Mata Employee Handbook v12016

Employee Handbook V1.
0 2016
EMPLOYEE HANDBOOK
PEOPLE & SERVICES SUPPORT

(Version 1.0)
1
Employee Handbook V1.0 2016
THE CONTENT
No. Item Page No.

Introduction 3
1. Vision, Mission & Objective 4
2 Appointment of Employment 5
3. Assignment of Duties 5
4. Probation 5
5. Promotion 5
6. Termination of Employment 6
7. Retirement Age 6
8. Working Hours 7
9. Overtime 7
10 Gazette Public Holidays 8
11. Leave 8
11. 1 Annual Leave 8
11.2 Medical Leave 9
11.3 Prolonged Medical Leave 10
11.4 Maternity Leave 11
11.5 Paternity Leave 11
11.6 Compassionate Leave 11
11.7 Marriage Leave 12
11.8 Examination Leave 12
11.9 Unpaid Leave 12
11.10 Replacement Leave 13
11.11 Umrah & Hajj Leave 13
11.12 Absent without Leave 13
12. Transfer 13
13. Compensation and Benefits 13
13.1 Salary 14
13.2 Salary Increment 14
13.3 EPF and SOCSO 14
13.4 Newborn Allowance 15
13.5 Gesture Token 15
13.6 Compassionate Donation 15
13.7 Marriage Gift 15
14. Staff Claims, Reimbursement and Allowances 16
14.1 Petrol Card 16
14.2 Petrol Allowance 16
14.3 Accommodation 16
14.4 Travel Allowance 17
14.5 Transfer Allowance 17
14.6 Other Claims 17
15. Training and Development 18
16. Medical Benefit 19
17. Dress Code 20
18. Annual Staff Review 20
19. Conduct, Discipline and Efficiency 21
2
WELCOME TO MALAYSIAN AVIATION TRAINING ACADEMY SDN BHD
INTRODUCTION
Malaysian Aviation Training Academy (MATA) is an accredited world-class aviation training

centre established to support the development and growth of the aerospace industry in
Malaysia and the Asia Pacific, with particular focus on aircraft maintenance engineering.
This is in-line with Malaysian Aerospace Industry Blueprint 2030 launched recently at LIMA
2015.
The year 2016 is the maturity for MATA. This is the year where all our available facilities are
now fully optimized.
This Employee Handbook provides you with an overview of MATA 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.
All employees shall seek clarification or explanation of the contents of this Handbook
from the People & Service Support.
Regard;
Dato Sulaiman Bin Dahlan

Chief Executive Officer
3
1. Company Vision, Mission & Objective
Vision
To be the Centre of Excellence for Aviation Training conforming to major
airworthiness authorities standards.
Mission
To produce professional, skilled and competent aviation personnel for the
world.
Objectives
To be the leading organization in supplying highly qualified aviation
professional for global aviation industry.
Full Time Equivalent (FTE) Employee
Full time staffs are an employee who is given a full time

tenure to join the Company with a starting gross salary in
Full Time
accordance with the established criteria of the Company.
A contract staffs an employee who is given a contract

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.
4
2 APPOINTMENTS OF EMPLOYMENT
All staff and Managerial appointment must seek the approval of Chief Executive
Officer. The Company will hire individuals based on their education, experience,
merit and suitability for the position.
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 ASSIGNMENT OF DUTIES
The Company will define the duties and responsibilities of all employees. The
Company reserves the right to review and modify their duties and responsibilities
from time to time.
4 PROBATION
All new employees shall be required to serve a probationary period to assess the
employees performance and suitability. Probation period as per below:
Employee Level Notice Period

Visionary Leadership Six Months
Middle Management Four Months
Rank & File Three Months
Where the employee does not perform satisfactorily during the probationary
period, his probationary period may be extended for another three (3) to six (6)
months or his employment may be terminated.
5 PROMOTION
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 four (4) to six (6) months. This probationary
period shall be extended, reduced or waived at the sole discretion of the
Company.
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
6 TERMINATION OF EMPLOYMENT
Notice of termination of employment by either Company or Employee must be

given in writing and the requisite period for such shall be:
6.1 Employee on Probation:
During the probationary period, either party may at any time give to the party
notice of his intention to terminate the employment contract by giving a notice
in writing or pay in lieu of such notice as follows:

