Sunday, June 28, 2009

把街头当政治平台?

马华巴生区会主席郑敬保炮轰查尔斯“吃饱太闲”把街头当平台利用巴生港口自由区事件误导群众。他认为查尔斯当了一年多国会议员却未严守本分,许多民生课题未获解决。

我从三个角度平心分析:一、自由区贪污丑闻所涉及的款项不是1块2角半而是125亿令吉。把代议士捍卫人民血汗钱的义举看作“吃饱太闲”,对贫困阶级的愤懑似乎无动于衷;二、国营电台为国阵垄断、平面媒体受监管;集会权力被遏制;连穿黑衣的权力都被剥夺。请问拿督郑,在野党除了街头还有那些管道?三、要别人把自己累积了50年的烂摊子在一年内搞掂确有蛮不讲理之嫌。

评语:请吸取经上的智慧:“别只见到别人眼中的刺而见不到自己眼中的梁木”藉此与拿督郑共勉。

Monday, June 22, 2009

激情的热吻

亚当与史密斯被嘉年华会一个筹款摊位吸引。台前站着一位热情惹火女郎。布条上写着:“100元:一个热吻”。亚当猴急地把固本投入钱箱,把女郎搂入怀里忘我深吻。事后史密斯打探是否物有所值。“不错”亚当说,“但还是比不上我太太的激情。”语毕,早已蠢蠢欲动的史密斯也如法泡制。步出摊位时史密斯若有所思地对亚当说,“你说得一点没错,她接吻的激情确是比你太太逊色。”

Wednesday, June 17, 2009

125億令吉的具體概念

巴生港口自由區醜聞鬧得不可收拾。事態顯示,貪得無厭的一丘之貉利用駕輕就熟的機制和管道,把納稅人的血汗錢肆無忌憚地予取予求,涉及的款項高達125億令吉。諷刺的是,當錢的數額過於龐大時,它的實質價值反而出現“失真”效應:虛無縹緲、不著邊際。為了使讀者感受其切膚之痛,且讓我把它的“身價”形態化,藉以凸顯其具體概念。

先從實質角度探討:

一、這筆錢足夠興建60萬間廉價屋然後以半價賣給低收入人家;“居者有其屋”利民計劃水到渠成;

二、每年為優秀生提供不少過5000份海外獎學金,連續50年為國家培育英才;“一個馬來西亞”宏願實至名歸;

三、給孤立無援的60間獨中作制度化撥款,每年各得200萬;100年內無須對獨中捉襟見肘的財務問題廢寢忘食:華社感激涕零。

再從債權角度衡量:

一、以一個年均收入10萬令吉的家庭作計算:該戶成員必須不停地工作12萬5000年、不吃不喝才能把這筆糊塗賬搞掂;

二、每位嬰兒呱呱墜地時,這無辜的小生命就蒙查查地打入負資產階級:每人欠債460令吉。

報章出現兩則立場各異的報導:這邊廂交通部長翁詩傑聲稱他已知道問題症結,並成立了一個專案小組和兩個委員會,為巴生港口自由區尋求出路。他呼吁國人毋需窮追不捨、挖掘弊端。那邊廂國會公共賬目委員會聲色俱厲點出問題所在,建議召喚反貪污局徹底追究。確實苦口婆心。

由於深受其害,人民的明顯意願是執拗政府成立皇家調查委員會深入虎穴,把舞弊者繩之以法並還人民公道。坦白說,長久以來,人民對反貪局的工作能力並未根本否定。然而,先例連連,它的公信力在老百姓心中已蕩然無存。事實證明,許多貪污權貴對反貪污局的介入不但面無懼色反而暗自竊喜。表面上,他們坦然接受陽光檢驗,證明其正大光明;實際上,他們意識到自己將泊入一個連海嘯都鞭長莫及的避風港,你奈我何?

Tuesday, June 16, 2009

都是雙手的錯

早前讀到一則令人匪夷所思的新聞報導,荒謬程度有如天馬行空。

馬青總團長魏家祥表示,大馬120萬名公務員中並非百分百國陣支持者。他痛斥小部份不支持國陣的公務員敷衍塞責,如同向在野黨提供“子彈”使人民對國陣咬牙切齒。

他舉例說,在理科大學招生烏龍事件上,4000多名學生(實際上是舉國上下)的矛頭都對準國陣。他辯稱“難道國陣會愚蠢到刻意去唆使理大製造事端、自討苦吃嗎?”聽來顯然氣急敗壞。

這番談話不符合常理。一、把錯誤的賬全記在不支持國陣者的頭上,而竭心盡力的全是國陣支持者;我不明白,這番荒腔走調的說詞到底出自哪碼子邏輯?

