Employees are expected to avoid any unnecessary absence. Regular
attendance and punctuality are essential for efficient operation. Irregular

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attendance, lateness and tardiness at work will render the Employees to be
liable for disciplinary action in accordance to the Company’s rules and
regulations.
17.4 The Company shall not hesitate to give warning or even dismissal, to any
Employee who perpetually reports late for work as the Company takes serious
view on the lateness of the Employees.
CLAUSE 18 – OFFICE DRESS CODE
18.1 An Employee is expected to be appropriately dressed during working hours.
18.2 Appropriate dress along with basic etiquette is one of the most common
associates made to professionalism.
18.3 We form first impressions to customers by the way we dress up in the office
environment especially staff at the customer service, counter
18.4 Sales & marketing staff are to wear proper attire ie long sleeve shirt, pans
& neck tie to meeting customers. Flowery shirts and too bright colour shirts that
may distract the customer attention from the business dealing are not
encouraged.
18.5 Please be reminded our office is a professional environment and you may need
to maintain certain atmoshphere on your dress code. (refer to guidelines)
Basic Guidelines :
1. Casual attire is not suitable for office ie sports wear, exercise
sessions except on working Saturday.
2. Attire that reveal too much cleavage, your back, your chest
& stomach (esp for ladies)
3. Attire should be iron and never wrinkled.
4. Torn, dirty or frayed attire is unacceptable.
5. Any attire that has words , terms or pictures that may
offensive to other employees is un acceptable.
6. Attire that has company logo is encouraged, sports team,
university and fashion brand names on clothing are generally
acceptable.
-new proposal-
CLAUSE 19 – OVERTIME
19.1 Employees whose are non Executive level are entitled for overtime payment as
stated in Clause 19.3; for Executive level are RM13.00 per hour.

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19.2 All Site Lab Technicians will be paid for the overtime, which is defined as
approved work performed before or after the official working hours, at the rates
stated in Clause 19.3. Employee who performed overtime work must submit an
application to the Manager, immediate superior or Department Head for
approval.
19.3 Rate for overtime for Employees as mentioned in Clause 19.2 is as follow:
(a) Normal Working Day (Mon – Sat) : 1.5 times the hourly rate of pay
(b) Sunday (Rest day)/Public Holiday: 2 times the hourly rate of pay
(c) Gazetted Public Holiday : 3 times the hourly rate of pay
falls on Sunday
Note:
(i) You will be paid 1.5 times the hourly rate, during and after your normal working hours
on both working and non-working Saturday.
CLAUSE 20 – REST DAYS AND PUBLIC HOLIDAYS
20.1 Every Employee will be entitled to at least one (1) rest day in a week.
20.2 Employees shall be entitled to all gazetted Public Holidays with full pay. The
entitlement to the gazetted Public Holidays may be changed at the absolute
discretion of the Company.
20.3 Any work done at Company’s request on a rest day or gazetted Public Holidays
shall be paid in accordance with the rates specified in Clause 19.
20.4 Employee who absents himself from work on the working day immediately
before or after a Public Holiday without prior consent of the Company shall not
be entitled for pay of the day unless the Employee has reasonable excuse for
such absence.
CLAUSE 21 – ANNUAL LEAVE
21.1 All Employees who joined w.ef 1995 – 25th
January 2010 will be entitled to the
below stipulated Annual Leave.
Period of Employment Entitlement
Less than 2 years 12 days
2 years but less than 5 years 15 days
5 years but less than 10 years 18 days
10 years and above 20 days
Nevertheless to follow the Employment Acts Law , all employees who joined
on/ after 26th
January 2010 will be entitled to new Annual Leaves as below.

