20240624_ HR_Employee Manual_Revised_01.pdf

EMPLOYEE MANUAL EMPLOYEE MANUAL Effective Date: 24/06/2024 NAME TITLE Prepared By: Nur Aqmal Abdul Rahman Admin Officer Approved By: Calvyn Ng Director 24/06/2024...

EMPLOYEE MANUAL EMPLOYEE MANUAL Effective Date: 24/06/2024 NAME TITLE Prepared By: Nur Aqmal Abdul Rahman Admin Officer Approved By: Calvyn Ng Director 24/06/2024 2 Contents Introduction 5 Mission 6 Vision 6 Values (TEEED) 6 Culture 7 Working with Us 8 Personal Responsibility for Personal Documentations Required for Work 8 Duties and Responsibilities 9 Attendance and Punctuality 9 Working Locations 9 Working Hours 9 Appearance and Attire at Work 10 Laptops and Mobile Phones 11 Communications 11 Probation 12 Expenses 13 Personal Data Protection Act 2012 (PDPA) 13 Salary and Benefits 14 Payday 14 Overtime Pay 14 Quarterly Bonus (QB) Scheme 14 Corporate Healthcare Scheme 15 Birthday Benefits 15 Discounts 15 Recognition 15 Annual and Other Leaves 17 Annual Leave 17 Public Holiday 17 Medical Leave 18 NSmen Leave 18 Compassionate Leave 18 24/06/2024 3  Marriage Leave 18 All Other Leaves 18 Unpaid Leave 19 Standards of Conduct 20 General Conduct 20 Inclusion 20 Salary Information 21 Lending and/or Borrowing Money 21 Usage of Personal Electronic Devices (PEDs) 21 Social Media 21 Confidentiality 21 Conflicts of Interest 22 Whistleblowing 22 Grievances 22 Informal Disciplinary Action (Conduct and/or Performance) 22 Formal Disciplinary Action (Conduct and/or Performance) 22 Absent Without Official Leave (AWOL) 23 Moving On 25 Notice Period 25 Re-employment of Resigned Employee 25 Retirement 25 24/06/2024 4 Revision History Revision Revision Nature of Revision Page Approved Number Date By 1 24 June Personal Responsibility for Personal Documentations 8 2024 Required for Work – Added new section: Employee Photo, Singapore Phone Number and Singapore Bank Account 2 24 June Appearance and Attire at Work – Added new photo 10 2024 3 24 June Communications – Added new section: StaffAny System 11, 2024 (Scheduling) and Employee Feedback Form 12 4 24 June Added Company Letters 13 2024 5 24 June Added Partnership Scheme 16 2024 6 24 June Changed in Annual Leave (b) and added (g) 17 2024 7 24 June Changed in All Other Leaves (b) and (c) 18,19 2024 8 24 June Changed in Unpaid Leave and deletion of Application of 19 2024 Unpaid Leave 24/06/2024 5 Introduction Mission We're all about great food that gathers people, innovating the traditional Min Jiang Kueh for all ages to enjoy. Our people’s growth is just as crucial as the food, and we foster a supportive environment for both personal and professional development. It's our commitment to excellence that drives us, leading the industry with joy and satisfaction for our customers. Vision Our unwavering commitment to quality ingredients, traditional recipes, and customer satisfaction ensures that Min Jiang Kueh becomes globally recognized pancakes from Singapore. Through continuous research and development, we strive to elevate the Min Jiang Kueh while remaining true to our heritage to expand our reach and make Min Jiang Kueh a household name worldwide. Values (TEEED) Team player (T) Works collaboratively with others to achieve a common goal. Being a team player requires effective communication, cooperation, flexibility, and active participation. Emotionally Stable (E) Being able to maintain a consistent emotional balance even in difficult situations. It is important because it helps one to cope with stress, make clear decisions and maintain healthy relationships. Empathy (E) The ability to understand and share the feelings of others. It is essential for building relationships, resolving conflicts, and creating a sense of community. Ethical (E) It is important because it helps to maintain integrity, credibility, and a sense of justice. Ethical behavior involves treating others with respect, honesty, and fairness, as well as being accountable for one's actions. 24/06/2024 6 Discipline (D) Practice training oneself to follow a set of rules and regulations. It helps one to stay focused, motivated and achieve goals. Culture At our company, we prioritize creating a positive and welcoming environment for our customers and team members alike. We believe that maintaining impeccable staff conduct is crucial to achieving this goal. All team members are expected to uphold the highest standards of personal hygiene, cleanliness, and professional appearance while on duty. We value timeliness and a sense of urgency, as these qualities ensure a smooth workflow and enhance the customer experience. Above all, we prioritize positive, energetic, and friendly gestures when interacting with customers and fellow team members. Our team members must follow all company rules and regulations to ensure consistency and professionalism. We also emphasize our 3 Golden Rules: Be Happy, Be Helpful, and Be On Time. These rules are essential in fostering a positive culture and building a team that provides exceptional service. 