1.1.1.
It is a pre-requisite that all new employees must undergo a
medical examination with the company’s authorized Medical Clinic. Confirmation of employment will be subjected
to the employee passing the medical examination.
1.2.1. The Human
Resource Department and/or the respective Department/Section will give every
employee an initial introduction of the Company on the first day of work. Thereafter, the respective
Department/Section will explain the job functions and conduct on-the-job
training.
1.2.2. An
intensive orientation programme will be conducted to assist new employees in
their understanding of the various departments of the Company and to see the
role they play in perspective.
1.3 Probationary
Period
1.3.1
All employees will
undergo probationary period as follows, unless otherwise stated in the Letter
of Appointment:
Executive
level and above positions = 6 months
Non-Executive
level positions = 3 months
1.3.2 At any time during the
probationary period, the Employment Agreement may be terminated by either party
giving the appropriate notice period as stipulated in the individual Employment
Agreement.
1.3.3 On or before the date of
expiry of the probationary period, the Company shall inform the employee in
writing that :-
a)
he/she is confirmed in service; or
b)
his/her probation is to be extended for a further period; or
c)
his/her service with the Company is terminated
1.3.4 Employees who are sent
overseas for training during their probation period will be confirmed after
their return to home base subject to the recommendations by their Department
Head.
1.4.1 The Company operates a five-day work week and the working hours
are :
Monday to
Friday : 8.30 am to 5.45 pm
Lunch
Break : 12.30 pm to 1.30 pm
Subject to
exigency of service, employees may be required to work longer hours.
1.5.1 Employees’ salary will be credited into the designated bank as
advised by employees upon joining the company.
Salary shall be credited on the last calendar day of each month.
1.5.2 Both the Company and the
employees are required to contribute to the CPF in accordance with the CPF Act.
1.5.3 The salary paid to you is
Private and Confidential matter, therefore, you should not discuss with other
employees in the Company.
1.6.1 All newly recruited staff will be issued
Schmidt BioMedTech Personnel Identification Card (“ID Card”), which is required
to be worn at all times whilst in the Company premises.
1.6.2
There will be a
replacement charge for all lost ID Cards and for ID Cards damaged by
employees. On termination of his/her
employment with Schmidt, this ID Card must be returned to the Human Resource
Department before he or she receives his/her last salary.
1.7.1 Important events in each employee’s service
history with Schmidt will be recorded and kept in the employee’s personal
file. Performance reviews, change of
status records, disciplinary punishments, and educational attainment records are
some records thus maintained.
1.7.2
To ensure that
employee’s personal particulars in the Company’s records are kept up-to-date
and to facilitate administration of benefits, employees are required to report
immediately to the Human Resource Department on the Personal particular Form
any of the following changes:-
a.
Change of Address
b.
Change of Telephone Number
c.
Change of Marital status – submit name and IC No. of spouse
d.
Change of Number and status of children – submit names and
dates of birth/death
e.
Change in Name, Address and/or Telephone Number of a person
who is to be notified by the Company in case of any emergency
f.
Any other important personal changes that is relevant to a
person’s employment at Schmidt.
1.8.1 Either party may terminate employment by
giving the other the required notice in writing or by the payment of your
salary in lieu of notice.
|
Categories
|
While
under Probation
|
After
confirmation
|
|
Business
Unit Manager & above
|
1 month
|
2 months
|
|
All
other categories
|
2 weeks’
|
1 month
|
1.8.2 If you are terminated by the Company for:
a)
misconduct; or
b)
persistent non-punctuality; or
c)
neglect of duties; or
d)
unauthorized absence from work for any period of time; or a
breach of instruction or regulations; or
e)
breach of any of your conditions of employment,
you will
be terminated without notice or payment in lieu of notice.
1.8.3 In the event of instant dismissal, employee
shall not be entitled to any notice’s pay, annual leaves, sales commission and
any other entitlement granted to the employee under the contract of service.