Visionary Leadership One Month
Middle Management Twenty One Days
Rank & File Fourteen Days
6.2 Confirmed Employee:
In the case of confirmed employee, employment may be terminated by either

party by giving to the other a written notice or payment of salary in lieu of such
notice as follows:

Visionary Leadership Three Months
Middle Management Two Months
Rank & File One Month
6.3 Resignation with Short Notice:
Should an employee terminate his/her service with the Company without serving
the full notice, he/she is required to pay to the Company the salary in lieu of the
short notice period.
6.4 Exit Interview:
The employee concerned is required to complete the Exit Interview Form and
return all the Companys properties as stated in the Resigned Staff Clearance
Checklist Form upon resignation.
In the event of termination without notice, the terminating party must pay to the
other party an equivalent salary in-lieu-of notice. In the case of dismissal for
misconduct or contravention of the expresses or implied terms of service, no
notice shall be required.
7 RETIREMENT AGE
The retirement age for all employees shall be attaining the age of sixty (60)
years.
Re-employment of an employee after his retirement shall be at sole discretion of

the Company, with the written consent and upon the satisfactory medical results
of the employee concerned.
6
8 WORKING HOURS
Monday to Friday (5-days a week) are the established working days for all
employees.
Day Time Details

8.00 am to 1.00 pm Working Hours
Monday - Friday 1.00 pm to 2.00 pm Lunch Break
2.00 pm to 5.30 pm Working Hours
For those performing Friday prayers, lunch break/hour on Friday will be from
12.30 pm to 2.30 pm. This is to allow them to have their lunch and attend Friday
prayer.
The Management may also change working hours during the month of
Ramadan. This shall be the sole prerogative of the Management.
8.1 Thumb In and Thumb Out
All employees are required to thumb in and thumb 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.
Members of Board of Governance (BOG) are excluded to thumb in and thumb

out the thumbprint system.
9 OVERTIME
Employees Obligation to Work Overtime
Employees shall be required to work overtime whenever required by the Company for
work done in excess of the normal working hours on normal working days,
during rest days and on gazette public holidays.
Overtime performed shall be calculated as per Section 60A of Employment Act 1955.
The limit of overtime work shall be 104 hours in any one month.
Working Day Rate

Normal Working Day 1.5 x Normal Rate
(Monday to Saturday)
Rest Day 2 x Normal Rate (In excess of 8 hours)
Public Holiday 3 x Normal Rate (In excess of 8 hours)
For those who earned more than RM 2,000.00 will be eligible for the Task Allowance if
such work (Special Assignments) has been approved in advance by the respective
Heads of Department (HOD).
Task Allowance will be paid if the employee minimum working hours is 2 hours with the
rate of RM 20.00 and the maximum working hours is 4 hours with the rate of RM 40.00.
Overtime or task perform after working hours will be calculated after half hour break
from the normal working hours.
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10 GAZETTED PUBLIC HOLIDAYS
All employee shall be entitled to paid holidays on all gazette Federal or State
public holidays applicable to the state in which they are based.
In event of a public holiday falling on a rest day (Sunday), the next day will be
declared a holiday.
If a gazetted Public Holiday shall falls on a Saturday, no additional paid holiday

shall be granted in substitution thereof.
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.
Note:
- Board of Governance has agreed and declared Wesak Day is a working day
for the Company and will be substitute with 1st Ramadhan.
11 LEAVE
11.1 Annual Leave
11.1.1 Annual leave is granted to an employee based on his leave entitlement.

Except at cessation of employment, an employee is not permitted to
encash his leave entitlement, and as far as possible the employee is
encouraged to utilize his planned leave regularly to avoid accumulation
of leave above his allowable carry forward entitlement.
All employees shall be entitled to the following paid Annual Leave per calendar
year:-
Level Below 2 Years 2 to 5 Years 5 Years &

Service Service Above Service
Visionary Leadership 18 20 22
Middle Management 16 18 20
Rank & File 14 16 18
11.1.2 During probationary period, an employee is not allowed to utilize his

annual leave entitlement for the first month. Where it is necessary for the
employee to be absent from his work place to attend to personal matter,
he will have to apply for unpaid leave, subject to the approval of his
superior.
11.1.3 Contract staffs are entitled for twelve (12) days of annual leave for every
contract year.
11.1.4 All annual leave applications are required to be submitted three (3) days
prior to going on leave.
Failure to plan ahead and request for leave at short notice shall result in
leave applications being declined.
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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 an approval from the
respective HODs. All Emergency leave will be deducted as annual leave.
11.1.5 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 People & Services Support.
11.1.6 The remainder of your annual leave so carried forward will only be valid up
to the 1st quarter of the following year. Payment in lieu of leave will not be
entertained.
11.1.7 An employee who resigns from the Company will be entitled to annual
leave calculated on a pro rata basis which shall be utilized in lieu of
notice, subject to the Company's approval.
11.1.8 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.
11.2 Medical Leave
11.2.1 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.
11.2.2 Paid medical leave shall be granted according to length of service as

follows:
If there is no hospitalization, the number of sick day leave shall be:
Level Below 2 Years Service 2 to 5 Years Service 5 Years &