24/06/2024 7 Working with Us Personal Responsibility for Personal Documentations Required for Work All employees should note that it is their responsibility to ensure that personal documents are always valid and, if required, renewed in a timely manner. Employees shall bear the cost of the renewal of all documents unless stated otherwise in the employment letter. a. SFA Food Certification b. Working pass/permit c. Travel Documents d. Medical Check Up Report e. All other pertinent documents Employee Photo All employees are required to provide a digital photo that meets passport requirements. Singapore Phone Number All employees are required to maintain an active Singapore phone number throughout their employment. This phone number will serve as the primary means of contact for work- related matters, including but not limited to scheduling and emergencies. Singapore Bank Account All employees must have an active Singapore bank account for salaries and other reimbursements. Employees must provide their bank account details to the Company upon joining and must ensure that their bank account information is kept up to date. The salary disbursements will be delayed if incorrect account details are provided. Progressive Wage Model (PWM) Second (2nd) Certificate All Singaporean and Permanent Resident (PR) employees are required to complete their second set of Workforce Skills Qualification (WSQ) modules. The grace period for the employees to comply with the food services PWM training requirements are as follows: a. For new hires: six (6) months from the new hire’s date of employment Courses with codes beginning with “FSS” will be recognized as approved modules under the food services sector. Employees who have acquired certification in any of the specified modules are required to provide a copy of their certificate to management for verification purposes. 24/06/2024 8 Duties and Responsibilities Employees are required to perform the full spectrum of job responsibilities as assigned by the Company and/or any other person designated by the Company. The Employee must abide by the Company’s rules and regulations. Attendance and Punctuality a. Employees are expected to arrive at least 5 minutes early for work. b. Employees are required to properly clock in and out for each shift and break to ensure they are paid correctly. Working Locations The company reserves the right to transfer the employee between the different outlets within the group at any time. Working Hours Employees will be required to fulfill the number of working days in a week in accordance with the Employee’s employment contract, perform shift duties up to 14-hour shifts and overtime as required. The shift/duty roster will be rostered according to operational hours of the outlet/section the Employee is attached to. Meal Breaks The meal break will be 1 hour for 8-hour shifts or 2 hours for 14-hour shifts. Breaks are not included as hours of work. Smoking Breaks Smoking breaks are strictly prohibited. Training Sessions Hours of work will be credited for training sessions. For example, if an employee attended a training session planned for four hours, four hours will be credited as hours of work regardless of the actual duration of training session. 24/06/2024 9 Administrative Sessions Hours of work will not be credited for administrative sessions. Administrative sessions include interviews and team bonding activities. Appearance and Attire at Work Employees must always maintain personal hygiene, cleanliness, and professional appearance during work to enhance customer experience, personal and food safety. Grooming a. Hairstyle and hair colour should not draw any attention. b. Nails must be short and trimmed. c. Neat and tidy facial hair for males. d. Cover all tattoos. e. No chewing of gum. Attire Employees are responsible for the maintenance and cost of their attire and must always wear them appropriately during work. a. Headwear such as caps, hairnets and hijabs. b. Black tops with sleeves such as t-shirts and long sleeve tops. c. Long bottoms such as pants and jeans. 24/06/2024 10 d. Covered footwear such as safety shoes and sneakers. e. Masks or spit guards. f. Gloves. Only gloves will be provided by the company. g. Name tags. The Company will only provide the first name tag and the name tag must be returned if the employees are leaving the Company. h. Aprons. The employees must wear company approved aprons during work. The aprons can be purchased at the address below: Shantal Pte Ltd (201026011C) Phone number: 8431 4416 (phone call is required before going there) Operating hours: Monday to Friday, 9am to 5pm Address: 124 Lorong 23 Geylang #09-02 The Arcsphere, Singapore 388405 Laptops and Mobile Phones Employees may be issued laptops, mouses and/or mobile phones by the Company. The Company expects employees to look after these properties like their own, and report immediately if any are damaged, stolen or lost. Employees must return the properties in working condition upon company’s request. Communications There are various channels to share important information and instructions from the Company. They include the following: Munchi Broadcast Company news, information, and instructions are broadcast here on an almost daily basis. If there are any questions, please clarify with your immediate supervisors. Payboy System Employees must acknowledge operations, human resource (HR) instructions and equipment issued by the company on the Payboy system within 48 hours. StaffAny System (Scheduling) Employees must scan the StaffAny QR code at the start and end of each shift and breaks. 