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Period of Employment Entitlement
Less than 2 years 8 days
2 years but less than 5 years 12 days
5 years & above 16 days
21.2 The Management allows its Employee to carry forward the existing year’s
Annual Leave of a maximum of seven (7) days to the following year.
21.3 Employees are allowed to advance annual leave. However, advance of annual
leave shall not be more than the proportional accumulated Annual Leave for
the service period of the Employee.
21.4 All Leave Application Forms must be submitted to the Human Resource
Department at least two (2) working days in advance prior to going on leave.
21.5 Any leaves taken by Employee who is under probation period is considered as
Unpaid Leave.
21.6 The Company reserves the right at anytime to recall an Employee who is on
leave or cancel his leave if the exigencies of the service are required from the
Employee.
21.7 Any Sick Leave taken during Annual Leave will be considered as Annual
Leave.
21.8 Definition of half-day leave: ( no half day leave in labour law, this is base co discretion )
First half - 4½ hours in the morning from commencement of the
official working hour.
Second half - 4½ hours in the afternoon until the end of official working
hour.
Half day leave in the morning will start work at 1.00 pm; and half day leave in
the afternoon will be able to excuse from work at 1.00 pm.
CLAUSE 22 – UNPAID LEAVE
22.1 Unpaid leave means leave which is approved by the Management but is not
payable because the Applicant does not have any leave entitlement / balance.
22.2 The Management does not encourage Unpaid Leave.
CLAUSE 23 – EMERGENCY LEAVE

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23.1 All Emergency Leave should be accompanied by a valid reason and to be
written in the Leave Application Form. Such leave is also subjected to the
Management‘s approval.
23.2 Taking Emergency Leave frequently will affect employees’ year-end bonus and
increment, if applicable.
23.3 Two types of Emergency Leave:-
(a) Emergency Leave with Notice – Prior leave applied in less than two (2)
days before commencement of the said leave, provided with approval of the
Management.
(b) Emergency Leave without Notice – Without prior leave from the
Management, and without reasonable explanation, or without informing or
attempting to inform the Management, Department Head or Human
Resource Department of his/her reason of such absence.
Note : i) Confirm Staff –will be deducted from Annual Leave entitlement.
ii) Probation Staff – will be considered as Unpaid Leave.
CLAUSE 24 – MEDICAL / HOSPITALIZATION LEAVE
Employees shall be entitled to the following paid Medical Leave in accordance with
the provisions of the Employment Act 1955.
24.1 If no hospitalization is needed:-
Years of Service No. of Days in a Year
Less than 2 years 14 Days
2 years but less than 5 years 18 Days
5 years and above 22 Days
24.2 Sixty (60) days are inclusive of the Medical Leave, if hospitalization is needed,
and it must be certified by such registered medical practitioner or medical
officer.
24.3.1 Medical benefits shall not apply to treatment incidental to dental, optical or any
self-inflicted illness or injuries, complaints or injuries attributed to or caused by
immoral conduct, unlawful acts, exposure to unjustifiable hazards, provoked
assault and the use of unperceived drugs or medication.
24.4 Employee must inform the Company immediately after being granted Medical
Leave by the doctor. Medical Leave which is not certified by medical officer, or
without notice within 24 hours shall be deemed as absent from work.
24.5 Medical Leave may carry dements to Performance Appraisal.

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24.6 Any unused Hospitalization Leave cannot be carried forward to the following
year and there will be no pay for unused days at the end of the year or upon
termination.
24.7 Any unused Medical Leave will be reimbursed to the employees at RM 30.00
per day by the end of the year. This is not applicable to managers and
resigning staff or upon termination.
24.8 Any medical check up, treatment or pre-arrange appointment shall not be
considered as Medical Leave.
24.9 Only Medical Leave taken from Company panel doctor will be recognized. Any
other Medical Chit taken from others clinic will be considered as Emergency
Leave and such leave will be deducted from Annual Leave Entitlement.
CLAUSE 25 – CLINICAL & MEDICAL BENEFIT
25.1 Kindly be informed that we have two (2) types of benefits i.e. Clinical & Medical
Benefits. Each staff is entitling to either one (1) of them.
25.1.1 Clinical
The Company agrees to subsidize up to RM40.00 per visit and if the claim cost
more than the stated amount, employee has to pay the additional to the Clinic
by their own. You are allowed to claim maximum up to RM450.00 per year.
Mediviron Medical Group is our company Panel Doctor. Ensure that the
medical card is always with you when you are visiting the clinic. Existing Klinik
Shah Alam and Klinik Aman will still remain as our company panel doctor.
You can to go to Hospital and Medical Centre ONLY if you are out from town.
Take note that any Medical Leave Chit from others clinic will not be
certified and automatically will deduct from your annual leave entitlement
and to be considered as Emergency Leave (Except : The Medical Leave
Chit from Govt. Hospital which sign by “Pegawai Doktor” only).
25.1.2 Medical
The maximum claims per year are stated as per your latest “Salary & Bonus”
letter. This will include your spouse, children’s, parent and parent in law.
The claims cover:
a. Clinical claim (A) but no limitation of RM40.00 as above.
b. Medicines bought from Pharmacy/ from Hospital / Medical Centre.
c. Premium of Hopitalisation Insurance.
d. Medical Check-up.
e. Cost Dental Treatments