The basis
for instant dismissal include:
a)
Theft or any act of dishonesty;
b)
Gross insubordination;
c)
Gambling in the company premises;
d)
Consuming or being under the influence of alcohol or drugs
while on duty;
e)
Sabotage or willful damage to Company property;
f)
Assault or fighting;
g)
Sexually harassing a co-worker;
h)
Falsification of records;
i)
Spreading rumours that are malicious and harmful to the
reputation of the Company;
j)
Gross negligence resulting in the loss or damage of goods
entrusted to the employee;
k)
Found guilty of a criminal act by a Court of Law; and
l)
Any serious misconduct which warrants severe disciplinary
action.
1.8.3 On the last day of employment, the employee
must return to the Human Resource Department, the Security Card Key, office
keys, manuals and all Company properties in his/her possession or custody. Keep in mind that once he/she leaves our
employ, the requirements of confidentiality and protect of Company trade secrets
continue.
1.9.1
The retirement age for
every employee shall be in accordance with the Retirement Age Act.
1.10 Exit Interview
1.10.1 Before an employee terminates the employment
with the Company, he/she will be required to attend an Exit interview with the
Human Resource Department to give the management his/her feedback on the
Company’s policies of programs.
1.10.2 On the last day of work,
the employees shall be required to return all Company properties including
documents, records, files, equipments, keys, advances etc to the Company which
are in the employee’s custody during employment.
|
|
Annual Leave Entitlement
|
|
Categories
|
1st to 6th
year of service
|
7th year of service
and above
|
|
Non-Executives
|
14 working days
|
21 working days
|
|
Executives
and above
|
1st year – 14 working days
2nd year – 15 working days
3rd year – 16 working days
4th year – 17 working days
5th year – 18 working days
6th year – 19 working days
|
21
working days
|
2.1.2. For less
than a full calendar year’s service, an employee shall be entitled to annual
leave in proportion to the number of completed months of service in that year.
2.1.3. All annual
leave entitlement as per calendar year must be consumed by the end of the year
unless otherwise stated in the Letter of Appointment.
2.1.4. Applications
for annual leave must be submitted at least one week in advance for approval by
the immediate supervisor/head of department so as to prevent disruption to work
procedures.
2.1.5. An
employee may apply for “Urgent Leave” for justifiable reasons. For this, he/she is to notify his/her
immediate supervisor early in the morning and upon return to work submit the
annual leave application form for approval.
2.2.1. Sick/Hospitalization
leave are granted in accordance with the provisions of the Employment Act to
provide income protection to employees during periods of illness.
Entitlement
Paid sick
leave - 28 working days per calendar year
Paid
hospitalization leave - 60 days less any sick leave taken per
calendar
Year
An
employee is deemed to be hospitalized if he/she is certified by the registered
medical officer to be in need of hospitalization although he/she is, in fact,
not hospitalized for various reasons.
2.2.2. It is an
employee’s responsibility to notify the Company of his/her incapacity for work
the soonest possible. If he/she fails
to do so within 48 hours, such absence shall be considered as unpaid leave of
absence.
2.2.3. Upon
his/her return from such sick/hospitalization leave, he/she is required to
submit the medical certificates to the immediate supervisor who in turn will
forward the medical certificates to the Human Resource Department for recording
purposes.
2.2.4. The
Company reserves the right to have employees examined by doctors appointed by
the Company.
2.3.1. An
employee, who is confirmed in his/her employment, shall be eligible for 3 days
paid marriage leave on the occasion of the first legal marriage.
2.3.2. Application
for such leave must be made in the prescribed “Leave Form” accompanied by a
copy of the Marriage Certificate.
2.3.3. Such leave
may be taken upon registration of marriage with the Registry of Marriage or
during the customary wedding ceremony.
2.4.1. All female
employees who have worked for the Company for at least 180 days before her
confinement are entitled to paid maternity leave of twelve (12 ) weeks for the first three surviving children.
2.4.2. Applications
for maternity leave must be submitted to the Human Resource Department at least
two months before the expected date of confinement and shall be supported by a
certificate from a registered medical practitioner or a government medical
officer.
