Staff Handbook 2011

EMPLOYEE
HANDBOOK

2011, COSMOPOINT Sdn Bhd

Employee Handbook Confidential 2011
Cosmopoint Sdn Bhd Page 1

TABLE OF CONTENTS

1. Introduction
About This Employee Handbook
Company Vision, Mission & Shared Values
Categories of Staff
Staff Grade

2. Appointments
3. Probation and Confirmation
4. Promotions
5. Termination of Employment
6. Retirement Age
7. Working Days and Hours
Non-Academic Staff
Academic Staff
Clock In and Clock Out
Teaching Hours Requirement of Academic Employee
8. Overtime
9. Gazetted Public Holidays
10. Leave
10.1. Annual Leave
10.2. Medical Leave
10.3. Prolonged Medical Illness
10.4. Maternity Leave
10.5. Paternity Leave
10.6. Compassionate Leave
10.7. Marriage Leave
10.8. Study and Examination Leave
10.9. Unpaid Leave
10.10. Half Day Leave
10.11. Replacement Leave
10.12. Pilgrimage Leave
10.13. Special Leave
10.14. Absence without Leave

11. Transfer
12. Compensation and Benefits
12.1. Salary
12.2. Salary Increment
12.3. Salary Advance
12.4. Bonus
12.5. EPF and SOCSO Contribution
12.6. Income Tax

13. Staff Claims, Reimbursements and Allowances
13.1. Mileage Reimbursement
13.2. Other Modes of Transport
13.3. Accommodation
13.4. Subsistence Allowance

13.5. Transfer/ Secondment Allowance
13.6. Other Claim for Outstation or Overseas Travel
13.7. Fixed Allowance
13.8. Other Claims
13.9. Expense Claims
13.10 Cash Advances and Reimbursements

14. Training and Education
14.1. Objectives
14.2. Training Contract
14.3. Local And Internal Companys Sponsored Training
14.4. Private Study
14.5. Cash Award
14.6. Study Leave
14.7. Leave to Sit For an Examination

15. Medical Benefits
15.1. Outpatient
15.2. Dental
15.3. Insurance Coverage
15.4. Maternity Expenses Reimbursement

16. Loan
16.1. Vehicle Loan Interest Subsidy Schemes and Legal Fees Subsidy for
House
16.2. Computer Loan
16.3. Personal Loan

17. Annual Staff Review

18. Conduct, Discipline and Efficiency
18.1. Code of Conduct
18.2. Presents
18.3. Borrowing Etc.
18.4. Other Full-Time Employment
18.5. Confidential Records and Information
18.6. Copy Right & Ownership
18.7. Communication with Press, Radio, Television or Other Mass Media
18.8. Inefficiency

19. Disciplinary Procedure
20. Grievance Procedure
21. Review of Terms and Conditions of Employment


WELCOME TO COSMOPOINT SDN BHD

1 INTRODUCTION

About This Employee Handbook

This Employee Handbook provides you with an overview of Cosmopoint Sdn Bhd
(Cosmopoint)s policies, benefits, and rules. It is intended to familiarize you with
important information about the Company, as well as provide guidelines for your
employment experience with us in an effort to foster a safe and healthy work
environment. Please understand that this booklet only highlights company policies,
practices, and benefits for your personal understanding and cannot, therefore, be
construed as a legal document or an express or implied contract.

The Company strives to provide an employee-friendly environment in which goal-
oriented individuals thrive as they achieve ever more demanding challenges.
Cosmopoint values the talents and abilities of our employees and seeks to foster an
open, cooperative, and dynamic environment in which employees and the Company
alike can thrive.

It is obviously not possible to anticipate every situation that shall arise in the
workplace or to provide information that answers every possible question. In
addition, circumstances will undoubtedly require that policies, practices, and
benefits described in this Handbook change from time to time. Accordingly, the
Company reserves the right to modify, supplement, rescind, or revise any provision
of this Handbook from time to time as it deems necessary or appropriate in its sole
discretion with or without notice to you.

It is to be noted that words importing the masculine gender shall also include the
feminine gender. Words importing the singular number shall include plural or vice-
versa.

This Handbook shall be uploaded into Cosmopoint website for the reference of all
employees.

All employees shall seek clarification or explanation of the contents of this
Handbook from the Human Resource Department.

Regards,

Dato Idrus Mohd Satha
President of Cosmopoint Sdn Bhd


Company Vision, Mission & Shared Values

Vision
To be the regions leader in providing relevant, quality and affordable
education and training through the engagement of ICT and creative
technology to enhance learning effectiveness.

Mission
We endeavour to provide quality educational and training opportunities that
emphasize real world skills and knowledge, which will equip our clients and
students to face a lifetime at the forefront of social and technological change.

We are committed to providing affordable real world practical programs in
training, education and life long learning in collaboration with industry
partners in the discipline of science, commerce and technology, to both
undergraduates and graduates.

We engage innovative ICT and creative technology in delivering our services
towards enhancing customer satisfaction and enhancing the learning
experience and effectiveness.

Shared Values

Continuous Improvement
Innovation
Commitment
Teamwork

Categories of Staff

Expatriate
Expatriate staffs need a work permit which will be applied as
soon as they accepted a job offer from the Company. Upon
approval of the work permit, the expatriate staff will be
appointed as an employee of the Company based on yearly
contract.
Full Time
Full time staffs are an employee who is given a full time tenure
to join the Company with a starting gross salary in accordance
with the established criteria of the Company.
Contract
A contract staffs an employee who is given a contract with
specified period of tenure with the Company, where the
contract is to be reviewed annually for opportunity for
continuance of service, termination or permanent tenure.
Part Time
Part time staffs are generally employed due to the Companys
needs of his wide industry experience or specific niche skills
to accomplish the companys objectives.

