E LC HR Guide Org 20181122
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Changes to these policies will be made according to MOM reviews and guidelines as well as when the Management deems fit for the interest of Company’s operational needs Leave benefits will begin after Employee has completed 3 Months of Service. Any absence during first 3 Months of will be taken as UNPAID LEAVE. All Leave that are not applied within 7 days will be deducted as Unpaid Leave (services.elc.com.sg). Type of Leave Entitled Remarks 1.1 1 Annual Leave 14 Days ·Pro-rated for new hires/resignees according to formula; 14 days/12 mths x no. of mths worked in full but down to nearest half. · For dates that are declared to be half-day, full-day leave to be taken · Max of 7 days leave can be brought forward to following year; must be consumed by end-June. · If taking more than 14 working days consecutively, deduction will be inclusive of Weekends and PH. 1.2 Annual Leave (Staff more than 5 Yrs) (Non-incentive scheme staff) 19 Days ·Pro-rated add-on of 5 days to be given after crossing the Anniversary Date according to formula 5 days/12 mths x no. of mths worked in full, and round down to nearest half. ·Full additional 5 days to be added only in the next work year 1.3 Medical Leave (Outpatient) 14 Days ·Requires a M.C. (MC from Dental Surgeries Not Applicable) ·Pro-rated for new hires according to formula 14 days/12 mths x no. of mths worked in full but round down to nearest half. 1.4 Medical Leave (Hospitalisation) 60 Days · Requires a M.C. (inclusive of non-working days) · Pro-rated for new hires according to formula 60 days/12 mths x no. of mths worked in full but round down to nearest half. (Inclusive of 14 days MC) 1.5 1.6 1.7 Marriage Leave Childcare Leave Paternity Leave 3 Days 2 Days Requires a copy of the Marriage Certificate. · Applicable after Annual Leave is fully consumed · Applies for PRs/Foreigners covered under EA or CDCS 3 Days/ 6 Days · Applicable after Annual Leave is fully consumed · Requires employee to complete a GPCL1 Form and submit to HAF in hardcopy 2 Days · Parents of non-citizens covered under EA · Requires a copy of the Birth Certificate · To be consumed continuosly. · Working parents of Singapore citizen child · Requires a copy of the Birth Certificate · To discuss Leave plan with BUH and HR · Requires a copy of the Birth Certificate · May start as early as 4 weeks before delivery date · 9th-16th week of leave can be taken flexibly · Flexi leave days is max. 40 days (8 weeks x 5 days) 2 weeks 1.8 Maternity Leave 16 Weeks 12 weeks (covered under EA/ CDCSA) · Requires a copy of the Birth Certificate · Only the first 8 weeks are paid Maternity Leave · May start as early as 4 weeks before delivery date · 9th-12th week of leave can be taken flexibly · Flexi leave days is max. 20 days (4 weeks x 5 days) 1.9 Compassionate Leave (Cat 1: Parent/Spouse/Child) 1.10 Compassionate Leave (Cat 2: Parent-in-law/ Sibling/ Grandparent/ Grandchildren) 3 Days or until day of burial/ cremation; whichever is earlier 1 Day · Requires a copy of the Death Certificate · To be taken consecutively, inclusive of PH or weekend · Requires a copy of the Death Certificate Additional 1.11 Unpaid Leave Max 14 days 1.12 Goodwill Leave Off-in-lieu No set limit No set limit 1.13 · Dependent on Management's advice. · May be subjected to Termination if exceeded 14 days. Dependent on Management's advice Dependent on Management's advice NOTE: Any important events whereby your presence is crucial, Management has the right not to approve staff leave or cancel approved leave. Extension to 1.3/1.4 1.3.1 Staff who have taken Sick leave (consist of both Medical Leave and 184.108.40.206 Allow the employee to go on extended no-pay leave for an agreed period i.e. 3-6 months; 220.127.116.11 Make other working arrangements that are acceptable to both parties e.g. reassigning employee’s duties; 18.104.22.168 Obtain a medical assessment of the employee’s suitability for continued employment (Unfit certification will allow the employer to terminate the services as the contract will be deemed frustrated with ex-gratia payments on a goodwill basis) 22.214.171.124 Alternative arrangements other than the above will be at the discretion of the management as it is above and beyond regulations and is purely on goodwill. Hospitalization Leave) for more than 14 days for that calendar year will be forfeited their accumulated Day-offs at the discretion of the Management 1.3.2 An outpatient medical appointment that is not issued with MC/HL is considered to be on personal time. However, if a medical chit is submitted with a duly completed leave form, staff can opt to used the Sick Leave Quota with their RO’s approval and it will be deducted on a per day basis. 