2.4.3. Maternity
leave may be taken one (1) month before confinement and one (1) month after
confinement.
2.4.4. Leave on
account of miscarriage, abortive measures, or premature birth occurring within
the first seven months of pregnancy shall not be considered as maternity leave
but as sick leave.
2.5.1.All male
employees will receive one (1) working day paternity leave for the birth of his
first three children.
2.5.2.Leave
granted must be taken on such occasion and not allowed to be deferred.
2.5.3.Application
for paternity leave must be supported by the birth certificate of the male
employee’s child and approved by the Department Head.
2.6.1.The
Company grants a maximum of three (3) days paid compassionate leave in the
event of death or critical illness of the employee’s immediate family which
includes parents, spouse, children, siblings, spouse’s parents, grand-parents
and grand children.
2.6.2.Critical
illness refers to such occasion when the family member may be warded in the
hospital and is medically certified by the doctor as critically ill.
2.6.3.Applications
for compassionate leave must be accompanied by supporting documents and
approved by the Department Head.
S$35.00 per consultation
Claims must be substantiated with receipts.
i)
dental check-ups;
ii)
scaling and polishing;
iii)
extractions;
iv)
fillings; and
v)
x-rays
3.3.1. Hospitalization
and surgical benefits are extended to all confirmed staff. Employee who needs to be hospitalized must
obtain a certificate from the doctor and present it to Human Resource
Department. The Human Resource
Department will issue a Letter of Guarantee (LOG) to the employee to facilitate
admission into hospital. The LOG is to
be presented to the hospital admission staff and at the same time activate
necessary Medisave Account.
3.3.2. In case of
exigency, whereby an employee may require immediate admission to the hospital,
any person related to the employee must advise the Human Resource Department as
soon as possible. Details of the
exigency must be relayed, as well as the hospital where the employee has been
admitted. The Human Resource Department
will issue a LOG and fax it to the hospital concerned.
3.3.3. The
Company will not reimburse hospitalization and/or surgical expenses not
reimbursable under our Group Hospitalization and Surgical Insurance Scheme.
Staff may obtain a copy of their hospitalization and
surgical entitlement from the Human Resource Department.
4.1. Group Personal Accident Insurance
4.1.1. All
employees are covered under the Group Personal Accident Insurance. The basis of sum assured shall be 24 times
last drawn basic monthly (Subject to a minimum S$100,000.00)
4.2. Workmen’s Compensation
4.2.1. The
Workmen’s Compensation Insurance Scheme covers the employee for injuries,
losses and death arising out of and in the course of employment.
4.2.2. All
employees earning $1,600 and below will be covered under the Workmen’s
Compensation Insurance Scheme. Included
under this scheme will be manual workers irrespective of their earnings.
4.3 SATA Insurance Scheme
4.3.1. Every
employee who is accepted by the Singapore Anti-Tuberculosis Association (SATA)
for insurance shall be insured by the Company under the SATA Insurance Scheme
for tuberculosis and cardiac disease at the Company’s expense.
4.3.2. Any
employee who is certified by a medical officer of SATA as having contracted
tuberculosis or cardiac disease shall, on the recommendation of the medical
officer in charge of his/her case, be entitled to prolonged illness leave as
follows:.
a) First 6 months - Full
pay
b) Next 6 months - Half
pay
c)
Subsequent months - No Pay
4.3.3. An
employee shall forfeit the above benefit if he/she misconducts himself by:-
a) not
following the prescribed treatment or medical advise of SATA; OR
b) refusing
to undergo an x-ray examination when required to do so.
Staff may obtain from the Human
Resource Department the details of the insurance coverage.
5.1.1. The
Company may require employees to work overtime when necessary in order to meet
unusual heavy workload requirements or in emergency situations.
5.1.2. Every
effort will be made to keep overtime to a minimum both in the interests of
efficiency, economy and the convenience of the employees.