Above Service
All Level 14 18 22
Hospitalization Required:
*Maximum of sixty (60) working days in the aggregate in each calendar year inclusive of
non-hospitalization sick leave.
11.2.3 Medical leave in excess of the entitlement shall be treated as unpaid

leave at the sole discretion of the Company. Unutilized medical leave is
non- cumulative.
11.2.4 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.
9
11.2.5 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.
11.2.6 Any medical leave that run 3 days in a row must be issued from
government clinics/hospitals only and not from private clinic.
11.2.7 Any medical leave taken from clinics outside 20km from the residents
without valid reason, will not be accepted.
11.2.8 Medical leave taken in excess of 60 days will be considered as an unpaid

medical leave.
11.3 Prolonged Medical Leave
11.3.1 In cases where upon prognosis of a registered doctor or Government

hospital authorities or an approved medical practitioner (appointed and
approved by the Company) that an employee has to go on prolonged
medical leave due to illnesses resulting from tuberculosis, cancer,
leukemia 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 two (2) years continuous service with the Company, the
following:
Month Salary Payment

First 3 months Full pay
Second 3 months Half Pay
6 months thereafter No pay
NOTE: The above period resumes immediately on the expiry or exhaustion of

medical/hospitalization leave of any employee, where applicable.
11.3.2 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.
11.3.3 The above benefit will not apply to employees who are eligible for
compensation or benefits from any recognized 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.
11.3.4 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.
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11.4 Maternity Leave
11.4.1 A confirmed 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.
11.4.2 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.
11.4.3 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.
11.4.4 The female staff member concerned is required to submit a birth

certificate confirming the birth of a child.
11.4.5 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.
11.4.6 For the new female staff, it is not applicable if at the point of joining the
company, they were already 28 weeks of pregnancy. Anyhow it is
applicable for subsequent pregnancy.
11.5 Paternity Leave
11.5.1 A confirmed 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).
11.5.2 Documentary evidence in support of the leave must be produced not

later than 5 working days upon return to work.
11.6 Compassionate Leave
11.6.1 In addition to annual leave, a confirmed employee shall be granted paid

leave not exceeding three (3) working days in any calendar year, in the
following events:
11.6.2 In the event of death of immediate family members (i.e. spouse, children
and parents, parents in-law, brothers and sisters);
11.6.4 In the event of natural disaster affecting the employee or members of his
family, or his property;
11.6.5 Staff member must inform by phone to their respective HOD or the HR
Department within twenty-four (24) hours of commencement of such
leave, otherwise he shall be considered absent without leave.
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11.6.6 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 utilized, the
leave shall be treated as unpaid leave.
11.6.7 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.
11.7 Marriage Leave
11.7.1 A confirmed staff member shall be granted three (3) days paid
marriage leave upon the occasion of his first legal marriage.
11.7.2 The leave must be applied fourteen (14) days prior to the intended leave.
11.8 Examination Leave
11.8.1 The Company shall entirely at its discretion grant paid leave for those days
on which a confirmed employee is required to sit for an examination.
Employees are entitled to a maximum three (3) days of Examination leave
for every year.
11.8.2 Such leave shall only be considered if the resulting qualification would be
beneficial to the employees present or future assignment in the
Company.
11.8.3 The Company reserves the right to take disciplinary action against any
employee found to be abusing his exam leave.
11.9 Unpaid Leave
11.9.1It is not the Companys policy to grant unpaid leave to employees unless it
is unavoidable.
11.9.2 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
utilized and for the purpose of attending to personal matters.
11.9.2 Only confirmed staff members shall be considered for unpaid leave.
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11.10 Replacement Leave
11.10.1 Employees will be entitled for replacement leave for work done on rest
day with approval of his superior.
11.10.2 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.
11.10.2 No replacement leaves for staff attending training on non- working