24/06/2024 11 Employee Resource Library (ERL) Employees must know all publications such as the Employee Manual, SOP and Training Manual in the ERL. Monthly Anonymous Employee Surveys Employees are strongly encouraged to participate in the monthly anonymous employee surveys which will take around 3 minutes to complete. It is completely anonymous to allow employees to feel safe to share their feedback, thoughts, and ideas. This will allow the Company an opportunity to address gaps and grow together. Employee Feedback Form Employees can also choose to use the feedback form in the ERL anytime to share any concerns, ideas, and questions. There is an option to remain anonymous as well. Outlet Learning Days The quarterly learning days provide employees with an insight into how the outlets are performing, upcoming initiatives and lessons learnt across the company. It is also a day for Employees to meet other team members in other outlets. All employees must attend the outlet learning days when scheduled. Team Bonding Activities Team bonding activities are meant to improve teamwork and communications in the outlets which lead to better performances. All employees assigned to the outlet are expected to attend the events when scheduled. The Company reserves the right to claw back the event expense from the employee if the employee is an no show with no valid reasons with supporting documentation. The activities planned must be suitable for the entire team. Activities which have a higher risk of injuries such as soccer and combat martial arts are not permitted. An example of suitable activities can be a lunch buffet (halal if required) followed by a karaoke session. Probation Employees will serve a probation period in accordance with the employee’s employment contract and the probationary period may be extended when necessary. 24/06/2024 12 Probation Extension a. If there is any extension, any extension will be from the test date. The maximum number of extensions is 3 times, minimum of one week to maximum of one month. b. If the employee fails the exams, the extension of probation will be based on the test date. For example, if the probation ends on 28 February, the test is conducted on 7 March and the employee requires a 2-week extension, the new probation end date will be 21 March. Expenses All expenses such as transport and small purchases must be approved by the Company’s management before purchase. All approved claims by employees must be submitted by the 28th of each month to be credited by the 10th of the following month. Company Letters Employees may request company letters such as certification of employment and replacement of employment contract. The company's decision regarding the necessity for employees to physically collect the letters at the office in person is final. Personal Data Protection Act 2012 (PDPA) The company aims to be aligned with the PDPA. Personal Data Policy Statement Ah Lock & Co and its related corporations (“the Company”) aim to comply with the requirements of the Personal Data Protection Act 2012 (PDPA) and respect your choices in respect of your personal data. Your privacy and the protection of your private data is important to us and is a responsibility that we take very seriously. This policy statement sets out the basis on which personal information we collect from you, or you provide us, will be processed by us. For more information about PDPA generally, please visit the Personal Data Protection Commission’s website at http://www.pdpc.gov.sg. 24/06/2024 13 Salary and Benefits Payday All salaries will be credited by the 10th of each month. This includes monthly salaries, approved claims, and overtime. Overtime Pay Overtime will be paid after exceeding the hours per week in accordance with the employee’s employment contract. If the week is an incomplete week in a month, the overtime pay will be credited in the next month. For example, if the week starts on 29th Apr Mon and ends on 5th May Sun, Overtime pay for that week will be paid together with the May salary. Quarterly Bonus (QB) Scheme The Company believes in sharing business success in a timely manner through the QB scheme linked to business performance which is measured by outlets’ Key Performance Indicators (KPIs), individual performance and contribution, and companywide performance. a. QB payout will be at the end of each quarter of the calendar year. b. It is 0 – 0.5 months of the previous month’s gross fixed salary. c. All full time and restricted employees are eligible for QB after working 3 continuous months from the date of completing probation. For example, if an employee completes probation on 23 Mar, the employee will be eligible for the QB scheme after working 3 continuous months (no unpaid leave taken) on 23 Jun. The employee will receive a pro-rated QB payout based on the period from 23 Jun to 30 Jun. d. The Company’s decision is final and reserves the right to revise the QB scheme without notice. 24/06/2024 14 Corporate Healthcare System Employees are entitled to a corporate healthcare scheme after working 3 continuous months (no unpaid leave taken) including probation period. The Company reserves the right to revise the healthcare scheme without notice. The current corporate healthcare scheme is with Prudential offering a range of benefits including complimentary yearly health screenings and flu vaccinations. Please refer to the ERL for details. Birthday Benefits Employees are eligible for a birthday cake after working 3 continuous months (no unpaid leave taken). The company reserves the right to revise the birthday benefits without notice. Discounts There are no discounts for company products and services available. Recognition The company recognizes and celebrates the great work done by our employees through the following awards: Best Outlet Award The best outlet award recognizes one team for their amazing contribution to the company over the past year. The team will receive a plaque and members will each receive a certification of appreciation and two off days on weekdays (non-PH). In addition, the company will organize a buffet for the team. Best Specialist The best specialist award recognizes one specialist for the amazing contribution to the company over the past year. The specialist will receive a plaque, certificate of appreciation and two off days on a weekend. In addition, the company will organize a hotel staycation for the specialist. 