5.1.3. Non-executive
employees earning $1600 and below, who are required to work overtime in excess
of their normal working hours at the request of their immediate supervisors
will be entitled to receive overtime payment as stipulated in the Employment
Act.
5.2.1. Employees
who are required to work overtime at the request of their immediate supervisor
are allowed to claim overtime meal allowance.
He/she is eligible to claim overtime meal allowance of S$7.00 when
he/she performs overtime beyond 8.30pm on working days and beyond 3.00pm on
Saturdays, Sundays and Public Holidays.
5.2.2. This
benefit is not applicable to the R&D, sales and managerial positions; and
those who claim overtime payments.
5.3.1. Employees
who are required to work overtime at the request of their immediate supervisor,
he/she is eligible to claim taxi-fares when he/she works overtime and leaves
the office premises after 8.30pm. The
Company shall reimburse the employee the actual cost of taxi-fare. Original
receipt must be attached to the “Claim form”.
5.3.2.
This
benefit is not applicable to the R&D, sales and managerial positions; and
those employees who are entitled to fixed monthly transport allowance.
5.4
Exhibition Allowance
5.4.1. Employee(s)
on duty at the company exhibition booth is eligible to claim $15.00 meal
allowance per day. When meals are provided, such
allowance will not be applicable
The
immediate supervisor must approve all claims for reimbursement pertaining to
overtime work.
6.1.1. In
recognition of employees’ dedication and commitment to the Company, he/she will
be presented with an Employee Service Award upon satisfactory completion of the
accredited years of service in the financial year immediately before the
first(1st) day of the financial year which the award is made.
6.1.2. At the
time of presenting the award, the employee must be employed as permanent staff
with the Company and must not have tendered notice of resignation to terminate
service with the Company.
6.1.3. At the
discretion of the Company, an employee achieving the specified accredited years
of service shall be entitled to the following. For employees who served beyond
25 yrs the cash award will be granted at the discretion of the Board of
Director.
|
Accredited Years of Service
|
Weight of Gold Medallion in grams
|
Cash Award in HK$
|
|
5
|
10
|
1,500
|
|
10
|
20
|
7,500
|
|
15
|
50
|
10,000
|
|
20
|
100
|
15,000
|
|
25
|
100
|
20,000
|
a. If he/she
is present at work punctually every working day for a full calendar year
b. If his/her
absence from work is only due to his/her being on approved annual leave during
the year.
c. If he/she
has no medical leave for the full calendar year
The above award will be subject to change at the
management discretion.
6.3 Sales Achievement Awards
6.3.1 Individual Sales Achievement Awards
A total of 3 awards are accorded to the individual sales
personnel. They are :-
o
Individual Sales Target Award ( for achieving set
target )
o
Individual Sales Performer Award – Highest, 2nd
highest and 3rd highest
o
Millionaires Club Award
Minimum requirements to qualify for all the
above awards are the achievement of the individual set targets.
To qualify for the Millionaires Club Award,
in addition to achieving the qualifying target for each level, the total annual
sales turnover of the country where the employees are based must not be less
than HK$10mil.
6.4 Other
awards
All other awards to be given will be as per the
Corporate Policy on Employee Recognition Program
7.
OVERSEAS BUSINESS TRAVEL
7.1.1. Employee
using own vehicle on Company’s business and with the approval of the Company
shall be paid mileage allowance of S$0.25 per km. This is only applicable for
overseas travel to Malaysia.
7.2
Business Travel &
Entertainment
|
TYPE JOB GROUP
|
BY AIR
|
BY RAIL
|
OTHERS
|
|
LOCAL
|
OVERSEAS
|
|
Managers & Executive
|
Economy
|
Economy
|
1st Class
|
Actual Cost
|
|
Non Executive
|
Economy
|
Economy
|
2nd Class
|
Actual Cost
|
§
All claims for taxi fare to and from the airport must be
accompanied by receipt. Claims without
receipt would not be entertained.
§
Mileage claim for airport pick-up by family members will not
be entertained.