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Note : The claims does not cover:
a. This claim does not cover contact lense/ spectacles, Personal Accident/
Life Insurance and endowment. For others claim which not stated here,
please refer to the Management.
b. The total sum of the claim (no.1-4) above cannot exceed than the
entitlements benefits per year.
c. Please refer to your entitlement for the claim and category of the
position.
d. All claims are required to get approval by your Department Head
(Manager) and then to be submitted to Accounts Dept.
25.2 The Company will not bear the cost of the following:
25.2.1 Cosmetics or plastic surgery of correction of deformities.
25.2.2 All pregnancy related treatments.
25.2.3 Physical examination and check-up not related to the treatment of
sickness or injury and not required by the Company.
25.2.4 Any expenses for treatment of mental illness.
25.2.5 Treatments by herbalists, bone settler or acupuncturists, and Bomoh.
25.2.6 Ilness or accident arising out of and in the course of employment that
can be claimed under SOSCO and Company’s hospitalization and
surgical insurance.
25.2.7 Medical and surgical appliances, including eyeglasses and spectacles.
25.2.8 Self-inflicted injury or illness or condition caused by chronic alcoholism
25.2.9 Any not stated as per above please refer to Management for approval.
CLAUSE 26 – MATERNITY LEAVE
26.1 Every female Employee shall be entitled to Maternity Leave and allowance for
a period of not more than sixty (60) days (inclusive of rest days and public
holidays that falls within the period) in accordance to Section 37 of the
Employment Act 1955.
26.2 Female Employees are requested to notify the Company of their intention to
commence their Maternity Leave at least two (2) weeks beforehand to enable
the Company to make suitable staff arrangements to cover their duties.

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26.3 Leave on account of miscarriage shall not be considered as Maternity Leave
but as Medical Leave.
26.4 Female Employees shall not be entitled to paid Maternity Leave if at the time of
her confinement she already has five (5) children (regardless no of companies
joining ).
26.5 An employer can request their employees to start her Maternity Leave 14 days
before the Expected Due Date.(EDD)
CLAUSE 27 - MARRIAGE LEAVE
27.1 All confirmed Employees shall be entitled to
four (4) working days of paid leave on occasion of his / her first legal marriage.
27.2 Application for Marriage Leave should be submitted to the Human Resource
Department seven (7) days in advance.
CLAUSE 28 – COMPASSIONATE LEAVE
28.1 The Company agrees to grant paid Compassionate Leave of two (2) working
days in the event of death of an immediate family member such as physical
parent, grandparents, spouse, child, immediate brother or sister of the
Employee.
28.2 In addition to that, the Company also agrees to grant paid Compassionate
Leave of two (2) working days in the event of death on their spouse family side
for grandparents and parent only. It doesn’t include spouse physical brothers
and sisters.
Note : For confirm Employee only, those who still under probation are not entitled,
an unpaid leave shall be grant.
CLAUSE 29 – PATERNITY LEAVE
29.1 All male Employees shall be eligible for two (2) working days of paid Paternity
Leave on the birth of his legal surviving child.
CLAUSE 30 – INSURANCE COVERAGE
30.1. The Company will provide its Employees a Personal Accident (PA) (one) 1
month after their joining .
30.2. Nevertheless company will apply the Hospitalization Insurance coverage for
new employees upon their confirmation only.
30.3 The insurance coverage will be based as per policy and employment .