Staff Grade

The prescribed personnel policies and procedures described in this handbook
are structured according to the staff grading structure as follows:-

LEVEL
JOB
GRADE
POSITION

Senior
Management
A1 President
A2 Deputy President/ Vice Chancellor
A3 Vice President/ Deputy Vice Chancellor
A4 Assistant Vice President
Middle
Management
M5 Senior Manager/ Senior Center Manager/Regional Center Manager/
Dean M4
M3
Manager/ Center Manager/ Deputy Dean
M2
M1
Manager/Center Manager/ SR. Head of Department/SR. Head of Unit/
SR. Head of School/ SR. Head of Sales/ SR. Head of Administration &
Operations/ SR. Head of Academic & Student Affairs
Junior
Management J1
Assistant Manager/ Head of Department/Head of Unit/ Head of
School/ Head of Sales/ Head of Administration & Operations/ Head of
Academic & Student Affairs
Executive
EX3 Senior Executive/ Senior Lecturer/ Accounts Manager(Sales)
EX2 Executive/ Lecturer/ SR. Course Counselor/ Sales Executive
EX1
JR. Executive/ JR. Lecturer/Tutor/ Course Counselor/ Management
Trainee/ JR. Sales Executive
Non-
Executive
NE4 Senior Clerk /Senior Technician/Senior Asst. Librarian
NE3 Clerk / Technician/Asst. Librarian/ Senior Driver
NE2 Receptionist / Driver
NE1 Security/Cleaner

2 APPOINTMENTS

All appointments shall be made by letter of appointment on the Company's
letterhead signed by a duly authorised officer of the Company and issued by the
Human Resources Department.

If at any time subsequent to the appointment of any employees it is found that any
statement entered in the application form of appointment and/or statutory
declaration form is in any respect untrue, the employees will be liable to instant
dismissal.
3 PROBATION AND CONFIRMATION

All new employees engaged with a view for permanent employment shall undergo a
probationary period of three (3) months in the first instance to ascertain their
Executive

suitability to the post. The probation period shall be reduced or extended at the sole
discretion of the Company depending on the employees performance and conduct.
Such extension shall be informed to the employee in writing.
On successful completion of the probation period and having satisfied the Company
that he has performed the duties assigned to him satisfactorily, the employee shall
be confirmed in regular employment with the Company and shall be given a Letter
of Confirmation.
Upon confirmation by the Company, an employees employment with the company
shall be deemed to have commenced from the date of appointment.
4 PROMOTIONS

The Company shall maintain a policy that employees of the Company are eligible to
be considered for promotion when a vacancy arises or when a new position is
created.

The promotion of suitable employees shall be on the basis of performance or merit
that fits the respective job description.

The Companys selection of any employee for promotion shall be final and the
employee will be notified in writing.
An employee who is promoted to a higher grade shall be required to serve in the
higher grade on a probationary period of up to six (6) months. This probationary
period shall be extended, reduced or waived at the sole discretion of the Company.
The salary, benefits and terms and conditions of service to the higher grade on
promotion shall be effective from the date the employee commences in the higher
grade.
In the event that the Company finds the employee unsuitable in the higher grade
during the probationary period, he will be reverted to his former grade and be
eligible only to the salary and other privileges of the former grade or be reassigned
to an equivalent position in the former grade.

5 TERMINATION OF EMPLOYMENT

During or at the end of the initial or extended probation period, employment shall
be terminated at any time by either party giving to the other party the period of
notice as per stipulated in the employment contract or payment of salary in lieu of
such notice without assigning any reason thereof.

If confirmed in regular employment, employment shall be terminated at any time by
either party giving to the other party the notice in writing or salary in lieu of notice
without assigning any reason thereto as per stipulated in the employment contract.

The period of notice of termination by Job Grade or Position shall be stated in the
individuals appointment letter.
An employee shall be terminated without notice or salary in lieu of notice in any of
the following events:-

If an employee has in the opinion of the Company been found to be guilty of
dishonesty, misconduct or negligence in the performance of his duties.

If an employee has after showing cause in writing been found to have committed
any serious breach of any of his duties or obligations under his appointment.

If an employee has made monetary profits or received any gratuities or other
rewards (whether in cash or kind) out of any of the Companys affairs.

For the academic staff, you are required to complete the semester and submit all
relevant marks and assessments required for the Board of Examination before
resigning.

An employee shall submit his Letter of Resignation to Human Resource (HR)
Department with acknowledgement by the respective HODs.

Before an employee terminates his employment with the Company, he will be
required to attend an exit interview conducted by the respective HODs or HR
Department. Refer to APPENDIX 1 for the Exit Interview Form.

The employee shall return all properties provided or issued by the Company to his
Supervisor / HOD on his last working day. The Company reserves the right to request
the employee to replace or reimburse the cost of any properties that is lost by the
employee or is faulty upon return.

HODs and HR are required to ensure that the resigning staff/staff who is terminated
hands over his files containing the job description, office keys, personal identification
card and other related documents to his respective supervisor/HOD. Refer to
APPENDIX 2 for the Handover Notes Form.

An employee shall be deemed to have terminated his employment in the Company if
he has been continuously absent from work for more than two (2) consecutive
working days without a reasonable excuse for such absence or has not informed or
attempted to inform his Supervisor or HR Department of his absence.

In such circumstance, the Company shall claim indemnity for such breach of contract.

6 RETIREMENT AGE

The retirement age for male employees shall be fifty five (55) years of age and a
female employee at (55) years of age.
Re employment or new employment of an employee after his retirement shall be at
the sole discretion of the Company. The terms and conditions of such re

employment will be determined based on the merits and circumstances of each
case.

7 WORKING DAYS AND HOURS

Cosmopoint observes the following official working hours:

Non -Academic Staff

Monday Friday 9:00 am 5:30 pm
2nd, 4th& 5th Saturday 9:00 am 1:00 pm
#Note: 1
st
and 3
rd
Saturday of the month will be the off day for the company.

Academic Staff

Monday Friday 9:00 am 5:30 pm
2nd, 4th& 5th Saturday 9:00 am 1:00 pm
#Note: 1
st
and 3
rd
Saturday of the month will be the off day for the company.

In the case of special assignments, the academic employee shall be expected to work
beyond the said hours and days. For lecturers and college personnel, you shall be
assigned on shift basis and in accordance to class schedules. In such event, your
working hours shall be as follows:
9:00am 6:00pm
(Lecturers who finish lectures at 1120, 1330 and 1630 will comply with the Normal
Working Hour of 9:00 am 6:00 pm)
1.30pm 9.45pm
(Lecturers who finish lectures at 2145 will comply with the working hour of 1.30pm
9.45pm only if no early class is scheduled on the same or next working day)

The company reserves the right to change the working hours to meet the business
needs. On a case-by-case basis, Heads of Departments shall adjust the official
working hours of their staff if special circumstances and conditions warrant the
need to do so.
On Friday afternoons, male Muslim staffs are allowed to go for Friday prayers and
return to work at 2.30pm. Faculty Management should avoid classes during this
period.