二、讀者尚記得年初全國公共及民事職工總會主席奧馬奧斯曼的金口玉言嗎?他說,“全國公務員在大選中全力支持巫統領導。我們知道誰在為我們謀求福利,支付薪水讓我們養家”。這無厘頭的言論頓時成為笑話。無論如何,話既然說在前頭,不支持巫統(我假設他也指國陣)的公務員哪有立錐之地?

回到問題核心。先瞭解一個常理:國家行政機關是三權分立下的獨立體制,它不聽命於任何政黨(包括執政黨)。就事論事,公務員的職守是對自己誠實、對國家盡忠,和他個人的政治立場和抉擇毫不相干。簡言之,支不支持國陣絕不能作為業績評估因素之一。

這些年來,和崛起中的周邊國家相比,大馬的行政效率每況愈下是個無可爭辯的事實。桎梏根源在於 機制中缺少問責文化。說得淺白些:當計劃泡湯時,上司只需技巧地指鹿為馬便可輕騎過關,無須自我反省更不必接受批判。事情的結局總脫離不了一個版本:上司 已鞠躬盡瘁、問心無愧;只怪下屬“爛泥附不上壁”,可惡。

順便舉個幽默小故事:有位小偷被帶上法庭。他在庭上委曲申冤:“法官大人。我是個奉公守法的良好公民,從來沒有犯罪念頭,問題出在我那不聽使喚的雙手。每當有機可乘,它就情不自禁地順手牽羊。大人,你就把它嚴厲懲罰,還我清白吧!”

小狗与古董

某人路经宠物店,见到可爱的小狗在笼里喝水。留意观看,他发现用来盛水的器皿竟是明朝的真品古董。一个歪念头刹那间在他脑际间闪现。他踏入商店向老板买下2只小狗。

临走前,他若无其事地向老板表示从未养过宠物。“我家里没有盛水容器。你可以把那脏兮兮的瓷碗也一齐卖给我吗?”他诚心恳求。“对不起,先生,”老板深感歉意,“其实,这水碗已协助本店卖出小狗无数。因此,它已被列为非卖品。”

Tuesday, June 9, 2009

公務員兼職行不通

大馬公務員的懶散態度使人民叫苦連天。公務員發奮圖強攜手重塑一個充滿活力的祖國是人民的殷切期望。然而,跡象顯示,這個意願恐難實現。人力資源部長蘇巴馬廉向總檢察署建議修訂勞工法令,批准公務員兼職,計劃將在6月落實。看來人民得作好心理準備,面對公務員效率不彰帶來的困擾。讓我從以下3個角度作泛泛評估:

一、專業管理的唯一酬勞準則是:待遇多寡只根據員工的能力和貢獻而不是他們的需要。否則資源被糟蹋、機構被拖垮。“各盡所能,各取所需”是共產主義思想核心,它和自由市場經濟的“各盡所能、各取所能”觀念南轅北轍。說實話,大馬沒有面面俱到的本錢,更沒躍升為慈善國的條件。

二、員工的忠心是機構最大的無形資產,假若容許公務員兼職,誰是他們首要忠心對象?還有,若遇到利益衝突,他們如何兩全其美秉公行事?無庸置疑,這舉措已嚴重扭曲人力資源正常運作的意識形態,後患無窮,可以未卜先知,工作效率必進一步惡化。

三、公務員目前的工作態度尚且這般敷衍塞責如:重要文件失蹤、升斗市民頻碰釘子、員工肆意曠工等。以此類推,若兼職計劃落實,後果更難以想像。

公務員待遇差強人意是不爭事實,主要原因是人數過於龐大。積極的解決策略是藉先進科技、簡易作業流程和高素質員工,三管齊下逐漸瘦身:既能對症下藥且無須加重納稅人負擔。反觀台灣僅憑60萬公務員竟把它打造成亞洲經濟小龍。相比之下,大馬120萬人何以需要龐大的公務員?

以下情節出於虛構如有雷同純屬巧合:某君往衙門會見預約官員,不料官員爽約。值班員深表歉意,他說:“官員的兼職公司旺季加班,被迫臨時告假,他囑咐你10天後再來辦理。為了安撫舟車勞頓,公關部贈與特惠固本,請到樓下冷氣食堂享受免費冰凍拉茶。謝謝合作。”

公務員兼職,倘若出現上述情節,老百姓要如何應對?