1.3.3 If an employee is sick and has used up all leave entitlements, the standard is to do the following: Eligibility must be fulfilled for Fringe Benefits. 2 Fringe Benefits 2.1 Marriage's Congratulatory Gift 2.2 Newborn's Congratulatory Gift Medical Claims 2.3 2.4 Off-in-lieu granted (Official OT) 2.5 NS Incentive 2.6 Health Incentive 2.7 OT Dinner 2.8 Company Retreat *Resignation/Terminations within 3 months from Retreat dates are subjected to penalty of full costs incurred per pax 2.9 D&D cum Countdown Eligibility Confirmed Staff 1st Marriage during tenure with eLC Confirmed Staff All Staff All Staff To be recorded with HAF Confirmed Staff Achieved an IPPT Award Confirmed Staff Commence from next FULL work year All Staff RO-approved OT past 9 PM Confirmed Staff All Staff Remarks $300 upon submission of a copy of the marriage certificate $100 Hamper upon submission of a copy of newborn's birth certificate · Active immediately · Up to $30 per visit, maximum of 2 visits per month, · Only approved Western Medical Practioners e.g. GPs, Polyclinics & Hospitals, etc (DENTAL BENEFITS NA) · Given at the discretion of RO/Management · To be cleared within 1 month from date credited. Requires a copy of the award given. Gold:$500, Silver:$300,Pass with Incentive:$200 Health Incentive will be forfeited in full once more than 7 Days of MC (including HL/ML) has be taken i.e. 8 days and above · Up to $10 per pax · Dinner receipts to be retained and submitted for reimbursement by a POC · Overseas destination · All travel expenses, including most F&B, catered for · Family members/Partners are on self-expenses · Set in Aug/Sep period usually · Family members/Partners are invited guests · Set on 31st December annually 2.10 Short Work Courses e.g. WSH/ Bizsafe Confirmed Staff Has bond of 3 months 2.11 Local Paid Courses & Seminars e.g. ACTA/ KM Conference Confirmed Staff Has bond of 6 months 2.12 Overseas Opportunities/Trips Confirmed Staff 2.13 2.14 Promotions Salary Increments Confirmed Staff Confirmed Staff 2.15 Partial or Full Sponsorship of education advancements, courses relevant to company Confirmed Staff Staff >3 years · Has bond of 6 months · 12 months for longer periods of stay · QAF of a C+ grade and above staff will be more advantageous during selection Has bond of 12 months · Has bond of 12 months · Penalty is to pay back the total incremental difference gained from previous drawn salary if you break the MOS · Has bond of 12 months. · QAF of a C+ grade and above staff will be more advantageous during evaluation 2.16 2.17 Additional S'pore PR Application Allowance for Overseas Staff >2 years Min 1 night STAY in host country Company sponsored · Applicable for duration of STAY in host country · 50% of original allowance if Boss is hosting the trip · Not applicable on late night arrival by personal choice 2.19 Long Service Award (Non- Incentive Scheme Staff) Subjected to changes at Management's discretion Company T-shirt 2.20 Company Jacket 2.21 eLC Pin All Staff 2.22 Insurance Staff Insurance All Staff 2.18 Staff >5 years Staff >10 years All Staff Confirmed Staff >1 Year · Special Case e.g. long-term outstation work or more than 5 days of stay will be on case-by-case basis at the discretion of Management Memento to be presented during Countdown D&D in Anniversary Year Memento to be presented during Countdown D&D in Anniversary Year 2 T-shirts will be given at hire (4 for Project T-Shirts) Replacement T-shirt available upon request 1 Jacket will be given (For those based in HQ) · eLC Pin must be returned after Service ends · Responsible for replacing lost pin at $350 Company sponsored (after 3 months of service) Every add-on of the Rules will be announced and updated via eServices Portal and be in effect henceforth 3 Rules 3.1 Attendance of Company Events 3.2 Outstation/Overseas Work Annual IRAS Submission Cyber Security for Laptop Owners Upon resignation/termination 3.3 3.4 3.5 3.6 Notice Period *Contract staff is subject to contract terms of one year 3.7 Confirmation Period 3.8 Dress Code 3.8 Updating of Personal Information in G50 Transport Claims Guidelines on Email Etiquette 3.9 3.10 Remarks Compulsory No leave applications will be approved on event dates Absence to be excused personally by CEO Staff to adhere to that country's calendar / Public Holidays eLC is on Auto-Inclusion Scheme so no IR-8A Form will be issued, staff is to go online when they received the notification Staff is to run virus scans every 1st and 15th of the month and submit their scan reports to email@example.com · Staff shall not divulge all information relating to eLC to a rival company and/or direct competitor. Liable for legal responsibility · Non-local/PRs need to ensure individual outstanding tax