Saturdays and Sundays.
11.11 Umrah and Hajj Leave
11.11.1 A confirmed employee shall be granted a ten (10) working days leave
to perform the Umrah and thirty (30) working days leave to perform the
Hajj.
11.11.2 The Haj leave shall be granted only once in the employees service with
the Company.
11.12 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.
12 TRANSFER
Staff transfer 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 Department 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.
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13 COMPENSATION AND BENEFITS
13.1 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.
13.2 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.
13.3 EPF and SOCSO Contribution
13.3.1 Employees Provident Fund (EPF)
The Company and employees shall make contributions to the Employee

Provident Fund (EPF) in accordance with the present government scales as
follows, unless otherwise stipulated in the Letter of Offer:-
Employer - 13% of salary
Employee - 11% of salary
13.3.2 Employees Social Security (SOCSO)
Under the Social Security Act 1965, employees earning up to RM 2,000.00 per
month and employees who earn more than RM 2,000.00 now but previously
contributed to SOCSO, must contribute to the scheme.
13.3.3 Income Tax
Monthly deduction from salary will be made in accordance with statutory

guidelines from the Inland Revenue Board (IRB). Details can be obtained from
the Payroll Unit of the HR Department. Staff members are responsible to declare
their annual taxes to the Inland Revenue Board (IRB).
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13.4 New Born Allowance
Only applies up to 5 natural surviving children only. Applicable only for confirmed
employee.
Category of Staff Token
All female & male staff RM 100.00 worth token (Baby Gift)
13.5 Gesture Token to staff admitted to Hospital
A RM 100.00 worth token will be provided for confirmed staff who is admitted to
the hospital. Such token can be in form of Basket of flowers/fruits or health food.
13.6 Compassionate Donation (Death of Immediate Family Only)
A compassionate donation of RM 1, 000.00 for staff shall be made to an

employee on demise of their natural parents, spouse and children.
A copy of proof document is required for the above entitlement.
13.7 Marriage Gift
A gift of RM 200.00 will be given to confirmed employee on occasion of his/her

first marriage.
A copy of proof document is required for the above entitlement.
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14 STAFF CLAIMS, REIMBURSEMENTS AND ALLOWANCES
14.1 Petrol Card
The company shall at its sole discretion grant petrol card according to the job
needs of the individual employees. The limit of approval is according to job
requirement.
All lost or stolen petrol cards must be immediately reported to Administration for
replacement.
In the case where the petrol card is unavailable, petrol allowance is given.
14.2 Petrol Allowance
Employees who have to use their own car, motorcycle or take public transport on
companys business can claim reimbursement.
Approval by the People & Services Support SBU is required before using own
vehicle or public transport on companys business and for the amount of
reimbursement claim.
Fixed petrol allowance as per below:
Destination Amount (RM)

Kuantan Kuala Lumpur 80.00 (One way)
Kuantan - Johor 80.00 (One way)
If it is require for the employee to travel to other location instructed by the HOD,
the employee must perform the official printed petrol receipt upon returning from
outstation.
14.3 Accommodation
14.3.1 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:
Rate for hotel accommodation (with receipt):-
Employee Level Room Rate Entitlement (RM)

Top Management (B.O.G) 250.00 300.00
Manager 200.00 250.00
Executive 150.00 200.00
Non-Executive 100.00 150.00
14.3.2 All claims must be supported by receipts. Claims not supported by

receipts shall not be entertained.
14.3.3 In every case, the Company shall determine and arrange the bookings of
the hotel where an employee shall stay (As per request).
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14.3.4 If two or more employees of the same gender are sent to the same
location, at the same time, they should share 2 persons for a room and
only one person can make a claim.
14. 4 TRAVEL ALLOWANCE
14.4.1 An employee who is required to work outstation shall be given travel

allowances as follows:
Employee Level Travel Allowance Entitlement (RM)

Top Management (B.O.G) 150.00
Manager 100.00
Executive 80.00
Non-Executive 60.00
Note : The above allowance shall be calculated on a 24 hours basis.
14.4.2 For those employee outstation duty are less than 8 hours will only be
eligible for half of the quantum.
14.4.3 All business trips must be approved by the respective HODs.
14.5 TRANSFER ALLOWANCE
Employees, who are transfer at the request of the Company, shall be paid a One
Time Relocation Allowance as detailed in the table below.
The employee is entitled to a monthly Relocation Allowance payment as follows:
Employee Level Single Married