<包袱>之员工手册介绍

拙作<包袱:大马华族中小微型企业如何自救?>已经上架。你可在全国各大书店买到。<包袱>内容触及大马华族企业的当前困境和探讨自救途径。华族企业的严重弊端之一乃欠缺完整员工手册,在行政作业上造成诸多困扰。为了给业者提供方便,藉此把我所草拟的一般性员工手册样本在此贴上,欢迎业者随意下载。并祝各业者工作顺利。

<包袱>之员工手册样本

EMPLOYEE HANDBOOK

TERMS AND CONDITIONS OF SERVICE
(Valid from 1 January 2009 till 31 December 2011 - 假设)

PREAMBLE

Your Terms and Conditions of service shall follow the terms as explicitly stated in your Letter of Employment. The general principles, rules and conditions stated in this Handbook and/or any other instructions which may be issued to you from time-to-time by the Management. It is to your interest to be fully conversant with the expressed terms and conditions contained herein. Should you however, require any further clarification of interpretation, you should discuss with your immediate superior or the Managing Director.

Any employee who is covered by a separate Contract of Service will be excluded from the scope of the terms and conditions stated hereunder.


1 RECRUITMENT PROCEDURE

1.01 Where required, the employee has to undergo pre-employment medical examination, and certified to be medically fit for employment and free from substance abuse, by the Company's doctor. Requirement to undergo medical examination shall be mandatory for Drivers, Production and Warehouse employees. Others are to be decided by Management on case-by-case basis.

1.02 Employee has to furnish the relevant documents such as (copies of) Identification Card, driver’s license and educational certificate on his/her first working day with the Company.

1.03 Admin Department shall prepare a Letter of Appointment in duplicate and present it to the employee for acceptance, before he/she commences employment. The Letter of Appointment must be signed by his/her immediate superior or the Managing Director.


2. EMPLOYEE’S PERSONAL DATA

Employees are required to report to the Management, in writing, any changes in civil status, home address, and number of children. Employees are also encouraged to report to the Management his/her achievements, particularly, in the areas of educational and civic activities from time to time.


3. PROBATION

3.01 Unless otherwise waived in writing, all new employees are required to undergo a probationary period of three (3) months in the first instance. This is subject to extension based on individual performance and such extension shall be notified in writing. Normal extension of probationary period shall not exceed three (3) months duration. However if circumstance requires so, the Company may extend the probationary period further.

3.02 Upon successful completion of the probationary period and having satisfied the Company in general and specific requirements, an employee shall be given a Letter of Confirmation.

3.03 The Company may terminate an employee during the probationary period due to his inability to perform the assigned duties, poor performance, excessive absenteeism, disciplinary issues, tardiness, or other reasons of being unfit for permanent employment by giving one (1) day written notice or salary in lieu of notice. Likewise, the employee may terminate its services by giving the same notice or pay in lieu of notice.

3.04 It is not within the Company’s common practice to award an increment of salary at the end of the probation period. Any increment is at the sole discretion of the Company

4. PROMOTION

4.01 The Company shall maintain a policy of promotion amongst its capable employees and at its sole discretion, may promote suitable candidates to any position of the higher category as it deems fit. Such promotion is based on the capabilities as well as the suitability of the employee.

4.02 An employee selected for promotion to a higher category may be required to undergo probation for a minimum period of three (3) months from the date of promotion and with a revised salary.

4.03 If the candidate fails to fulfill the requirement for promotion, the employee shall be reverted to his former position and salary, or he may be reassigned to a new position of a similar capacity to the former position.

4.04 Upon confirmation of such promotion, an official letter shall be issued to the said employee and an official announcement shall be made.

4.05 The Company may at its sole discretion require an employee to relieve another fellow employee at a higher grade for a specified duration and this shall be considered as a relief assignment and not a promotion.


5. TERMINATION OF SERVICE

5.01 Termination of Service may be due to:

* Resignation of employee (for any reason)

* Dismissal of employee by Company

* Death or permanent incapacitation of the employee

* Retirement of employee

5.02 In the event of termination by either the Company or the employee, the party effecting such termination shall give notice to the other as follows:

* One (1) day written notice for employees who are not yet confirmed

* One (1) month written notice for confirmed employees.