24/06/2024 15 Best Crew The best crew award recognizes one crew for the amazing contribution to the company over the past year. The crew will receive a plaque, certificate of appreciation and two off days on a weekend. Long Service Awards The company celebrates continuous service by awarding our employees in multiple of 5 years through certificates of appreciation and hotel staycations. The company reserves the right to revise the awards without notice. Partnership Scheme Eligible employees will be notified by the company and offered participation in the partnership scheme. The company’s decision is final and reserves the right to revise the partnership scheme without notice. 24/06/2024 16 Annual and Other Leaves All leave taken will be considered a full day’s leave, even if it is taken on a half working day. For example, if an employee requested urgent annual leave after working for half a day, that working day will be considered as a full day’s leave instead if the request is approved. Annual Leave a. Employees are entitled and only apply for annual leave after working for 3 continuous months. b. Employees must apply for annual leave at least 30 days in advance before the roster is published and obtain approval from their immediate supervisors before final approval from the Operations Manager. c. The company reserves the right to roster and allocate annual leave periods for employees. d. Any unused annual leave can be carried forward for a year and no encashment of leave is allowed. e. The notional day for the calculation of all leave purposes is in accordance with employee’s employment contract. f. Annual leave is on an earned basis and there are scenarios where claw back is required. For example, if an employee is entitled to 18 days in a year and takes all 18 days in the first month of the year, the company will pro rate and claw back 9 days of annual leave if the employee leaves the company in the sixth month. g. For urgent leave requests, such as those applied within a month, should be submitted to the immediate supervisor with supporting documentation or reasons, followed by the same approval process. For example, in the event of a medical emergency within the immediate family, employees must provide a medical certificate and proof of relationship along with the leave request. Public Holiday a. 11 days of public holidays have been included in the annual leave entitlement. b. Public holidays are normal working days if the employees are required to work on these days. 24/06/2024 17 Medical Leave The employees are entitled to both paid outpatient sick leave and hospitalization leave if they have worked for at least 3 continuous months with the company in accordance with their employment contracts. Any employees who are not feeling well must inform their immediate supervisor immediately and the medical certification must be submitted within 48 hours. Only medical certificates from the registered medical practitioners (including dental practitioners) in Singapore are accepted. NSmen Leave The company will grant paid leave for employees who are required to attend reservist. Employees who are called for duty must provide one month’s advance notice and submit a copy of the NS order to the company. Compassionate Leave There is no compassionate leave available. All employees are required to apply for annual leave with supporting documents and the company reserves the right to reject. Marriage Leave There is no marriage leave available. All employees are required to apply for annual leave with supporting documents and the company reserves the right to reject. All Other Leaves All employees are required to: a. Check the Ministry of Manpower (MOM) website for eligibility and conditions. b. Provide a minimum of 30 days’ notice to the company. c. Submit all required forms with all necessary supporting documents at least 30 days in advance and obtain approval from their immediate supervisors before final approval from the Operations Manager. d. The company reserves the right to reject the leave application if the employee fails to follow the above steps. 24/06/2024 18 Unpaid Leave There is no unpaid leave in the system. Employees may request unpaid leave directly through their immediate supervisor who will review the request along with any supporting documents provided. Upon review, if the unpaid leave is deemed appropriate, the immediate supervisor will forward the request to the management for final approval. Once approved, employees must follow the standard leave application process. The company also reserves the right to reject any unpaid leave and it will be counted as absent without official leave (AWOL). If Unpaid Leave is Approved Probation Confirm During notice period a. Extend probation based a. Salary will be deducted a. This will not change the on the number of unpaid accordingly. crew’s last day of leave. employment. b. Salary will be deducted b. Salary will be deducted accordingly. accordingly. Calculation of Salary for Unpaid Leave The company complies with MOM’s formula for calculating salary when unpaid leave is taken. For example, if an employee with a monthly gross salary is $3,000 and has taken 1 day of unpaid leave in March 2024 (27 working days based on 6-day work/week), the salary payable is $2,888.89. 