7.1 Clock In and Clock Out

All employees are required to clock in and clock out every time they come in and
leave the office at the end of the day. An employee is considered absent from work if
he fails to do so.
Half a day of annual leave will be deducted from the leave record if an employee of
the Company fails to either to clock-in or clock out for each occurrence. In the event
that an employee has exhausted his annual leave, half a days pay will be deducted
from the monthly salary.
7.2 Teaching Hours Requirements of Academic Employee

Teaching schedules are given to the lecturers before the semester starts. The
teaching hours vary according to the subjects taught, the number of students in class
and the number of subjects the lecturers are teaching. It is the responsibility of the
Deans and Heads of School to manage the teaching hours accordingly.
30 teaching hours Half day replacement leave a month.
24 teaching hours + 2 days evening classes Half day replacement leave a
month
18 teaching hours + 3 days evening classes Half day replacement leave a
month
Should a lecturer hold other positions at faculty management level (e.g. as a Dean,
Deputy Dean or Head of School), the lecturer is to do a maximum of ten (10) hours
teaching per week so as to ensure that the time allocated for the administrative
responsibilities are taken into account.
Lecturers are expected to remain on campus for time out-of-class for the duration of
the working hours unless otherwise arranged by the Head of Academic Affairs or
Head of Faculty. During this time, they are expected to continue with administration
work such as preparing or developing lessons, assessing student work, conducting
research in the library or other scholarly activities.
Lectures shall be asked to teach or undertake other duties outside the normal hours
when special activities are being arranged such as exhibitions, shows, or other
public events.
Part time lecturers are mostly employed due to their expertise in the industry.
Teaching hours of part time staff will be stipulated in their respective Contract for
Service letter. They are expected to prepare their lessons out of the contracted
teaching time.


8 OVERTIME

Employees Obligation to Work Overtime

Employees shall be required to work overtime whenever required by the Company.

8.1 Earning Less than RM1,500

Payment of overtime shall only be claimed by non executives, and executives
earning less than RM1,500 (or any other amount that shall be prescribed by the
law) if such work has been approved in advance by Heads of Department
(HOD)/Vice President (VP) of the Company.
Payment of overtime to non executives, and executives earning less than RM 1,500
shall be in accordance with the provisions provided in the Employment Act 1955
and any amendments thereto and shall be applicable for work performed in excess
of the normal working hours on normal working days, during rest days and on
gazette public holidays.

8.2 Earning More than RM1,500

No overtime is payable to executive employees who earn more than RM1,500 (or
any other amount as shall be prescribed by the Law) for work done in excess of the
normal working hours on normal working days, during rest days and on
gazetted public holidays.

However, these executives will be eligible for the following allowance if such work
(Special Assignments) has been approved in advance by the respective Heads of
Department (HOD)/Vice President (VP) :-

(a) Inconvenient allowance
Working overtime for 2 to 4 hours RM30
Working overtime for more than 4 hours RM50

9 GAZETTED PUBLIC HOLIDAYS

The Company observes all Public Holidays approved by the State and Federal
Governments.

The Company reserves the right to declare extra holidays to coincide with any public
holiday and such extra holidays are deductible from the employees annual leave. In
cases where the employee has still not earned his annual leave or has used up all his
earned leave it will be considered as unpaid leave.

10 LEAVE

10.1 Annual Leave


Employees are entitled to the annual leave as specified in the Letter of Appointment.
When it is not specified in the Letter of Appointment, the entitlement shall be as
follows:

JOB GRADE
POSITION

ANNUAL LEAVE ENTITLEMENT

1 to 5 Years
More than 5
Years
A2 Deputy President/ Vice Chancellor
19 days 21 days
A3 Vice President/ Deputy Vice Chancellor
A4 Assistant Vice President
M5 Senior Manager/ Regional Center
Manager/ Dean
18 days 20 days
M4
M3 Manager/ Center Manager/ Deputy
Dean
17 days 18 days
M2
M1
Assistant Manager/ SR. Head of
Dept/SR. Head of Unit/ SR. Head of
School/ SR. Head of Sales/ SR. Head of
Admin & Operations/ SR. Head of
J1
Assistant Manager/ Head of Dept/ Head
of Unit/ Head of School/ Head of Sales/
Head of Admin & Operations/ Head of
15 days 17 days
EX3
Senior Executive/ Senior
Lecturer/Senior Course Counselor/
Accounts Manager (Sales)
EX2
Executive/ Lecturer/ Course
Counselor/ Sales Executive
EX1
JR. Executive/ JR. Lecturer/ Tutor/JR.
Course Counselor/ Management
Trainee/JR. Sales Executive
NE4 Senior Clerk
14 days 17 days
NE3 Clerk
NE2 Receptionist/ Driver
NE1 Security/ Cleaner

10.1.1 Contract staffs are entitled to a minimum twelve (12) days of annual
leave for every contract year.

10.1.2 All annual leave applications are required to be submitted 1 week
prior to going on leave. Failure to plan ahead and request for leave
at short notice shall result in leave applications being declined. Any
leave which has to be taken due to an Emergency must be approved
prior to taking the leave. It is the responsibility of staff member
taking Emergency leave to inform and gain approval from the

respective HODs. All Emergency leave will be deducted as annual
leave.

10.1.3 Staff member should, if possible, avoid going on leave during the
semester. If it is absolutely necessary that you require the leave, you
must ensure that your class is replaced with a suitable lecturer and
approved by the Principal Lecturer.

10.1.4 Annual leave entitlement should be taken during the year of
entitlement. However, where the leave could not be taken during
the year of entitlement, the leave can be brought forward to the
following year (maximum of 3 days) and subject to written
application by the employee and approval of the President.

10.1.5 The remainder of your annual leave so carried forward will only be
valid up to the 1
st
quarter of the following year. Payment in lieu of
leave will not be entertained.

10.1.6 An employee who resigns from the Company will be entitled to
annual leave calculated on a pro rata basis which shall be utilised in
lieu of notice, subject to the Company's approval.

10.1.7 Saturday shall be treated as a full working day for the purpose of
calculating annual leave.

10.1.8 Annual leave is the prerogative of the Company and the Company
reserves the right to recall employees from leave or to cancel their
leave if their service is required urgently.

10.1.9 Staffs who have not been confirmed shall claim his annual leave after
three (3) months of service.

10.2 Medical Leave

10.2.1 Medical leave is defined as leave which is granted upon the
certification by a registered medical practitioner or a registered
dental surgeon that you are medically unfit to work for any
particular day.

10.2.2 Paid medical leave shall be granted according to length of service as
follows:

No Hospitalisation Required:

Length of Service

Maximum Paid Medical Leave a Year
Below 2 years 14 days
2-5 years 18 days
Above 5 years 22 days

Hospitalisation Required:
Maximum of sixty (60) working days in the aggregate in each
calendar year inclusive of non hospitalisation sick leave.