* Unless a longer notice period has been specifically stipulated in the Letter of Appointment.

5.03 Upon termination of service, the employee may use the balance of his annual leave to offset the whole or part of the notice period. In the event of the employee having to serve part of or the entire notice period, the Company shall reimburse him of any balance of annual leave based on his last drawn salary scale.

5.04 It is the sole discretion of the Company whether to allow this balance annual leave to be used to offset the notice period, or to reimburse the employee accordingly.

5.05 Notwithstanding the above provision, the Company reserves the right to terminate an employee after a domestic inquiry, without serving any notice nor any notice in lieu, in the event of grievous misconduct, breach of contract of service, criminal breach of trust, or any illegal activities by the employee.

5.06 The employee shall return all Company items issued to him on or by the last working day (unless another date is agreed on by the Company) such as uniforms, stationeries, computer, hand phone, company car, etc., in good condition other than normal wear and tear. Otherwise, the Company shall be entitled to recover the cost of such replacement by any legal means.

5.07 A confirmed employee may resign upon giving one-month notice in writing or pay in lieu of notice.

5.08 All balance of salary or benefits due shall be paid to the employee subject to clearance from his/her Income Tax Department.


6. RETIREMENT

The normal age of retirement for all employees shall be fifty five (55) years. However, an employee may continue his/her employment only upon mutual agreement between the Company and the employee. The service so provided shall then be covered under a year-by-year Contract of Service.


7. WORKING DAYS & HOURS

7.01 The official working days and hours of the Company are as follows:

Monday to Friday: 9.00 am to 5.00 pm
Saturday: 9.00 am to 1.00 pm

7.02 All employees on normal working hours are entitled to a one (1) hour lunch break to be chosen between 12.00 noon and 2.00 pm and subject to approval by his/her immediate Superior. The Company reserves the right to vary the working hours and the lunch hours of the employees.

7.03 For Contract Employees include foreign workers whose nature of work requires separate working hours or on shift basis, their working hours shall vary from the normal working hours stated above. The Company reserves the right to reschedule the shift of an employee as and when it sees fit and this applies to every employee.


8. ATTENDANCE AND TIME RECORDING

As good timekeeping is essential to the smooth running of each section of the Company, the following rules must be observed:

a. All employees except Manager and above are required to personally record their check in and check out time via their employment card or any other means specified by the Company. Those who fail to do so or leave the work place or the Company’s premises without permission from their HOD (Head of Department) will be considered as being absent from work.

b. All employees who do not report to work due to illness or accident or any other personal reasons shall obtain permission from their HOD and report to the Company in such manner as specified by the Company and shall produce the evidence of their absence or medical certificate immediately when reporting for duty.

c. All employees are required to report to work punctually. Those who may report late or leave the work place early must obtain prior permission from their superior. Disciplinary proceedings may be taken against any delinquent employees.

d. Non-compliance to these requirements shall be deemed as misconduct.


9. ABSENTEEISM

9.01 An employee who goes on leave before obtaining approval from his HOD is regarded as having committed a major misconduct, unless he can show evidence of emergency. An employee, who only notifies the Company of his emergency leave upon return to work, or towards end of the day, is deemed as committing misconduct, if he cannot justify the reason for not notifying earlier.

9.02 Where an employee is absent from work without notice for more than TWO (2) consecutive working days, he is deemed to have breached his contract of employment with the Company, unless he can provide acceptable reasons.

9.03 Where an employee has agreed to a scheduled overtime work but does not subsequently show up for such work, it will be considered as being absent.


10. OVERTIME

10.01 Overtime is deemed to be work performed outside normal working hours at the request of the Company or the approval of the respective HOD. In the event an employee is unable to finish the job assigned, prior approval of HOD is compulsory before performing such overtime.

10.02 All field sales personnel are not entitled to overtime payment.

10.03 Only employees under the ambit of Employment Act 1955 shall be entitled to overtime claim.

10.04 Calculation of working overtime shall be abode by Employment Act 1955.

10.05 Where an employee is required to work on a mandatory public holiday which falls on his normal rest day, his overtime pay rate is that for working on rest days. However, he shall be entitled to a paid holiday on the following working day. Thus, the following working day is considered a mandatory public holiday.

10.06 Any employee earning a basic monthly salary of RM 2,000.00 shall not be entitled to overtime payment. However, the aforesaid basic monthly salary may be up dated from time to time in accordance to the requirements of the Employment Act 1955.