24/06/2024 19 Standards of Conduct All employees are expected to take pride in their work and treat each other with respect. The company trusts that the employees always want to exceed the high standards of conduct expected of them. However, if an employee’s conduct falls below expectations, the company will discuss the issue with the employee to improve. When possible, the company will try to resolve issues informally but if the issues are repeated and/or serious, formal action will be taken. General Conduct An employee shall carry out his/her task dutifully and shall obey and comply with reasonable and lawful orders and directives from the company and to observe faithfully all policies, rules and regulations, laws and statutes which may be applicable to the company in general. Employees shall always comply with safety, health and security measures and will be responsible for providing information on any unsafe acts of others or potential health, safety, or security risks at the workplace to the company. Employees are to fully devote their time, attention, and commitment during working hours. Inclusion Employees shall conduct themselves with a level of respect for one another, irrespective of race, religion, gender, age, nationality, origin, marital status, disability, or sexual orientation. Employees shall refrain from conduct, gestures and language that is inappropriate, improper, or insensitive or deemed to be derogatory, discriminatory, or offensive towards colleagues, clients, suppliers, and other parties that the company has business dealings with. Employees shall refrain from any behavior or conduct of a sexual nature that is unwarranted, unwelcome, unsolicited, or deemed to be offensive; whether verbal, written, physical, visual or psychological in nature. 24/06/2024 20 Employees shall refrain from sending messages when in an emotional state to avoid misunderstanding. Capital letter messages are totally unacceptable, and employees are encouraged to reread the messages before sending them out to ensure the clarity of the messages. Employees shall practice using clear communication and maintain professionalism by using a neutral stance in any circumstances. Salary Information Employees must refrain from asking other employees about their salaries, bonuses, hourly rates and/or other related information. The company takes a serious view of such incidents as they may evolve into workplace harassment issues. Lending and/or Borrowing Money Employees shall not lend and/or borrow money from other employees and are required to report such occurrences to their immediate supervisors. Usage of Personal Electronic Devices (PEDs) Employees shall refrain from using mobile devices for personal reasons in the work area during operations. If employees need to use PEDs urgently during working hours, they must keep the usage to the minimum and use them out of sight from customers. Social Media Employees shall refrain from making or posting any derogatory, offensive, or defamatory comments and/or content in their personal social media channels that directly or indirectly refer to the company and/or other employees which may cause disrepute or damage. Confidentiality Employees have the responsibility to protect the company and keep company information confidential. If employees have any documents or media relating to the company, they must be handed over or permanently deleted when they leave. 24/06/2024 21 Conflicts of Interest Employees shall not engage in any outside work, employment or services for any customer, competitor, or supplier to prevent conflict of interests. Employees are responsible for disclosing any actual or potential conflict of interest to their immediate supervisors. Whistleblowing Employees are usually the first to realize that there may be something seriously wrong within their working environment such as thefts and malpractice but may not speak up due to fears of backlash. The company provides safeguards for employees who raise such issues to quickly resolve genuine issues. Employees can use the feedback form located in the ERL to remain anonymous or speak to anyone in the management team. Grievances Employees may face issues in their course of work, environment and/or working relationships which they wish to raise and resolve. Employees can approach their immediate supervisors to try to resolve the issue first. If the issue is not solved, employees can approach any of the managers or use the feedback form located in the ERL. Informal Disciplinary Action (Conduct and/or Performance) Everyone makes mistakes and sometimes it is not required for the company to take formal disciplinary action. For these issues, the immediate supervisors will caution the affected employees and support them to improve. Formal Disciplinary Action (Conduct and/or Performance) In cases where informal action is not appropriate or the issue is serious, the company will start the formal disciplinary procedure. 