§
Employees are only allowed to claim the fare for use of the
economy taxi service. If an employee
chooses to use the luxury limo service, the user will have to pay for the
difference.
7.2.1. Exceptions to the above should be
pre-approved by the Regional Director Of each group (i.e. the level reporting
to President / CEO ).
7.2.2. Air Travel Request (ATR) must be completed
and approved before booking of air tickets
7.2.3 In-town Traveling – staff should use the most cost-effective
local transportation, including bus, sub-way and/or taxis for in-town
traveling. In any event that car rental
is justified, the
employee should obtain pre-approval from the T&E expense Approver.
7.2.4 Daily Allowance – Daily Per Diem Allowance of US$35.00 reimburses
for meal and personal (e.g. home calling and laundry) costs incurred during an
out-town or overseas business trip. It
is issued and updated regularly by the Corporate HR Manager. On day of
departure 20% is deducted from the allowance regardless of time the employee
starts the journey and 30% deduction on day of return regardless of time of
return..
7.2.5 Should meal be provided free by the Company
or is included in the hotel where the employee is staying, the following
percentage (%) deduction shall apply
|
|
Overnight Trips
|
|
Breakfast
|
US$ 7.00
(20% of US$35.00)
|
|
Lunch
|
US$ 7.00 (20% of US$35.00)
|
|
Dinner
|
US$10.50 (30% of US$35.00)
|
§
All claims must be supported by receipt/bills. No claims will be entertained without any
supportive receipts/bills attached.
§
Claims are to made on the Weekly Expense Report or Overseas
Trip Expense Report and duly approved by the Division Managers/General
Manager/Regional Director.
§
All Claims are required to submit before 10th of
each month and it shall be paid together with the payroll. Any claims submitted
after 10th shall be reimbursed the following month.
§
Claims that are more than two (2) months old will not be
entertained unless approved by the Corporate Director of each group
8.1.1. Performance
appraisal is done annually and should normally be completed by March of each
year. The appraisals should be recorded
on the relevant performance report forms.
8.1.2. Performance
appraisal for confirmation shall be carried out before the expiry of the
probationary period.
8.1.3. The
appraisal of an employee should not be limited to the annual appraisal exercise
but should be done on a continuing basis by having regular discussions with the
employee on his/her performance.
9.1.
Objective
9.1.1 The objective of
providing training and development opportunities is to upgrade the skills and
knowledge of employees for increased effectiveness.
9.2.
Sponsorship
9.2.1 Sponsorship for training programmes is at
the discretion of the Company. The
Company will only sponsor the training course if it is considered that the
employee concerned has the potential of being developed for higher
responsibilities in the immediate future and that the training course is
relevant to the job performed by the employee.
9.3 Overseas Training – Please refer to Corporate Policy.
10.1.1. The
Company strives to maintain a high standard of business ethics. An employee is called upon to conduct
his/her work with integrity and abide by company rules and regulations which
are effected to ensure an orderly work environment, maintain discipline and
accord fair treatment to all employees.
10.1.2. An
employee should not divulge any confidential statistics or information, either
verbally or written, of the affairs of the Company to anyone outside during or
after his/her service with the Company.
10.1.3. Extra-marital
relationship with other staff (married or otherwise) within the Company
constitutes a misconduct. Appropriate
disciplinary action will be taken as a consequence of such indiscretion.
10.2.1 All employees are expected to report work on
time each day. In the event that he/she
is absent or late due to illness or some reasons, he/she must inform the
immediate supervisor at the earliest opportunity available.
10.2.2. Absenteeism
and tardiness not only reflect on an employee’s lack of self-discipline but
also impose an additional burden on his/her peers who may have to take over the
work.
10.2.3. Excessive
absenteeism or tardiness may be cause for disciplinary action.
10.3.1. An
employee’s appearance should be neat and his/her attire suitable for conducting
business in the Company.