10.07 If due to the employee’s own carelessness or procrastination, he is unable to complete the job which otherwise can be completed within his ordinary working time, he may be asked by the HOD to work overtime but in such instance the overtime wage shall not be payable.


11 EMPLOYEES PROVIDENT FUND

Contributions will be made to the EPF (Employee Provident Fund) at the rates determined by the Employee Provident Fund Board or to such other approved Provident Fund.


12 SOCSO

Contributions will be made to SOCSO at the rates determined by SOCSO for employees earning below RM2, 000 per month. Employees who have contributed to SOCSO in the past must continue their contribution.


13 GROUP PERSONAL ACCIDENT

13.01 In addition to SOCSO benefits, the Company also provides group personal accident insurance coverage for the employees.

13.02 The sum insured for each employee is based on consideration of his position and nature of work, and is subject to change at Management discretion to provide a practical cover for the employees.

13.03 The Company will claim the applicable benefits from the Insurer, for the employees who suffer permanent disability or death due to accident. (The scope of coverage is “anywhere, anytime”, but is subject to future revision by the insurer).

13.04 All employees are covered by Group Personal Accident Insurance Policy for death or permanent injury occurring at any time in accordance to the terms and conditions contained therein.


14 SALARY ADMINISTRATIION

14.01 Salary will be paid on or before the 7th day of the succeeding month. Salary will be paid via bank transfer.

14.02 The Company reserves the right to make statutory deductions from the employee's monthly salary for EPF, SOCSO and Income Tax, where applicable.

14.03 Where an employee does not complete the full month of service by reason of resignation or termination, the pro-rated salary payable will be calculated by the Company.

14.04 An increment may be based on individual performance and this is to be determined by the Company at its absolute discretion.


15. REST DAY

All employees shall be granted one (1) rest day in a week. The normal rest day shall be Sunday. The Company may substitute the normal rest day with another day of the week and this shall constitute the rest day of the employees in particularly those on shift work.

16 PUBLIC HOLIDAY

The Company shall observe all gazette Public Holidays:
16.01 If any of the public holidays falls on normal rest day, then the said holiday shall be replaced on the first working day following the rest day.
16.02 An employee who is absent from work on a working day immediately preceding or succeeding a public holidays, without prior consent of his employer shall not be entitled to any pay for that holiday or holidays unless he has a valid reason for such absence.

17 ANNUAL LEAVE

17.01 The Company provides its employees with paid Annual Leave. It may be necessary in an extreme emergency to recall an employee back to work during the course of his leave. Any employee so recalled shall be granted such unconsumed leave at a future date fixed upon mutual consent.

17.02 All employees who served a continuous twelve (12) months of services shall be eligible to paid annual leave thereafter. He/she may apply for annual leave on a pro-rated basis during the twelve (12) months of service. However, when an employee is on probation, he/she is not entitled for any annual leave.

17.03 If the employee’s service is terminated in less than twelve (12) months, his paid annual leave entitlement shall be determined on a pro-rated basis.

17.04 Application for annual leave except in emergency cases shall ordinarily be submitted at least three (3) days in advance and to be approved by his/her superior. A copy of the approved annual leave application should be submitted to Admin Dept for record purpose.

17.05 The Company reserves the right to reschedule an employee’s leave regardless of the approval.

17.06 If an unforeseen public holiday, sick leave, maternity leave, hospitalization leave, compassionate leave or congratulatory leave falls during the period in which an employee is on annual leave, the annual leave shall be deemed as not taken, and shall be restored to his entitlement. This is provided that the employee notifies his HOD immediately upon his return to work.

17.07 Any annual leave which is not utilized by the end of the calendar year shall be forfeited unless pre-approved by Managing Director before 1st Dec to carry forward the unutilized leave to the following year. All employees are encouraged to plan their leave ahead to avoid such circumstances.


18 ANNUAL LEAVE ENTITLENET

The annual leave entitlement of each calendar year is described as below:
1 – 2 years (10 days); 3 – 5 years (14 days); 6 – 8 years (18 days); more than 8 years (21 days).


19 COMPASSIONATE LEAVE OR UNRECORDED LEAVE

19.01 All confirmed employees will be granted compassionate leave to meet the following unforeseen events:

• Death of a member of his immediate family i.e. spouse, legal children, parents - 3 consecutive calendar days.
• Grandparents, parent-in-law, siblings - 2 consecutive calendar days
• In the event that an employee suffers disaster as a result of an act of God (Flood, fire, landslide and etc.) - 1 day
• In the event that an employee is representing sports and cultural team at National level, - No. of days shall be at the sole discretion of the Company.
19.02 Compassionate Leave is not subject to replacement if they coincide with a rest day, public holiday, or any other leave already granted by the Company; or if the employee chooses not to take them at the time due to personal reasons.