24/06/2024 22 The disciplinary procedure consists of two processes, investigation and disciplinary. The investigation process is to gather all relevant information and the disciplinary process is to review all the information, possible disciplinary outcomes and decide which action to take. Depending on the seriousness of the issue and whether there is a previous disciplinary record, the actions which can be taken by the company includes: a. Warning letter b. Demotion c. Termination with notice d. Immediate termination Warning Letter Framework Warning Letter Crew on Probation Confirmed Crew 1st warning letter Extend one month of probation No QB for the quarter 2nd warning letter Extend one month of probation No QB for the quarter Final warning letter Immediate termination Immediate termination Reset period: 1 year. For example, 1st warning letter on 05 May 2023, therefore, the reset is 05 May 2024 Absent Without Official Leave (AWOL) Any absence without approval is considered AWOL, and the company will take formal disciplinary action against these employees. Absent from work for more than 2 working days continuously without approval will be a breach of contract by the employee. The employee must pay salary in lieu of notice to the company and the company is not required to encash any balance annual leave. AWOL Framework 24/06/2024 23  Crew Action Probation Warning letter and company may terminate with notice Confirmed Warning letter During notice period Warning letter and no change to last day of employment 24/06/2024 24 Moving On The company wants every employee who joins to stay but sometimes employees want to move on. Notice Period If an employee decides to leave, the employee must work the notice period stated in the employment contract unless there is a signed written mutual agreement by the company and employee. Re-employment of Resigned Employee Employees who rejoin within 3 months of leaving the company may not need to undergo the entire training and probation period again. The employees will be eligible for leaves, corporate insurance and QB after working for 3 continuous months. Employees who rejoin after 3 months of leaving the company need to undergo the entire training and probation period again. The company reserves the right to amend the terms of the offer for rejoining employees without notice and the decision is final. Retirement The company is aligned with the nation’s retirement guidelines. Senior Worker Early Adopter Grant (SWEAG) All employee contracts are automatically renewed with the same terms upon reaching age 62. The company strongly encourages employees to continue working for as long as they can in accordance with the SWEAG. The company will be raising the retirement age to 65, internally (the “internal retirement age”), and replacing the prevailing minimum retirement age set out at Section 4 of the Retirement and Re-employment Act (Cap. 274), 2012 Revised Edition (“RRA”). The company will agree to offer re-employment from internal retirement age until 70 age (“internal re-employment age”), replacing the prevailing ages set out at Section 7A of the RRA. 24/06/2024 25 This means that the company will not dismiss employees below age 65 on account of age and is obliged to offer re-employment to eligible employees from age 65 to age 70. The other eligibility criteria for re-employment will follow those set out in section 7 of the RRA and the Tripartite Guidelines on the Reemployment of Older Employees. The company will fulfill the same employment and re-employment obligations required under the RRA towards all employees until they reach the internal retirement age or internal re-employment age. If the company does not meet their commitment to: a. the higher internal retirement age, the company agrees that the employee will be entitled to remedies under the RRA. b. the higher internal re-employment age, the Company will pay the employee an employment assistance payment under the RRA. The quantum of employment assistance payment will be determined based on the principles set out in the Tripartite Guidelines on the Reemployment of Older Employees or relevant employment document (e.g. employment contract, Collective Agreement, the Company’s human resource policy), whichever is higher. c. These terms would be binding on the Company and all employees. The Company will not vary these terms in any way resulting in these terms to be less favorable to the employee. These terms will be valid until such time more favorable terms are prescribed by legislation. Part Time Re-Employment Grant (PTRG) If an employee wishes to shorten their working hours or be placed on part-time arrangements, please inform your immediate supervisor. a. In addition to and without prejudice to the Company’s obligations to offer reemployment to eligible employees under Part III of the Retirement and Reemployment Act (Cap. 274), 2012 Revised Edition (“RRA”), the Company will also offer part-time re-employment to eligible employees upon their request. All employees eligible for re-employment will be eligible for part-time reemployment. b. If the Company is not able to find a suitable part-time vacancy to re-employ the eligible employee upon his/her request, the Company will pay an employment assistance payment to the employee as though Part III of the RRA applies, pro-rated based on the reasonable number of hours a part-timer works per week. The quantum of employment assistance payment will be determined based on the principles set out in the Tripartite Guidelines on the Reemployment of Older Employees or relevant employment document 24/06/2024 26 (e.g. employment contract, Collective Agreement, the Company’s human resource policy), whichever is higher. c. These terms would be binding on the Company and all employees. The Company will not vary these terms in any way resulting in these terms to be less favorable to the employee. These terms will be valid until such time more favorable terms are prescribed by legislation. 24/06/2024 27