10.3.2. The
company shall provide :-
a)
3 sets of uniforms to each office boy/delivery man cum
packer and driver, the replacement of which shall be made on presentation of
worn out uniforms;
b)
2 pairs of leather shoe per calendar year not exceeding the
cost of S$50 each pair for office boy/deliver man cum packer and driver;
c)
raincoats for office boy/delivery man cum packer whose
duties involve working outside the Company’s premises
d)
Storekeeper with one pair of safety shoes for every 2 years
10.3.3 An
employee who is required to wear uniforms shall be paid a monthly laundry
allowance of S$25.00.
10.4.1. The
Company is concerned that it should project a smart and clean public image with
regard to the general outlook of the office premises.
10.4.2. All
employees cooperation are necessary in observing high standards of office
cleanliness and orderliness so as to create and maintain a conducive and
pleasant working environment.
10.5.1.
Visitors are not allowed to walk around in the Company
premises and must be attended by our employee in one of the meeting rooms.
10.6.1
The Company’s
telephone system has the Direct Inward Dialing facility whereby an external
caller can contact you directly without having to dial the main line
number. However, all employees are
discouraged from using Company telephones for personal communications unless in
cases of urgent necessity.
10.7.1
No employees shall
directly or indirectly enter into or maintain relationship with another
business or financial concern or individual when such relationship is in
conflict or prejudicial to the interests of the Company.
10.7.2 For further details,
reference should be made to the Letter of Appointment.
The Management shall give a celebration gift
equivalent to S$250.00 to employees on the occasion of their first legal
marriage only. If an employee marries
another employee of Schmidt, both of them shall enjoy the celebration
gift. A notification form duly
supported by the respective Division/Department Head should be submitted to the
Human Resource Department.
When an employee or an employee’s spouse has given
birth to a living child, the Management shall give a celebration gift
equivalent to S$80.00 to the employee.
Only one (1) gift per child shall be given regardless of whether both
parents are employees of the Company or not.
A notification form should be submitted by his/her Division/Department
Head to the Human Resource Department as soon as possible.
11.4 Bereavement
When an employee immediate family
pass away, the Management shall express their condolences with a wreath
equivalent to S$80.00. The Manager
concerned shall submit the notification form to the Human Resource Department.
11.5 Purchase of gifts for the above bona fide benefits shall be made either
by Human Resource Department or the designated person on behalf of the
management. There should be no duplication in purchases made.
12.0 SECURITY AND SAFETY
12.1.1 All
employees are responsible for the overall security of the office premises. Employees who work overtime on weekdays, weekends or public holidays,
must ensure that all doors are securely locked before leaving the office
premises.
12.1.2 All employees are also expected to check that lightings,
air-conditioners, equipment (photocopiers/computers) etc are switched off
before leaving the office.
12.2 Security Badge
12.2.1
All employees must wear the security badge at all times during office
hours. The security codes are to be
kept strictly confidential and not be divulged to unauthorized person(s).
12.3 Smoking
12.3.1 In
the interest of safety and health, smoking within the Company premises is
strictly prohibited.
12.4.1.All
hazardous materials such as chemicals and inflammable substances should be
boldly labeled and stored in a secure place to prevent explosion or fire.
12.4.2.The
designated exit doors are used for emergency exit in the case of fire. Therefore, no obstruction is allowed along
the walkway towards the exits.
The Company reserves the
right to take disciplinary action against an employee in the event of the
employee’s misconduct, inefficiency, indiscipline or breach of the expressed
and implied terms and conditions of service.
The intent
of the Company’s disciplinary action is to correct the employee’s performance
as far as possible, except in cases of major infringement of Company’s rules
and regulations. In this connection,
the first level of supervision shall be responsible for the discipline in their
area, and the following procedure shall be enforced:-
i. STEP 1 : Oral
Counselling by his/her immediate superior
ii. STEP 2 : Documented
Counselling by his/her immediate Superior or the Head or Section Manager.
iii. STEP 3 : Inquiry by Show
Cause Letter from the Regional Director, General Manager or Human Resource
Manager
a. be given a
written warning from the Human Resource Manager, General Manager or Regional Director
b.