19.03 All Compassionate Leave must be applied as soon as practically possible after the employee returns to work. The application must be supported with relevant documented evidence (e.g. - copy of death certificate, etc).


20. CONGRATULATORY LEAVE

20.01 All confirmed employees, at the sole discretion of the Company and in addition to any annual leave, may be granted congratulatory leave as follows;

• Employee’s first marriage - 3 consecutive calendar days, which must include the actual day;

• Marriage of legal child - 1 calendar day on the actual day

20.02 Congratulatory leave are not subject to replacement if they coincide with a rest day, public holiday, or any other leave already granted by the Company; or if the employee chooses not to take them at the time due to personal reasons.

20.03 However, if the Company requires the employee to work despite above occasions, then he shall be entitled to a replacement.

20.04 All Congratulatory Leave must be applied four (4) weeks in advance, as per requirements on normal annual leave applications.

20.05 The leave application must be supported with relevant documented evidence, which must be furnished to the Company as soon as practically possible.


21. HOSPITALIZATION LEAVE

An employee may be granted up to sixty (60) working days hospitalization leave in each calendar year (inclusive of the balance of any medical leave available) if certified as necessary and compulsory by a certified Medical Practitioner.


22. MATERNITY LEAVE

22.01 Maternity leave is leave granted with full pay to confirmed female employees who has completed 1 year of continuous services with the Company.

22.02 Maternity leave may be granted on the recommendation of a registered medical practitioner. As far as possible, application for maternity leave shall be made not less than one month prior to the date on which is desired that maternity leave shall commence.

22.03 Female employees are entitled to 60 consecutive day’s maternity leave in respect to each confinement.

22.04 Each female employee is entitled to paid maternity leave up to a maximum of 5 surviving children.

22.05 Leave on account on miscarriage prior to the 28 weeks of pregnancy will not be considered as maternity leave but as a normal sick leave.

22.06 An employee who fails to resume duty for more than (2) working days from the expiry of her maternity leave without sufficient notice and cause, shall be deemed to have committed a serious misconduct and be subject to termination without notice.


23 STUDY & EXAMINATION LEAVE

23.01 As part of the Company's personnel development and industrial relations policy, the Company may at its sole discretion grant the following leaves to all confirmed employees who have continuous served the Company for more than 1 year.

23.02 Application for Study/ Examination Leave shall be made at least four (4) weeks in advance, with relevant evidence attached such as course and/or examination timetable, receipt of entry and others to verify the cause of application.

23.03 For mutual benefit, the course taken by the employee shall be relevant to his/her work in the Company.


24 UNPAID LEAVE

24.01 An employee who needs to take leave during probation period shall apply only for unpaid leave.

24.02 An employee who has depleted his annual leave entitlement for the calendar year, and still needs to take leave, shall also apply for unpaid leave. This is subject to the approval of the Company.


25 MEDICAL LEAVE

25.01 Medical Leave is defined as the period during which an employee is unable to be present for work on account of sickness and shall be certified by a registered medical practitioner appointed by the Company. In case of emergency, the employee may seek treatment from other registered practitioners.

25.02 The employee must inform their respective HOD by telephone or any other means within one (1) hour of his first absence from work. If the employee is incapacitated by serious illness or accident, the means and duration of notification shall be determined in accordance to the circumstances.

25.03 A medical certificate must be presented to the Company as soon as the employee reports to work. Failing to do so may result in disciplinary procedure. The Company will also recognize the medical certificate (MC) from any other registered medical practitioner and if such MC exceeds 2 working days, then it has to be countersigned and certified by the Company doctor.

25.04 The employee, who only notifies the Company of his sick leave upon return to work, or towards end of the day, is deemed as having committed misconduct, unless the Company deemed the explanation given by the employee as satisfactory.

25.05 An employee shall, upon the recommendation of a registered medical practitioner appointed by the Company or in the event an emergency, by any other registered medical practitioner, be entitled to paid medical leave as follows: less than 2 years (14 days); 2 – 5 years (18 days); more than 5 years (22 days).