Visionary Leadership 1,250.00
Middle Management 1,000.00
Rank & File 500.00 750.00
14.6 Other Claims
14.6.1 Fines for all traffic offences and accidents will have to be borne by
the individual concerned.
14.6.2 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 Chief Executive Officer.
14.6.3 No expenses will be reimbursed where an employee entertains other

employees of the Company without prior authorization of the Companys
management.
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15 TRAINING & DEVELOPMENT
15.1.1 The Company shall encourage the training and development of its
employee to further motivate them to contribute more effectively to the
Companys overall business growth and expansion.
15.1.2 Training programmes shall be intended to improve the current

performance of an employee in a particular skill or knowledge, attitude
and / or general development of the employee and shall be reviewed
continuously to meet the ever changing business needs. Training
programmes shall be directly related to the work being performed and /
or position held by the employee and to the business needs of the
Company, such as:
a) the need to remedy an employees inadequate job competency

b) the need to increase an employees job efficiency
c) the need to groom potentially capable employees for more
responsible positions as part of their career development and
progression plan
d) the need to accommodate changes as a result of the Companys
re-organisation which shall necessitate the upgrade of
employees skills
15.1.3 The Company shall contribute to the Human Resource Development

Fund (HRDF) for the training and upgrading of skills of its employees.
15.1.4 The Head of Department shall be responsible to identify any particular

knowledge or skill deficiencies that may have prevented the effective
performance of duties of an employee and identify the training needs
and inform People & Services Support.
15.1.5 The People & Services Support shall arrange for the training courses for the
employees and the full amount of the training cost shall be borne by the
Company which shall include the course fees and other incidental
expenses related to the training such as petrol claims, car park and toll
incurred from Office to the training venue.
15.1.5 Employees selected for training, seminars, workshop or symposiums shall

on their return:
a) Complete the Training Evaluation Form
b) Share his knowledge with other employees in the department by

conducting a debrief and distributing the training / course
materials.
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15.2 Training Contract
Employees who are sent by the Company to attend seminars or training either
local or overseas will be bonded by a training contract specifying the length of
the minimum period that the employees must serve the company upon
completion of the course.
A service bond will be imposed on employee attending company sponsored

courses or trainings as follows:
Training Value (RM) No. of Years

Below 10,000.00 1 Year
10,000.00 to 20,000.00 2 Years
Above 20,000.00 3 Years
16 MEDICAL BENEFITS
16.1 Outpatient
16.1.1 All employees and their dependents are eligible for the outpatient
treatment at the Company appointed panel clinics, approved clinics or
any government hospital.
16.1.2 In cases of emergency the employees or their dependents may seek

medical treatment at any government hospital or the nearest private
clinic.
16.1.3 The dependents shall mean employees spouse (first surviving wife only for
those with more than one wife) and children (natural or legally adopted)
of the ages between one (1) to eighteen (18) years.
16.1.4 The maximum clinical coverage for the immediate dependents of the
employees is RM800.00 per year.
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17 DRESS CODE
Staff Dress Code
a. Our Corporate uniform white and blue (support staff) is compulsory on Monday
and Wednesday.
i. No other design and color of corporate uniform is allowed other than

approved by the Management.
b. Other days (except Friday) as follows:
i. Corporate uniform (if possible/available)