10.2.3 Provided that where an employee takes any paid medical leave
under paragraph b., the period of his entitlement to paid medical
leave under paragraph c. in that year shall be reduced to the extent
of days of paid leave taken under paragraph b.

10.2.4 And provided further that if an employee is certified by such
registered medical practitioner or Government medical officer to be
ill enough to be hospitalised but is not hospitalised for any reason
whatsoever, the employee shall be deemed to be hospitalised.

10.2.5 Medical leave in excess of the entitlement shall be treated as unpaid
leave at the sole discretion of the Company. Unutilised medical leave
is non- cumulative.

10.2.6 An employee is required to submit the Leave Application form
(APPENDIX 2) and attach it with the original medical chit on the next
working day. Failure to submit shall result in the medical leave being
deemed as unpaid leave or absent and disciplinary action shall be
taken.

10.2.7 An employee who absents himself from work on medical leave and
does not inform the Company within twenty four (24) hours of the
issuance of the medical leave certificate shall be deemed to have
been absent from work without the permission of the Company and
without reasonable excuse for the days on which he is absent from
work and shall be subject to disciplinary action.

10.2.8 Any medical leave that run 3 days in a row must be issued from
government clinics/hospitals only and not from private clinic.

10.2.9 Any medical leave taken from clinics outside 20km from the
residents, will not be accepted.

10.3 Prolonged Medical Leave

10.3.1 In cases where upon prognosis of a registered doctor or Government
hospital authorities or an approved medical practitioner that an
employee has to go on prolonged medical leave due to illnesses
resulting from tuberculosis, cancer, leukaemia or any other diseases
/ illness of prolonged nature or due to an accident in the course of
work (going and back from work), the Company shall, at its sole

discretion, grant to the employees who have not less than three (3)
years continuous service with the Company, the following:

LEAVE PERIOD BENEFITS
First three (3) months Full pay
The next six (6) consecutive months Half pay
The next twelve (12) consecutive months Without pay

NOTE: The above period resumes immediately on the expiry or exhaustion of
medical/hospitalisation leave of any employee, where applicable.

10.3.2 The above benefit will not apply to employees who are eligible for
compensation or benefits from any recognised statutory bodies
during the long leave (e.g. SOCSO, etc.). However, the Company will
advance the monies to the concerned employees during the waiting
period for the compensation from the said bodies. The advance
money will be reimbursed to the Company upon receipt of the
benefit from the relevant bodies.
10.3.3 The employee concerned must produce a Fit for Duty certificate
from the relevant registered doctor or Government hospital
authorities or approved medical practitioner before he is allowed to
resume work.
10.3.4 The Company shall consider medically boarding out the employee
concerned after the 9th month of the prolonged medical leave period in
the event that the employee is declared "unfit for duty" by the Company's
panel of doctors at that time.

10.4 Maternity Leave

10.4.1 A female staff member shall, in addition to medical leave provided,
be entitled to maternity leave with full pay for a period of sixty(60)
days which shall commence on such a date the medical doctor or
appropriate Government authorities shall recommend.

10.4.2 A female employee shall not be entitled to paid maternity leave if at
the time of her confinement; she has five (5) or more surviving
children.

10.4.3 Maternity leave shall not commence earlier than one (1) month
prior to the expected date of delivery or later than one day
subsequent to the birth of the child.


10.4.4 The female staff member concerned is required to submit a birth
certificate confirming the birth of a child.

10.4.5 If the female staff member encounters any miscarriage, abortive or
premature birth during the first twenty-eight weeks of pregnancy,
her leave shall not be considered as maternity leave but as normal
medical leave or hospitalization leave.

10.4.6 For the new female staff, it is not applicable if at the point of joining
the company, they were already pregnant. Anyhow it is applicable
for subsequent pregnancy.

10.4.7 Leave on account of miscarriage prior to the 28th week of
pregnancy will not be considered as maternity but as normal sick
leave.

10.5 Paternity Leave

10.5.1 A male staff member shall be granted paid paternity leave of three
(3) days from the birth date of his child (up to his first 5 surviving
children).
10.5.2 Documentary evidence in support of the leave must be produced not
later than 5 working days upon return to work.

10.6 Compassionate Leave

10.6.1 In addition to annual leave, an employee shall be granted paid leave
not exceeding three (3) working days in any calendar year, in the
following events:

10.6.2 In the event of death of immediate family members (i.e. spouse,
children and parents, parents in-law, brothers and sisters)

10.6.3 In the event of natural disaster affecting the employee or members of
his family, or his property

10.6.4 Staff member must inform by phone to their respective
Supervisor/HOD/Principal Lecturer or the HR Department within
twenty-four (24) hours of commencement of such leave, otherwise
he shall be considered absent without leave.

10.6.5 Where compassionate leave application is not approved, the leave
shall be deducted from the employee's annual leave entitlement, or,
where the employees annual leave entitlement is completely
utilised, the leave shall be treated as unpaid leave.

10.6.6 Expatriate staff member that shall be required to go overseas for
compassionate reasons must have direct approval from the
President.

10.6.7 Upon returning to work, the employee must submit the documentary
evidence such as a death certificate, documents from the hospital or
police or other suitable documentary proof to support the
application to the HR Department.

10.7 Marriage Leave

10.7.1 A confirmed staff member shall be granted three (3) days paid
marriage leave upon the occasion of his first legal marriage.

10.7.2 The leave must be applied fourteen (14) days prior to the intended
leave.

10.8 Study and Examination Leave
10.8.1 An employee who is nominated by the Company to attend courses
shall be given study leave for the duration of the course.
10.8.2 The Company shall entirely at its discretion grant paid leave for
those days on which an employee is required to sit for an
examination. Employees are entitled to a maximum four (4) days of
Study and Examination leave for every year.
10.8.3 Such leave shall only be considered if the resulting qualification
would be beneficial to the employees present or future assignment
in the Company.
10.8.4 The Company reserves the right to take disciplinary action against
any employee found to be abusing his study leave.
10.9 Unpaid Leave

10.9.1 It is not the Companys policy to grant unpaid leave to employees
unless it is unavoidable.

10.9.2 Employees are not encouraged to apply for unpaid leave and only in
extenuating circumstances shall unpaid leave be granted at the sole
discretion of the Company providing all available paid leave has been
utilised and for the purpose of attending to personal matters.