26 MEDICAL BENEFIT

26.01 Medical services shall be provided for all employees through the Company doctor.

26.02 When medical consultation/treatment is required, employees are advised to consult Company’s panel of doctors as soon as possible. In case of emergency, only registered medical practitioners should be consulted.

26.03 Medical expenses incurred for the consultations/treatment for employees by other registered medical practitioners shall first be borne by the employees themselves. Such expenses will be reimbursed by the Company on production of an official receipt. Medical expenses with no receipts will not be entertained.

26.04 Medical expenses incurred for specialist consultation and/or treatment including pediatricians shall be borne by the Company only if it is authorized or recommended by the Company’s doctor before consultation. Notwithstanding, expenses incurred for such consultation/treatment shall be borne by the Company at the absolute discretion of the Management depending on the circumstances of each case.

26.05 Expenses incurred for consulting a non-registered medical practitioner shall not be borne by the Company.

26.06 Employee shall not be entitled to the benefits as per 27.06 above should he/she suffer the illness prior to joining the Company.

26.07 If a confirmed employee is hospitalized, the Company will bear the hospitalization benefit up to a maximum of ringgit three thousand (RM 3,000.00) only in a calendar year.

26.09 In the case where hospitalization is necessary as certified by the Company doctor, such sick leave will be paid-up to a maximum of 60 working days inclusive of any period of non-hospitalization following his discharge and the Company will consider granting additional leave based on individual cases.

26.10 Where an employee is required to go overseas for duty, he is entitled to medical and hospitalization benefits in the overseas country on production of documentary evidence.

26.11 Annual chest X-ray for all employees shall be arranged by the Company.

26.12 The Company shall not bear the cost of the following expenses:

。Any pregnancy, abortion, childbirth, miscarriage or criminally provoked abortion, including complications arising there from.

。Any medical, dental and surgical appliances which include dentures, hearing aids, spectacles, crutches, splints, orthopedic aids, any beautification or plastic surgery.

。Any treatment for venereal diseases or self-inflicted injury, the use of drugs (unless authorized by the licenses physician doctor of the Company) or exposure to unjustifiable hazards.

。Any expenses resulting from misconduct, performance of an unlawful act, provoked assault, breach of peace or disorderly conduct.

。Use of illegal drugs or use of drugs not prescribed by Company doctor.

。Preventive medicine.


27 MILEAGE CLAIM

Employees who are requested to use their own vehicles for traveling in performing their official duties are eligible to claim mileage at the following rates:

。Motor vehicle at RM 0.50 per kilometer.
。Motorcycle at RM 0.30 per kilometer.

Sales staffs with monthly car allowance are not entitled for the above mileage claim. However, if the sales staff is required to travel outstation for official duty, then he/she is entitled to claim reasonable petrol expenses used for that trip, tolls and parking fees.


28 ALLOWANCES

28.01 Outstation Allowance

Employees who are required to travel outstation and stayed overnight in the course of performing their duties shall be entitled to claim outstation allowance of RM200.00 per night. This outstation allowance covers meal and accommodation expenses except for petrol, tolls and parking.

28.02 Car Allowance

For sales employees who used their own vehicles to cover outlets and for official business, they are entitled to a fixed monthly car allowance as stipulated in the Letter of Appointment.

28.03 Hand Phone Allowance

Hand phone will be provided for by the Company to sales personnel so as to carry out their duties. All calls involving business calls shall be borne by the Company.


29. DRESS CODE

30.01 Appropriate personal grooming and attire for the work place is required of all employees, so as to project a professional image in line with their job grade and nature of work.

30.02 Male employees are expected to maintain a descent hair cut. Long hair and fancy hair style are discouraged, and in particular upon being instructed by the HOD the employee shall promptly make the necessary change.

30.03 All male at Executive level and above who are mainly executing office-based duties, are expected to wear long-sleeved office dress shirt and neck-tie at work. Those whose duties involved warehouse, transportation or other outdoor work may be given the discretion to wear more casually when on such job, but nevertheless shall project a positive image at all times to and for the Company.

30.04 Female employees are required to dress appropriately; avoid clothing of a revealing nature e.g. see-through blouse, low-cut dress or mini-skirts, and also avoid fashion and accessory unsuitable for the work place.

30.05 Where a Company uniform is provided for the employee to be specifically worn on the job, it shall be deemed as misconduct if the employee does not do so without a valid reason.


30. COMPANY PROPERTY

32.01 Employees must ensure that all company property entrusted to them is properly cared for, utilized or disbursed in the manner prescribed by the Company.