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CLAUSE 31 – TRAINING AND DEVELOPMENT
31.1 External Training Method
All Participants are not allowed to claim for overtime or replacement leave for
any course attended irregardless of the day and time the course being held.
31.1.1 Scope
All external training (local and overseas) which are sponsored by the
Company.
31.1.2 Attendance Management, Certificates and Training Reports
(a) Local Course
Participant who is found absent or do not attend the course fully
have to refund the total amount which is sponsored by the
Company.
Participants are required to write a report on the training attended
and submit to the Human Resource Department within one (1)
week. Failing which, the Participant is required to pay half of the
expenses incurred for the course through incentive deduction
without further notification.
Certificates of the training have to be submitted to the Human
Resource Department as well.
(b) Overseas Course
Participants have to report to work on the day of arrival if it is a
working day or on the following working day if the day of arrival
falls on a non-working day. Failing which, you shall be considered
as absent.
Participants have to submit a report on the training to the Human
Resource Department within one (1) week upon completion of
the training. Failing which, the Participant is required to pay half of
the expenses incurred for the course through incentive deduction
without further notification.
Certificates of the training have to be submitted to the Human
Resource Department as well.
(c) Accommodation and transportation will be arranged by the
Company.

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CLAUSE 32 – TRANSFER
32.1 Transfer of Employees from one department to another within same Company
or any branch, subsidiary or affiliate Company shall be at the sole discretion of
the Company and shall not be disputed.
CLAUSE 33 – RETRENCHMENT / VOLUNTARY SEPARATION SCHEME (VSS) /
MUTUAL SEPARATION SCHEME (MSS)
33.1 An Employee whose service is to be terminated on grounds of redundancy
shall be notified in writing at least one (1) month in advance or shall be paid
one (1) month basic salary in lieu of notice in addition to the retrenchment
benefit payable to the Employee.
CLAUSE 34 – RETIREMENT
34.1 All Employees shall be retired at 55 years of age; the Company will give six (6)
month’s notice prior to the date of retirement. However, the Company may at
its
sole discretion invite the Employee to continue the employment on a contract
basis. The Company will determine the terms and conditions of such re-
employment.
34.2 Based on RETIREMENT AGE of ACT 2011 effective date of the new age of
retirement to 60 years will only be implemented on July 1, 2013. However, this
company is very concern about accuracy and productive in the jobs, especially
when composed works Calibration. Thus the company wrote a letter of appeal
to the Policy Division, Level 7 of the Ministry of Human Resources policy
exempts the company.
CLAUSE 35 – STATUTORY CONTRIBUTIONS
35.1 The Company will contribute a *sum of your salary to the Employee’s Provident
Fund (EPF). Your portion of the EPF contribution, per the statutory requirement,
and any other statutory deductions such as SOCSO, Income Tax, etc. will be
deducted from your monthly salary, prior to releasing the net to you.
*Note : To follow EPF % on monthly contribution.
CLAUSE 36 – COMPANY’S PROPERTIES
36.1 All Company’s properties entrusted to Employees shall be returned to the
Company before the Employees leave the employment of the Company. In the
event of failure to do so, the Company may deduct the cost of such property
from the Employees or take whatever action deemed necessary.
36.2 Any Employee who is found guilty of vandalizing or damaging the Company’s
property shall be liable to pay for the damages, besides disciplinary action.