ii. For Male Managers, Instructors and Lecturers, it is compulsory to wear
neck-tie if they are not wearing corporate uniform.
iii. Female Manager, instructors / Lecturers and other staffs, appropriate
office attire.
iv. Legging and tight pants for female staff is strictly prohibited.
v. No slipper and sandals is allowed.
c. Friday dress code
i. The Management has approved that this day is Free and Easy dress code
with the following terms and conditions;
1. Baju Melayu full dress or top only with slack.
2. Slack with collar tee-shirt or casual shirt.
3. No blue / denim jeans, round neck tee-shirt is allowed.
4. Proper attire for ladies but legging or tight pants for female staff is
strictly prohibited.
5. Snicker and casual shoes is allowed.
d. Events, function, special occasion etc. Dress Code
i. The Management has the right to request staff to wear corporate uniform
on day(s) should there be visits, function, event or special occasion etc.
as or when advised by the Management. Staff will be advised prior to
event day.
18 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.
20
19 CONDUCT, DISCIPLINE AND EFFICIENCY
19.1 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:
19.1.1 You shall at all times and all occasions give your undivided loyalty and
commitment to the Company.
19.1.2 You shall not conduct yourself in such a manner which will likely bring your
personal matters into conflict with your official duties.
19.1.3 You shall not conduct yourself as to bring the Company into dispute.
19.1.4 You shall not conduct yourself in such a manner as can reasonably be
construed as lacking in efficiency.
19.1.5 You shall be honest and shall not behave suspiciously or dishonestly
towards the Company.
19.1.6 You shall not conduct yourself in an irresponsible manner.
19.1.7 You shall not conduct yourself in such a manner that shall be construed as
an act of subordination.
19.1.8 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.
19.1.9 You shall dress in a presentable manner so as not to impair the image of
the Company or the effective working of other employees.
19.1.10 You shall not fraternize with students.
19.1.11 Any breach of this Regulation shall render the employee liable to
dismissal.
19.2 Presents
Employees and their families shall inform the People & Services Support
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 .00 in value shall be received without informing
the Company.
21
19.3 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.
19.4 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.
19.5 Copy Right & Ownership
All materials in the following forms; course notes, book, slides, software,
artworks, design, systems, etc whereas 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.
19.6 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 Chief Executive Officer whether such information shall be released or
not.
19.7 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.
22
*********************************************August 2016*********************************************
*************************************************The End**************************************************
23

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Mata Employee Handbook v12016

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Employee Handbook V1.

PEOPLE & SERVICES SUPPORT

No. Item Page No.

WELCOME TO MALAYSIAN AVIATION TRAINING ACADEMY SDN BHD

Malaysian Aviation Training Academy (MATA) is an accredited world-class aviation training

Dato Sulaiman Bin Dahlan

1. Company Vision, Mission & Objective

Full Time Equivalent (FTE) Employee

Full time staffs are an employee who is given a full time

A contract staffs an employee who is given a contract

If at any time subsequent to the appointment of any employees it is found that

Employee Level Notice Period

The promotion of suitable employees shall be on the basis of performance or

An employee who is promoted to a higher grade shall be required to serve in the

Notice of termination of employment by either Company or Employee must be

6.1 Employee on Probation:

Employee Level Notice Period

6.2 Confirmed Employee:

In the case of confirmed employee, employment may be terminated by either

Employee Level Notice Period

6.3 Resignation with Short Notice:

6.4 Exit Interview:

Re-employment of an employee after his retirement shall be at sole discretion of

Day Time Details

8.1 Thumb In and Thumb Out

Members of Board of Governance (BOG) are excluded to thumb in and thumb

Employees Obligation to Work Overtime

Working Day Rate

10 GAZETTED PUBLIC HOLIDAYS

If a gazetted Public Holiday shall falls on a Saturday, no additional paid holiday

11.1 Annual Leave

11.1.1 Annual leave is granted to an employee based on his leave entitlement.

Level Below 2 Years 2 to 5 Years 5 Years &

11.1.2 During probationary period, an employee is not allowed to utilize his

Any leave which has to be taken due to an Emergency must be

11.2 Medical Leave

11.2.1 Medical leave is defined as leave which is granted upon the

11.2.2 Paid medical leave shall be granted according to length of service as

If there is no hospitalization, the number of sick day leave shall be:

Level Below 2 Years Service 2 to 5 Years Service 5 Years &

11.2.3 Medical leave in excess of the entitlement shall be treated as unpaid

11.2.4 An employee is required to submit the Leave Application form

11.2.8 Medical leave taken in excess of 60 days will be considered as an unpaid

11.3 Prolonged Medical Leave

11.3.1 In cases where upon prognosis of a registered doctor or Government

Month Salary Payment

NOTE: The above period resumes immediately on the expiry or exhaustion of

11.4 Maternity Leave

11.4.1 A confirmed female staff member shall, in addition to medical leave

11.4.4 The female staff member concerned is required to submit a birth

11.4.5 If the female staff member encounters any miscarriage, abortive or

11.5 Paternity Leave

11.5.2 Documentary evidence in support of the leave must be produced not

11.6 Compassionate Leave

11.6.1 In addition to annual leave, a confirmed employee shall be granted paid

11.7 Marriage Leave

11.8 Examination Leave

11.9 Unpaid Leave

11.10 Replacement Leave

11.10.2 No replacement leaves for staff attending training on non- working

11.11 Umrah and Hajj Leave

11.12 Absence without Leave

13 COMPENSATION AND BENEFITS

13.2 Salary Increment