10.9.3 Only confirmed staff members shall be considered for unpaid leave.

10.10 Half Day Leave

10.10.1 You are allowed to apply for half day leave subject to your
respective HODs approval. The time to log in / log out for a half day
leave is as follows:

Session Time to Log In / Log Out

Morning Log in at 2.00pm, otherwise is considered as one (1) day
Afternoon Log out at 1.00pm

10.11 Replacement Leave

10.11.1 Employees will be entitled for replacement leave for work done on
rest day.

10.11.2 An employee who works for a minimum of (4) four hours will be
entitled to (1/2) half day replacement leave. Employee who work for
(8) eight hours and above, will be entitled to (1) one day
replacement leave. However, these employees will be eligible for the
above replacement leave if such work has been approved in advance
by the respective HOD/VP.

10.11.3 The replacement leave must be taken within a period of three (3)
months from the date it become due.

10.11.4 No replacement leaves for staff attending training on non working
Saturdays and Sundays.

10.12 Pilgrimage (Hajj) Leave

A Muslim employee who has served a minimum of five (5) years with the
Company shall be granted a maximum of thirty (30) consecutive days paid
leave for performing the Hajj, subject to the approval of the President. But
they will not be entitled to the normal leave entitlement for the year.

The Haj leave shall be granted only once in the employees service with the
Company.

10.13 Special Leave

Special leave, at the discretion of the President, shall be given on the eve of
any of the following religious festivals/Public Holidays:

Eve of Hari Raya Puasa
Eve of Chinese New Year
Eve of Deepavali
Eve of Christmas

10.14 Absence without Leave

The Company views seriously employees who are absent without prior
approval. Employees will be liable for immediate disciplinary action if they
are absent without prior approval and have not informed or attempted to
inform the Company of their absence.


11 TRANSFER

Staff transfer within Cosmopoint Group of Companies can be considered if there is a
suitable job opportunity. Your request for transfer will be subject to the Companys
managements approval at both the sending and receiving sections/departments
and Centers within the Company.
Notwithstanding the above, the Company shall at its discretion transfer, assign or
second employees to another section/department/Center within the Company
existing now or in the future or where his services are so required or shall be
required to take additional duties apart from the normal duties of the post to which
he is appointed.

12 COMPENSATION AND BENEFITS

12.1 Salary

Salary range is controlled information. A salary range for staff member has
been established for each level to reflect academic qualifications, industry
experience and areas of specialization. The salary range will be reviewed
annually to reflect changing economic situation, market factors or
circumstances.

Salary will be paid directly into your bank account between the 25
th
to end
of each month. For part time staff, however, the salary will be paid before
the 7
th
of every month.

12.2 Salary Increment

Staff members do not normally receive an increment upon confirmation.
Salary increments are reviewed on an annual basis according to the month
in which you joined the Company. The increment is based on the staff
members performance and achievements, company results, economic and
market conditions. Salary increments are not automatic and staff members
are expected to perform beyond the minimum duties given to be awarded an
increment.

However, in exceptional cases the Company will merit higher increments to
employees who have performed remarkably well. This decision is at the
discretion of the Companys management.

All decisions relating to salary increments are final and not negotiable.
12.3 Salary Advance

12.3.1 Salary Advance for Major Festivals.

If major festival falls before the 16th of the month, no salary will
be paid earlier than the normal pay day. Where such festival falls
after the 16th of the month, every employee will be paid his salary
(half month salary) for that month before the date on which the
festival falls.

12.3.2 Salary Advance on Compassionate Grounds

. It is not a normal practice for staff member to ask for salary advance.
However, for family or medical reasons, an employee shall apply
for salary advance which will be paid back through monthly
deductions. All applications should be made in writing and the
decision rests with the Companys management for consideration
and approval.

12.4 Bonus
An annual bonus shall be paid to employees of the company during the
financial year for which the bonus is payable. The amount of bonus to be
paid to each employee will be based on the department or business units
performance in that year and at the absolute discretion of the President.
12.5 EPF and SOCSO Contribution
12.5.1 Employees Provident Fund (EPF)
The Company and employees shall make contributions to the
Employees Provident Fund (EPF) in accordance with the present
government scales as follows, unless otherwise stipulated in the
Letter of Offer:-
Employer - 12% of salary
Employee - 11% of salary
12.5.2 Employees Social Security (SOCSO)
Under the Social Security Act 1965, employees earning up to
RM2,000 per month and employees who earn more than RM2,000
now but previously contributed to SOCSO, must contribute to the
scheme.
12.6 Income Tax

Monthly deduction from salary will be made in accordance with statutory
guidelines from the Lembaga Hasil Dalam Negeri (LHDN). Details can be
obtained from the Payroll Unit of the HR Department. Staff members are
responsible to declare their annual taxes to the LHDN.

13 STAFF CLAIMS, REIMBURSEMENTS AND ALLOWANCES

13.1 Mileage Reimbursement
Employees who are authorised to travel in their own vehicles on official
company business shall claim the following mileage rates:

Motorcar: RM0.50 per km
Motorbike RM0.25 per km

Toll & Parking Claimable

13.2 Other Modes of Transport
Employees travelling by means of transport other than using his own vehicle
on official company business are eligible for the following:

13.2.1 All air travel must be on economy class.
13.2.2 All rail travel must be on 2
nd
class.
13.2.3 Other Ground Transport (taxi, bus, etc.)
(Full actual costs (reasonable) will be reimbursed)

13.3 Accommodation
Employees who travel outstation on official company business beyond a 70
km radius from the office and are required to stay overnight are eligible to
claim an accommodation allowance at the rates shown below:

Destination Manager & above Executives Non-
Executives
West Malaysia RM150.00 RM120.00 RM80.00
East Malaysia &
Foreign
Countries
Actual for Standard Room

Without Receipt
RM60.00 RM40.00 RM 20.00

13.3.1 All claims must be supported by receipts. Claims not supported
by receipts shall not be entertained.
13.3.2 In every case, the Company shall determine and arrange the
bookings of the hotel where an employee shall stay.
13.3.3 If two or more employees of the same gender are sent to the
same location, at the same time, they should share 2 persons to a
room and only one to make a claim.