32.02 Employees must surrender or return company property when so requested by Management.


31. PERFORMANCE APPRAISAL & SALARY REVIEW

31.01 A formal appraisal of an employee’s performance is conducted by his/her immediate superior towards the end of the probationary period and after each fiscal year thereafter.

31.02 The appraisal results are used as inputs for determining training and development needs and merit increases.

31.03 The quantum of salary increment will be based on the employee’s performance and contribution towards the Company as assessed by Management. Staff may be promoted at anytime during the year when it deems necessary. Employees will be rewarded in accordance to the Grade of position and their corresponding salary scales.


32. ANNUAL BONUS

The annual bonus is based on Company performance and it is the sole discretion of the Company to declare annual bonus to its employees. However, Company shall do its best to issue one-month bonus to all employees who serve for one calendar year. Employees who have served the Company for less than a year, bonus shall be on Pro-rata basis.


33. INCENTIVE BONUS

The incentive bonus is independent and its computation is related directly to individual performance. Employees who have served the Company for less than a year, Incentive Bonus shall be on pro-rata basis. Period of service shall be calculated from date of confirmation and not date of joining. Incentive bonus shall be issued in February of the succeeding year.

The decision by the Managing Director on the Incentive bonus is final.

34. SALARY SCALE - To be appended

说明:

a) 我尽量把一个完整的手册内容呈上。业者可以个别公司的环境和需要进行增减(该是减多于增);在作出修订时必须请教对雇用法令熟悉的专业人士,千万别随意增减。一些看来并不重要的条款其实会产生牵制作用;

b) 以上文件纯粹作为参考,许多项目纯属假设方便业者作全面考量;

c) 著者不为采用本文所引起的任何法律责任。

<包袱>之利益冲突条款

CONFLICT OF INTEREST

1,It is the policy of Company to prohibit employees to solicit any advantage from clients, contractors, suppliers or any person in connection with Company business.

2,Employees must avoid incurring any kind of financial or personal obligation, which might affect their judgment in dealing on behalf of the Company with outside firms or individuals.

3,Each person must examine his own activities and those of his family, to ensure that no condition exists, which could:

• Involved in any non transparent transaction that may affect the Company,

• Impact on an employee’s independent judgment.

4,Areas that may give rise to Conflicts of Interest include but are not limited to the following:

• Employees should refrain from engaging in outside employment, business investments or activities that might conflict with Company’s interest.

• If employee wishes to take concurrent employment, either regular or on a consulting basis, he shall seek written approval before accepting the employment. The Company will give due consideration to such request but the decision of the Management shall be discretionary depending on the merits of each case.

• Employees who have interest in their own or family business shall declare such interest to the Company at the time of joining the Company or at the time when the business is acquired if the employees are already employed in the Company. Such business interest must not be in conflict with the Company’s business interest.

• If the accepting of an advantage could affect the objectivity or to act against the Company’s interest, the employee should decline to accept. Similarly, if acceptance could lead to questions or complaints of bias or impropriety, the offer should also be declined.

5,Employees should not carry out any activities to harm the business of the Company by way of competition, or obtain secret profit or advantage to enhance personal business.

6,When there is a conflict of interest, or a clash between interest and duties, full disclosure of interest is required.

<包袱>之公司机密条款

CONFIDENTIALITY OF INFORMATION

1. Employees are strictly prohibited from divulging inside information without prior written consent of the Company relating to:

a) Company Business Quotations, Sales Information, Company Business Positions, Financial Matters, Company Business Plan and;

b) Information relating to our Business Partners or Customers

2. Employees who have access to information that has not been publicly disseminated are required to hold them in confidence and trust, and to use all reasonable precautions to assure that they are not disclosed to unauthorized persons or used in an unauthorized manner.

a) Employees are not allowed at any time to disclose any confidential information to anybody outside the Company or use such information to further personal interest.

b) Other obligations:

3. Employees may sometimes during the normal course of business come across information that another employee has violated, or is violating the standards set in this policy. The Company expects the employee to report this violation to Management so that appropriate action can be taken.

4. If there are enquiries from any person for confidential information concerning the Company, the employees shall avoid responding and consult or refer to the top management for further action.

5. Falsifying documents or furnishing false accounting records are serious offences under the Company policy and are strictly prohibited.

a) Employees shall upon termination of employment, return promptly to the Company all notes, books, manuals, documents or records relating to the business of the Company.