be downgraded/demoted or increment withheld
c.
be summarily dismissed
d.
be imposed lesser punishment such as No-Pay Suspension from
work
An
employee who commits one or more of the following offences shall receive a warning letter or Suspension from
work up to a maximum of seven (7) working days. Persistent offenders shall face more serious disciplinary action
including dismissal.
a. Committing
a nuisance in the Company premises.
b. Laziness
or inefficiency
c. Leaving
place of work without sufficient cause during working hours
d. Entering
or interfering other department other than in the course of duty
e. Malingering
or refusal to observe superior’s instruction on assigned work
f.
Obtaining or attempting to obtain leave of absence by false
pretence
g. Quarrelling
in the Company Premises
h. Causing
slander/libel on other employee
i.
Tardiness or leaving work place early without adequate
reasons or absence without approved leave
j.
Influencing or aiding another employee to commit any of the
above misconduct
k. Any other
failure to follow Company’s Standard of Conduct or rules and regulations which
may be determined by the Company from time to time.
Any
employee who is found guilty of committing any one or more of the following
offences is liable for No-Pay Suspension from work, Downgrading/Demotion,
increment being withheld or summarily dismissed:-
a. More than
3 days’ continuous absence without permission or excessive
absenteeism/tardiness and/or leaving work early
b. Coercion
or harassment of other employees while in the Company premises
c. Theft,
Vandalism, fraud or dishonesty in any way connected with the Company or
client’s business property
d. Refusal to
work, gross negligence at work or willful slow down in performance at work
e. Clocking
other employee’s ID card or being in unauthorized possession of other
employees’ ID card
f.
Sleeping on duty
g. Disclosure
of Company confidential information
h. Intoxicated
while on duty or arrested from criminal offence
i.
Any other serious misconduct which may be determined by the
Company from time to time
Information
acquired during the course of employment with the Company is regarded as
confidential and vital business and must not be revealed to any party not
authorized by the company either during employment or after. Any violation may lead to dismissal or
prosecution.
Have trust
and confidence in everyone either to internal or external customers. Always fulfill promises and commitments made
to customers. Promises made are to be
followed-up by written documentation.
Always uphold Company’s interest above self-interest by fulfilling all
job commitments
.
In the
course of work an employee may encounter problems or misunderstandings, he/she
has the opportunity to discuss them with his/her immediate supervisors as
honestly as he/she can. He/She can be
sure that his/her problem will be handled in a fair and unbiased manner. All
grievance or complaint should be summitted in writing. According to the degree of seriousness, the
problem may be handled by the following steps:-
|
DISCUSS WITH YOUR IMMEDIATE
SUPERIOR IMMEDIATELY
He/She works with you and knows
you and your job better than anyone else
He/She is personally interested
in your welfare at SCHMIDT
|
▼ Not
satisfied
|
DISCUSS WITH YOUR
DIVISION/DEPARTMENT MANAGER
He/She has authority to solve
your problems
You are encouraged to discuss
your problems in a sincere manner
|
▼ Not
satisfied
|
DISCUSS WITH HUMAN RESOURCE
DEPARTMENT
Human Resource Department is
specially trained in handling human relation problems and will try to reach
an amicable solution
|
▼ Unsolved
|
HEARING BY SPECIAL COMMITTEE
The committee members will be
appointed by the HR Manager and they will review your case and decide the
merits and try to effect satisfactory conclusion
|
▼ Unsolved
|
DISCUSS WITH PRESIDENT/ CEO
He will review the case and
overcome any shortcomings in the Company.
His judgment shall be the final decision.
|
The intent
of this Grievance Procedure is to get issues resolved. However, there may be problems, which cannot
be resolved to your complete satisfaction.
You can be assured, however, that your viewpoint will be given due consideration. It is to everyone’s benefit to air problems
in a frank and friendly manner and to make every effort to have them
satisfactorily resolved.
15
OTHERS
15.1 The
company reserves the right to amend the above benefits as and when it deemed
fit.