13.4 Subsistence Allowance

Destination
Manager &
above
Executives Non-
Executives
Malaysia
Actual (with
receipts) or
RM40.00
Actual (with
receipts) or
RM30.00
Actual (with
receipts) or
RM20.00
South East Asia
Countries
Actual (with
receipts) or
RM80.00
Actual (with
receipts) or
RM65.00
Actual (with
receipts) or
RM50.00
Other Foreign Countries

As per discretion

CONDITIONS FOR THE SUBSISTENCE ALLOWANCE (OTHER THAN FLAT
RATE):

13.4.1 The employee is away from his base on Company business for more
than 8 hours.

13.4.2 The employee shall only claim the full allowance if he stays
overnight away from his base.

13.4.3 If he does not stay overnight, he is entitled to claim one half of the
amount stipulated above.

13.4.4 If he returns to his normal place of work before 5pm the next day, no
day allowance will be claimed for the next day.

13.4.5 If he returns after 5pm the following day, a days allowance shall be
claimed for the next day.

13.4.6 This subsistence allowance is only applicable for travels exceeding a
radius of 70km (one way) from an employees work base.

13.4.7 Claims for subsistence allowance need not be supported by receipts.
However, claims for actual expenses incurred shall be supported by
receipts.

13.4.8 The Company shall pay reasonable amount of laundry charges
incurred by an executive only who is away on Company business for
more than a week.

All business trips must be approved by the respective HODs. Air tickets and
hotel reservations should be made through the Administration Department.

Claims on expenses for business trips must be made based on approved
trips and the expenses incurred must be verified by the respective HODs. All
claims must be made via the online LMS by completing the Travelling
Allowance form and all original receipts must be submitted to Finance
Department for approval.

Employees on training or business shall request for advance of the daily
allowance for meals, taxi fares, etc. The allowance will vary from location to
location and will be adjusted from time to time in keeping with realistic cost.
Any additional expenses incurred over the allowance given will be the
employees responsibility.

The employees who expect to incur expenses in the day-to-day execution of
their duties must do so with prior approval from their respective HODs and
the President.

13.5 TRANSFER/ SECONDMENT ALLOWANCES

13.5.1 Transfer/Secondment in Same Location:

Employees who are seconded at the request of Company within a
100km radius from the office location will not be eligible for
transfer/secondment benefits or allowances.

13.5.2 Transfer/Secondment to Different Location for up to 12
months:

Employees, who are seconded beyond a 100km radius from the
office at the request of the Company, shall be paid a monthly
secondment allowance as detailed in the table below.

The employee is entitled to a monthly Relocation Allowance payment as
follows:

Benefit

Job Level
Entitlement (RM)

Married Single
Resettlement
Allowance
(one time)

Manager & above

750.00

500.00

Executive

500.00

300.00

13.6 OTHER CLAIMS FOR OUTSTATION OR OVERSEAS TRAVEL


The Company shall reimburse employees for reasonable expenses incurred
for the following in the performance of the Company's business during
official outstation or overseas trips:

transportation costs at location
official telephone calls, telegrams and other postal charges
reasonable laundry expenses supported by bills or receipts
(overnight for 3 consecutive nights)
entertainment expenses are payable only to certain employee at
the discretion and with prior approval of the President. Such
expenses shall be substantiated by receipts.

13.7 Fixed Allowances

Fixed allowances are allocated for specific positions in the Company. These
allowances are however, not given automatically and will be at the sole
discretion of the Companys management. The following is the fixed
allowance for specific positions in the Company:
Deputy President/
Chancellor
RM300
(per month for hand phone)
Free Parking
Vice President/ Vice
Chancellor RM200
(per month for hand phone) Assistant Vice President/
Deputy Vice Chancellor
Senior Manager/ Regional
Center Manager/ Dean
RM100
(per month for hand phone)
Principal/Head of Sales
RM500 per month
(RM300 for travelling ; RM200 for hand phone)
Course Counsellor
RM200 per month
(RM100 for travelling ; RM100 for hand phone)
Head of Academic RM200 per month
Head of Operation RM200 per month
Security Personnel RM300 per month
Driver RM200 per month

These allowances will be paid in addition to your salary and do not affect the salary
grading. The Management has the right to make adjustments/changes to the
allowances given at any point of time. This decision is at the discretion of the
President.
13.8 Other Claims

Fines for all traffic offences and accidents will have to be borne by the
individual concerned.


Reimbursement for other ad hoc expenses (e.g. entertainment, photography,
etc.) will be done on a monthly basis provided the cost is approved by the
respective HODs and the President.

No expenses will be reimbursed where an employee entertains other
employees of the Company without prior authorization of the Companys
management.
13.9 Expense Claims

In some circumstances, you shall be required to perform above and beyond
the normal working hours. This would be with written prior agreement
and approval between the staff member and the respective HODs. Claims
which have not received approvals from the HODs and the President will not
be entertained.

All expense claims must be submitted to Finance by 15
th
of each month and
all expense claims must be verified by the respective Supervisors/HODs.

13.10 Cash Advances and Reimbursements

13.10.1Employees who are required to travel outstation or overseas on
official company business or to attend official training courses shall
apply in writing for cash advances based on the estimated duration
of travel and the relevant subsistence reimbursement rates at the
sole discretion of the Company.

13.10.2Such request shall be made at least one week prior to the date of
departure.

13.10.3 The advance shall be paid in full within seven (7) working days from
the date the employee returns to base, i.e. each employee is therefore
required to prepare his claim as soon as he returns to base.

13.10.4The Company will not entertain request from employee for such
advances to be settled in instalment payment.

13.10.5 Each employee shall not have in excess of 2 advances granted to him
at any one time.

13.10.6 All other approved reimbursement claims shall also be submitted by
the 7
th
day of the following month after the month the expenses is
incurred.

14 TRAINING & EDUCATION

14.1 Objectives


The Company shall provide training facilities to employees with a view to
achieve two-fold objectives:-

To raise the level of effectiveness of employees by improving the
performance in their present job;

In the long term to prepare those employees with recognised
potential for future advancement and responsibility in their service
with the Company.
Employees shall be given the opportunity to receive training either overseas,
locally or internally in technical or management fields.

14.2 Training Contract

A service bond will be imposed on employee attending company sponsored
courses or trainings as follows:

Course Fees (RM)

No. of Years Bond
3,000 10,000 1 year bond
10,001 15,000 2 years bond
Above 15,000 3 years bond

Course fees will include cost of subsistence allowance paid, if any.

14.3 LOCAL AND INTERNAL COMPANYS SPONSORED TRAINING

14.3.1 TRAVEL
When a trainee uses his own transport, he will be eligible to claim
mileage allowance in accordance with Regulation 16.1. All travelling
arrangement by air/rail will be made through the Company.

14.3.2 ACCOMMODATION
When the training is conducted outside 70km radius of his work
base, an employee shall claim accommodation allowance and
subsistence as provided under Regulation 13.3 and 13.4.