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CLAUSE 37 – PERSONAL FILES
37.1 An Employee is allowed access to his personnel file only. This access is limited
to perusing the contents in his personnel file. The Employee concerned is not
allowed to remove any documents from the file.
37.2 The immediate superior, the Department Heads and the authorized personnel
are allowed to access to the subordinate personnel file for confirmation, annual
review, promotion and related matter with proper documentation.
CLAUSE 38 – CONFIDENTIALITY
38.1 Any information relating to the business, affairs or clients of the Company are
regarded as confidential. It must be understood and acknowledged that you will
in no circumstances divulge or make public in any way, any information
imparted to or gained by you in the course of discharging your duties or
otherwise. Employee that found guilty of such offences will be terminated
without any notice or payment in lieu of notice, together with the forfeit of all
claims that are due by the Employee. The Company’s decision in this matter
shall be final and conclusive. This condition shall continue to apply after the
termination of your employment of the Company.
CLAUSE 39– DISCIPLINE
39.1 The Company may take disciplinary action against any Employee in the event
of misconduct, inconsistent with the fulfillment of the expressed or implied
condition of service, inefficiency or indiscipline or any breach of the terms of the
Agreement and such action shall be confirmed in writing. The followings are
considered examples of poor behavior amounting to misconduct where
appropriate disciplinary actions may be taken by the Company.
39.1.1 Class of Offence – Major Misconducts
(a) Theft, fraud, disclosure of trade secrets, dishonestly, or breach of
trust in connection with the property of the Company;
(b) Violence, abusing, assaulting, or threatening to assault or using
force or others;
(c) Insubordination, willful disobedience to any lawful and reasonable
instruction of a Superior, deliberate disrespect for management in
the form of abuse and / or violence;
(d) Willful or careless damage / spoilage / waste to Company’s
property;

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(e) Intoxicated or under the influence of alcohol or prohibited drugs or
bringing them into Company’s premises;
(f) Conviction and imprisonment for any crime under the Law of
Malaysia;
(g) Deliberate concealment or misrepresentation of personal history
or other material mis-statement to the Company;
(h) Receiving of offering bribes or any illegal gratification or receiving
presents in cash or in kind;
(i) Riotous and disorderly behavior, quarrelling, threatening and
indulging in abusive or vulgar language during and outside hours
work within the Company’s premises;
(j) Smoking in a designated non-smoking area; and etc.
39.2 Employees who have committed any misconduct inconsistent with the
fulfillment if the expressed or implied conditions of their services are punishable
with any one or more of the following penalties:-
39.2.1 Advice Letter / Show Cause Letter ( to reply within 2 weeks)
39.2.2 Verbal warning
39.2.3 Written warning
39.2.4 Final written warning
39.2.5 Suspension / Domestic Inquiry
39.2.6 Immediate dismissal
39.2.7 Any other penalties permitted by the Law.
CLAUSE 40 – SAFETY AND HEALTH
40.1 The Company is responsible and committed in providing and maintaining a
safe and healthy working environment and to promote safe working practices
among all Employees.
40.2 Creation and maintenance of safe and healthy working environment is
collective and joint responsibility of both Company and Employees. It is
important that full cooperation, teamwork and dedication by all and at all times
are needed to achieve injury prevention among Employees.

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40.3 The Company shall provide safety training and education to develop safety
skills and knowledge of injury free and healthy working environment.
40.4 All Employees must obey the Company’s Safety and Health Rules and
Regulations so as to prevent themselves and their colleagues from bodily
injuries.
CLAUSE 41 – CODE OF BUSINESS PRINCIPLES
41.1 Standard of Conduct
We conduct our business with honesty, integrity and openness and with
respect for the human rights and interests of our employees.
We shall similarly respect the legitimate interests of those with whom we have
relationships.
41.2 Obeying the law
SMSB companies and our employees are required to comply with the laws and
regulations of the countries in which they operate.
41.3 Employees
SMSB is committed to diversity in a working environment where there is mutual
trust and respect and where everyone feels responsible for the performance
and reputation of our company.
41.4 Business Integrity
SMSB does not give or receive whether directly or indirectly bribes or other
improper advantages for business or financial gain.
No employee may offer, give or receive any gift or payment which is, or may be
construed as being, a bribe. Any demand for, or offer of, a bribe must be
rejected immediately and reported to the management.
SMSB accounting records and supporting documents must accurately describe
and reflect the nature of the underlying transactions.
No undisclosed or unrecorded account, fund or asset will be established or
maintained.
41.5 Conflict of Interest