matters are settled satisfactorily before the final month's pay are released by the Company · Unconfirmed Staff is one (1) day notice period · Confirmed Staff is one (1) month notice period · BU Heads/Seniors is three (3) months notice period · No leave period can be used to off-set the last day of employment; Exit Interview will be done on the last day · All Fringe Benefits will be withdrawn during notice period except for entitled leave · Last pay cheque will only be given at end month or after all handover to HAF is satisfied · Usual 6 months evaluation period · RO must submit relevant 136 evaluations for Management to approve prior to confirmation · Smart Casual/Presentable for normal working hours; · Appropriate office wear/formal wear when meeting clients in various settings As and when staff has a change of details and/or Project Requirements To be discussed with BU heads/ Management When in correspondence with external parties, please note to check : · Correct spelling of external party’s name(s) · Correct email address is inputted · No unnecessary/unrelated information is listed in your content, including but not limited to, internal parties’ correspondence to you, W-I-P · Always minimize delay to respond to emails and/or phone calls, both internal or external parties; if an actual response to their enquiry is not possible immediately, should reply to acknowledge their email/call and provide a deadline if necessary for the follow-up · When replying, please note to check : · For group or mass emails internally - Correct email address is inputted (clicking "REPLY" may not necessarily means you are replying to the original sender of the email) 126.96.36.199 Only place addressee in the "To" field if you require them to provide a direct reply, placing them in the "Cc" field signify FYI but not necessary a reply is required 3.11 Guidelines on Email Signature 3.12 Vehicle Usage Email Signature must consist of pertinent info on you and the company: Line 1 - State closing greeting in Calibri, size 11, black (e.g. Best Regards,) Line 2 - State Name in Calibri, size 11, black, BOLD Line 3 - State Designation in Calibri, size 11, black (e.g. Consultant) Line 4 - State Company information (including name of coy and address) in Calibri, size 10, black, with company name in BOLD Line 5 - State Company information (including contact numbers and web address) in Calibri, size 10, black, with company name in BOLD (e.g. Tel: +65 6846 9040 | Fax: +65 6846 9030 | Web: www.elc.com.sg) Line 6 - Blank space Line 7 - Confidential Statement (e.g. This e-mail is confidential. If you are not the intended recipient, please delete it and kindly notify us immediately; you should not copy or use it for any purposes, nor disclose its contents to any other person. Thank you.) 3.121 Guidelines on Use Step 1: Driver must have approval of their BUH in the use of company vehicle Step 2: Notify HAF in drawing out the key, log book and cash card Step 3: Survey the vehicle for damages not reported in log book before proceeding with use; if not staff will be responsible for the cost if the company Step 4: Record entries dutifully in log book after each use before returning the key, log book and cash card to HAF 3.122 Liability involved for BUH/Driver if due to own negligence Both BUH and Driver are liable for company vehicle's damages and/or additional excess from insurance, whichever is applicable, in the event of an accident due to driver's negligence (50% each) In the event of an accident, only first official errand's BUH is liable; subsequent "by-the-way" or "on-the-way" errands' BUH is technically not liable. However, final decision is at the discretion of the Management on a case-by-case basis Rule of thumb is no young drivers under 26 years of age / inexperienced drivers of less than 2 years / work permit holders are permitted to drive company vehicles unless granted by Management 3.123 Guidelines on Reporting of Accident (no injury involved) Step 1: After accident has occurred, and if third party has stopped, ascertain there is no injury involved Step 2: Proceed to move vehicles to a safe spot and inspect damages Step 3: Capture damages on all vehicles involved, note down number of passengers, and take down particulars of the third party driver Step 4: Notify BUH/HAF and proceed to insurers' approved workshops/centres to file a report if vehicle can be moved, or call for towing if vehicle is Step 5: Return to company to update BUH/HAF if applicable 3.124 Guidelines on Reporting of Accident (injury involved) Generally, follow the same 5 steps above with the exception of Step 2 - if injury sustained by third party is of a serious nature, stay put and notify the
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