14.3.3 RESIDENTIAL COURSES
If accommodation and meals are incorporated in the course fee, the
trainee will NOT be eligible to make a further claim for
accommodation and meals. The trainee shall claim laundry
allowance at current rate commencing from the 5th day.

14.4 PRIVATE STUDY
It is the policy of the Company to encourage employees to study in
their spare time to acquire higher qualification from recognised
institutions of higher learning. Such qualifications should be relevant
to an employee's present job or any future jobs in the Company.

14.5 CASH AWARD
Up to maximum of RM1,000 against evidence of having reached the
standard required by the examining body concerned. The amount of
cash award given will depend on the grade achieved and type of
course approved by the management.

14.6 STUDY LEAVE
The Company shall, at its discretion, grant unpaid leave for a reasonable
period necessary for the study as provided under Regulation 10.8.

14.7 LEAVE TO SIT FOR AN EXAMINATION
An employee shall be allowed paid leave additional to his vacation
leave entitlement as provided in Regulation 10.8 in order to sit for an
examination provided that his Head of Department is informed well in
advance of the date of such examination.

15 MEDICAL BENEFITS

15.1 Outpatient

Outpatient medical expenses claim are available to full-time employees of
the Company. Employees and employees dependents are covered under the
outpatient treatment medical benefit (cover spouse and school going
children <18 years old).

Employees shall go to any doctor that is registered with the Malaysian
Medical Association. All claims submitted to the Company for
reimbursement must be accompanied by original receipt.

Specialist treatment is also claimable provided that it is within the stipulated
limit. Medical expenses claim is subject to a maximum of RM50.00 per visit.

Medical expenses eligibility for employees is as follows:

Manager & above : RM750.00 per year
Executive and below : RM500.00 per year

15.2 Dental

Dental benefits claim subject to a maximum of RM150.00 per year (for
Manager Grade M1 & above only).

All medical expenses claim above the stipulated amount requires approval from the
President.


15.3 Insurance Coverage

15.3.1 Group Hospitalization and Surgical Insurance Policy

The Company shall at its discretion provide Group Hospitalisation and
Surgical Insurance coverage to a permanent and contract staff in respect of:
an illness which commenced and had its origin within the period of
this insurance and/or
an accident occurring during the period of this insurance and/or
an operation, the cause of which shall have come to the knowledge of
the Insured person during the period of this insurance.
The cost of surgical treatment and hospital charges is subject to the limits
and conditions under the plan applicable to the employee.
Where the cost of surgical treatment and hospital charges are not provided
for in the plan applicable to the employee or in excess of the coverage for
such treatment, the employee is responsible for such expenses.
It is the responsibility of the employee to furnish the Company with all
required supporting documents such as medical report, bills and receipts
immediately upon discharge from hospital or completion of a surgery so that
the Company can make a claim on his behalf.
Insurance effected under the Group Hospitalisation and Surgical Insurance
Scheme shall be terminated on the date of resignation or termination of
employment with the Company.
Refer to APPENDIX 4 for the various insurance plans according to the job
grades.

Details of insurance coverage according to the various plans shall change
from time to time. Please refer to the HR Department for the details.
15.3.2 Group Personal Accident Insurance Policy
The Company shall at its discretion provide Group Personal Accident
Insurance coverage to all employees in respect of death and total permanent
disability arising from an accident upon commencement of employment
with the Company.
The amount of coverage (principal sum) shall be in accordance with the
Schedule of Coverage (refer to APPENDIX 5) which is in force at the time of
the claim.

The payment of benefit shall be subject to the terms and conditions of the
insurance company selected to underwrite this scheme.
It is the responsibility of the employee to furnish the Company with all
required supporting documents such as medical or police report, bills and
receipts, etc. so that the Company can make a claim on his behalf.
Insurance affected under the Group Personal Accident Insurance Scheme
shall be terminated on the date of resignation or termination of employment
with the Company.
15.4 Maternity Expenses Reimbursement

All confirmed staff and have been with the company more than one (1)
year shall be entitled on the maternity expenses reimbursement (up to 3
childrens). As the following schedule:

JOB GRADE AMOUNT PER CHILD BIRTH
(UP TO THREE(3) CHILDREN)

All Level
(female staff only)

According to bill/receipt up to maximum of
RM500.00

All Level
(male staff only)

RM150.00 per child

16 LOAN

16.1 Vehicle Loan Interest Subsidy Schemes and Legal Fees Subsidy for
House

New applications for the above scheme shall be withdrawn by the Company
with effect from 1
ST
January 2011.

16.2 Computer Loan

Please refer to Human Resource Department.

16.3 Personal Loan

Please refer to Human Resource Department.

17 ANNUAL STAFF REVIEW


The Company shall undertake an Annual Staff performance review during the fourth
quarter of each year.

All Employees who have been confirmed in their appointments shall be subjected to
the review mentioned above.

The award of an increment and consideration for promotion to any vacancy in a higher
grade will be based on the above said review.

18 CONDUCT, DISCIPLINE AND EFFICIENCY

18.1 Code of Conduct

The Company expects all its employees to conduct themselves in a manner
which will credit not only themselves but also the Company at all times such
as punctuality and regular attendance, doing a fair days work, obeying
instructions from their superiors, working in harmony with their colleagues
and being always mindful of their own safety and the safety of others. They
are also expected to maintain a high standard of quality in their performance
to achieve the targeted productivity.

As an employee:

18.1.1 You shall at all times and all occasions give your undivided loyalty and
commitment to the Company.

18.1.2 You shall not conduct yourself in such a manner which will likely bring
your personal matters into conflict with your official duties.

18.1.3 You shall not conduct yourself as to bring the Company into dispute.

18.1.4 You shall not conduct yourself in such a manner as can reasonably be
construed as lacking in efficiency.

18.1.5 You shall be honest and shall not behave suspiciously or dishonestly
towards the Company.

18.1.6 You shall not conduct yourself in an irresponsible manner.

18.1.7 You shall not conduct yourself in such a manner that shall be construed as
an act of insubordination.

18.1.8 You shall keep secret all transactions, accounts, information, dealing,
business affairs affecting the Company and/or any persons that the
Company shall have dealings with.


18.1.9 You shall dress in a presentable manner so as not to impair the image of
the Company or the effective working of other employees.

18.1.10 You shall not fraternize with students.

18.1.11 Any breach of this Regulation shall render the employee liable to
dismissal.

18.2 Presents

Employees and their families shall inform the Human Resource Dept.
immediately of any presents received from any sources (other than gifts or
personal friends or relatives) whether in the shape of money, goods, free
passage and other personal benefits. Common New Year gift such as
calendars, diaries and other materials not exceeding than RM100 in value
shall be received without informing the Company.