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All SMSB employees are expected to avoid personal activities and financial
interests which could conflict with their responsibilities to the company.
SMSB employees must not seek gain for themselves or others through misuse
of their positions.
41.6 Compliance-Monitoring – Reporting
Compliance with these principles is an essential element in our business
success. The management is responsible for ensuring these principles are
communicated to, and understood and observed by, all employees.
Day-to-day responsibility is delegated to the senior management of the
department or Department Heads. They are responsible for implementing these
principles, if necessary through more detailed guideline tailored to Department
needs. Assurance of compliance is given and monitored each year by
Department Head and supported by Management.
CLAUSE 42 – DO’S & DON’T DO

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42.1 Computer Matters
DO DON'T DO
General General
Always seek for assists whenever there is any
problem unsolved. Any good suggestion to
overcome the problem is welcome.
DO NOT delete any default shortcut on the
working computer.
Always shut down computer properly by using
the command button from the START menu
bar at bottom right corner.
DO NOT shut down computer directly from it
power source.
Turn off the power source after shut down the
computer. Unplug the power plug during the
long holiday.
Strictly no USB storage and any removable
media for unauthorized personal.
Printer Printer
Clean the printer whenever there is the toner
pounder drop-off from the toner cartridge
within the printer.
DO NOT ever use the paper with the
present of STAPLES BULLET.
Gently shake the toner cartridge horizontally
when the printout is blurring.
When it does not solve the problem then
replacement of cartridge is required.
Shaking too hard will cause the heavily
pounder leakage.
ON and OFF the printer from it power source
for immediate printer troubleshooting.
Computer Computer
Scanning on all the removable media must be
scanned with the antivirus. (Example: diskette
CD media can be excluded.)
If the virus is found then he/she must
immediately informs ICT personal.
DO NOT bring out any computer
components from the SMSB’s premises.
DO NOT disturb scheduled virus scanning
by antivirus.
Install only necessary software for working
purpose.
DO NOT install any unauthorized software
due to licensing concerns.
When there is any unknown or weird
outcome, always take note of the ERROR
message prompted by the computer and
observe how it lead to this error and notify ICT
personal.
DO NOT use any removable media from
outside without permission because can
cause virus.
System Software (RECALL System) System Software
Close all the program(s) and sign off from E-
RECALL system when you need to leave the
DO NOT leave the system software open in
the half way during the data key-in in the

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computer. progress.
If any error happens, perform the below
troubleshoot steps :-
i) Close all internet explorer window(s).
ii) Restart the computer.
iii) Ensure the computer is connected to the
Internet Network.
iv) Navigate again to the same place where
the ERROR in E-RECALL system.
v) If problem still not solve contact the IT
Department.
DO NOT make copy without permission.
DO NOT just press many times if system no
responds.
WARNING !
Do not share your PASSWORD with
others. The password are totally
CONFIDENTIAL due to different user’s
account have different functionality.
42.2 – Customer & Internal

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DO DON'T DO
TO CUSTOMER TO CUSTOMER
Smiles Show No Patient / In Hurry
Down To Earth Arrogant Or Show Off
Show Confidence Scared & Not Confidence
Look Smart & Tidy
Messy e.g. Shirt Not Tug In/ Wearing
Slipper Only Without Socks
Start Conversation With Greetings No Confrontation With Customer
Talks With Sincere & Honest Cheating / Lie / Cover Up
INTERNAL INTERNAL
Confirm Use 110V Or 240V Assume Use 110V Or 240V
Always Ask When Do Not Understand Quite & Make Own Decisions
Follow High Voltage Safety Rules Do Not Entering HV Area During Test
Practices 5S & Refurbished Messy
Focus On Teamwork Individual
Work Efficiently Slow
24. AGRONOMICS

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i. LIFTING TECHNIQUES
ii. POSTURE IN SITTING – THE CORRECT WAY
iii. POSTURE IN STANDING – THE CORRECT WAY
- END-