18.3 Borrowing Etc.

No employee shall borrow from, or in any other way place himself under a
pecuniary obligation to a person who is in any way subject to his official
authority, or with any person with whom he has official dealings provided
that this shall not apply to borrowing from banks, insurance companies,
co-operative societies, building societies, or the making of a hire-
purchase agreement.

18.4 Other Full Time Employment

No employee shall, without the written consent of the Company, undertake
private employment with outside enterprise or business concerns; nor shall
they retain any emoluments received from such employment but shall
refund the amount of any such receipt to the Company. No employee is
therefore allowed to serve as a working director or a paid employee of any
Company outside the Group. This rule applies at all times, even when an
employee is on annual leave. Permission is also required before an employee
shall take on voluntary unpaid work which will involve the individual in any
duties during office hours.

18.5 Confidential Records and Information

Staff member shall not discuss, disclose or divulge, at any time during your
service with the Company or thereafter, any trade secrets, transactions or
information in or relating to the Companys trade which shall come to your
knowledge or possession in the course of your employment with us. All
works (such as lecture materials, course materials, etc.) are copyrighted by
the Company and cannot be published or replicated in any manner
whatsoever without the prior written approval of the President.

18.6 Copy Right & Ownership


All materials in the following forms; course notes, book, slides, software,
artworks, design, systems, etc where as the list is non-exhaustive produced
during the course of work either derived from the nature of job assignments
or special company assignment will remain as the company rights and
owned, and employee has to surrender all materials upon leaving the
organization.

18.7 Communication with Press, Radio, Television or Other Mass Media

No employee shall communicate with the Press, Radio, Television or other
mass media on any matter pertaining to the Company. All enquiries received
from Press, Radio, Television in such matter shall be referred to the
President whether such information shall be released or not.
18.8 Inefficiency

Should the Company consider an employee fails to carry out this duties
efficiently, a warning letter will after due investigation be addressed to him.
After three such written warnings have been issued at intervals of not less
than three months, within a period of not more than two years, the Company
shall be entitled to dispense with the services of the employee in question or
alternatively to withhold any increment for which the employee is eligible.

19 DISCIPLINARY PROCEDURE

19.1 PRELIMINARY INQUIRY

If an employee is accused of any breach of discipline or of dishonesty or of
misconduct in the exercise of his official duty or of accepting a bribe or accepting
gifts (exceeding the limit permitted by the Company) or of conduct likely to bring
the Company or its employee into disrepute, then a preliminary inquiry shall be held
by the President, or any other officer delegated by him, who shall prepare a written
record of the proceedings.

19.2 ATTENDANCE OF THE ACCUSED EMPLOYEE

The accused employee will be present during the whole or part of the inquiry at the
discretion of the President, or any other officer delegated by him, and is allowed to
make statement by way of explanation, to produce witness and to cross examine any
witness.

When the Company institutes an inquiry the Company will inform the employee
concerned in writing, stating the charges preferred against him, the time, date and
location of such inquiry and at such inquiry allow the representation of the
employee concerned on his own.

In all such cases the Company's decision shall be notified to the employee in
writing.

19.3 SUSPENSION OF SERVICE

The President or any other officer authorised by him shall suspend an employee
before or after an investigation has been carried out and the employee shall be
notified of his suspension.

For the purpose of the Inquiry, the Company shall suspend the employee for a
period not exceeding two weeks during which he shall be paid half of the basic
salary only.

Provided that if the inquiry does not disclose any misconduct on the part of the
employee of the Company will restore the full basic salary so withheld.

During any period of suspension for the purpose of any inquiry the employee shall
be notified in writing to report at his normal place of work on such days and at such
time during working hours as shall be required to enable the Company to carry this
inquiry.

An employee who has been suspended from duty and who has been issued with
property or equipment belonging to the Company shall return, when expressly
requested, such articles within the suspension period.

19.4 RIGHT OF APPEAL

An employee who is subjected to any disciplinary action provided under this
Regulation shall have the right of appeal to the President whose decision shall be
final.

19.5 REFERENCE TO PRESIDENT

At the close of such inquiry, the committee shall submit the records of such inquiry
together with his findings to the President for a decision.

19.6 PRESIDENTS DECISION

Depending on the nature of the inefficiency, misconduct in discipline, negligence,
carelessness and other default, etc., the Company shall take disciplinary action
against the employee in question as follows:-
a. Give him a verbal or written warning; and/or

b. Suspend him with or without pay for a period to be determined by the
President; and/or

c. Withhold his increment for a period to be determined by the President;
and/or

d. Stop payment of his bonus if such a bonus is declared; and/or
e. Dismiss the employee with one month's notice or pay in lieu

f. Emplace him on a lower salary; and/or demote him; and/or summarily

dismiss him in the event of criminal breach of trust or other serious
offence

20 GRIEVANCE PROCEDURE

The grievance procedure is a process through which the Companys employee can
bring workplace concerns to upper level of management. This process must be
followed strictly as failure to follow these strict procedures will forfeit your right to
this process.

An employee shall express his grievance through the following procedures:

20.1 The employee concerned presents his grievance/complaint to his immediate
superior in an effort to obtain a reasonable and acceptable settlement of his
problem within seven (7) days of raising his grievance. A reply or explanation
must be given by the superior within three (3) working days.
20.2 If the employee is not satisfied with the decision reached with his immediate
superior, he shall take his complaint to the HOD/Manager who will give a reply
within three (3) working days.
20.3 If there is no reply from the HOD/Manager or the reply given is unsatisfactory,
the employee shall take the complaint to the HR Department. With a view to
reach settlement, HR Manager shall call a formal discussion/meeting between
the concerned employee and the HOD/Manager.
20.4 If any complaint or grievance remains unsettled after a formal
discussion/meeting or any subsequent discussion/meeting, then HR
Department will bring the matter to the attention of the President. The decision
of the President shall be final.
20.5 At all stages of the procedure where a time limit is specified, such time limit
shall be extended by agreement between the employee and the respective
HOD/ Manager/HR Department.
20.6 If at any time a grievance is not brought to the next step by the employee or if
the employee fails to attend any meeting arranged in connection with the
grievance, the grievance will be considered as settled.

21 REVIEW OF TERMS AND CONDITIONS OF EMPLOYMENT

The terms and Conditions of Employment embodied here shall be amended from time
to time by the President.


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