EMPLOYEE HANDBOOK(Revised on 01 OCT 2015)

www.timeteccloud.com

Timetec Computing Sdn Bhd (922870-T)and its related companies :

• Infostandard Sdn. Bhd. (943750-W)

• Epicamera Sdn. Bhd. (832542-W)

• PUC Founder Technology Sdn Bhd (604654 W)

• Foundermall Dot Com Sdn Bhd (512783-W)

Human Resources DepartmentNo 6, 8 & 10, Jalan BK 3/2, Bandar Kinrara, 47180 Puchong, Selangor Darul Ehsan, Malaysia.

MESSAGE FROM THE GROUP • pg3 MANAGING DIRECTOR (GROUP MD)

1.0 DEFINITIONS • pg4 1.1 Employee 1.2 Headquarters (HQ) 1.3 R&D Centre 1.4 TIMETEC Cloud/Mobile

2.0 EMPLOYEE CATEGORIES • pg4

3.0 ATTENDANCE RULES • pg3-6 3.1 Working Hours 3.2 Attendance Rules

3.3 Work Code Use

4.0 LEAVES • pg6-9 4.1 Annual Leave 4.2 Sick Leave 4.3 Medical Leave 4.4 Maternity Leave 4.5 Paternity Leave 4.6 Compassionate Leave 4.7 Congratulatory Leave 4.8 Examination Leave 4.9 Unpaid Leave 4.10 Void and Forfeited Leaves 4.11 Menses Leaves

5.0 BENEFITS • pg9-10 5.1 Medical Benefits 5.2 Employee Provident Fund (EPF) 5.3 Social Security Organization (SOCSO) 5.4 Employee Share Option Scheme (ESOS) 5.5 Hospital and Surgical Insurance 5.6 Other Benefits

Table of Contents

6.0 CLAIMS • pg11-13 6.1 Overtime Claim 6.2 Transportation Claim 6.3 Business Travel Claim 6.3.1 Definition 6.3.2 Requisition 6.3.3 Accommodation 5.3.4 Transport Claim 6.3.5 Travel Return Rest Day 6.3.6 Travel Allowance

7.0 ALLOWANCES • pg14 7.1 Exhibition Duty Allowance 7.2 Mileage/Petrol Allowance 7.3 Meal Allowance 7.4 Night Shift Allowance

8.0 COMPANY LOANS • pg15 8.1 Car/Housing Loan 8.2 Computer Loan

9.0 Education Subsidy • pg16

10.0 Funeral Assistance • pg16

11.0 Marriage Assistance • pg17

12.0 Public Holidays • pg17

13.0 Encumbrances • pg18

14.0 Duties And Responsibilities • pg18

15.0 Discipline • pg18

16.0 Dismissal • pg18

17.0 Amendments • pg18

18.0 Appendix • pg18-19 18.1 Group Hospital & Surgical Insurance Scheme

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Message from The Group Managing Director (Group MD)

Welcome to TimeTec Group of Companies,

On behalf of the Management, I welcome you to the TimeTec Group of Companies (TimeTec Group). Our aim is to provide you with a good and healthy working environment and the opportunity for growth as well as active involvement so that we can achieve the corporate vision and mission as a team.

I trust you will execute your duties and responsi-bilities mentioned in the Letter of Employment with full confident and best possible practice.

The handbook hereinafter contains Human Re-sources (HR) policies and procedure to be adhered by employees of TimeTec Group. The objectives of this Employee Handbook are to promote uniformity of HR issues and maintain a climate of trust and mutual respect throughout our Group. You are required to read, understand and comply with these guidelines accordingly.

At TimeTec Group, we believe your career will grow and advance together with us toward success!

Thank you.

Teh Hon Seng Group MD

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1.0 Definitions 1.1 Employee

The definition of an Employee in this handbook is referred to an individual em-ployed on a full-time basis by the Company, its subsidiaries or associates.

1.2 Headquarters (HQ)Located at No. 6, 8 & 10, Jalan BK 3/2, Bandar Kinrara, 47180 Puchong, Selangor Darul Ehsan-where all departments, except R&D, are station at.

1.3 R&D CentreOccupied by R & D Department and is located at No. C-02-05, 07 & 08, iTech Tower, Jalan Impact, Cyber 6, 63000 Cyberjaya, Selangor.

1.4 TIMETEC Cloud/MobileAn in-house developed Application (Apps), recording employee’s attendance activities where each employee is provided with an account and is permitted to access via www.timeteccloud.com.

2.0 Employee CategoriesEmployees are classified under the following categories:

Categories Position A Managing Director / Executive Director

B Chief Officer

C C1: Manager / C2: Assistant Manager

D Senior Executive

E Executive

F Senior Clerk

G Clerical/General Clerk

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3.0 Attendance Rules

3.1 Working Hours The official working hours are as follows:

Monday to Friday : 9.00 a.m. – 6.00 p.m. Lunch Break : 12.30 p.m. – 1.30 p.m. Saturday : Off Day

a) Employee taking half day off in the afternoon, the working hours are from 9am to 1pm. Whereas for staff who off in the morning, he/she should re-port to work not later than 1.30pm.

b) Time allowance is given at 10 minutes i.e. clock in at (i) IN: 9.11am, (ii) LUNCH: 12.19pm (iii) RESUME: 1.41pm (iv) OUT: 5.49pm will be considered tardy. Please be reminded that an employee is not allowed to take time allowance of more than 20 minutes a day.

c) Inform Superior/Head of Department and HR Department if employee are more than 30 minutes late to work. A maximum of 2 hours late is allowed with condition an extended of working hour on same day or the next. Any delay of 2 hours or more will be considered an emergency half day leave.

d) A minimum of 8 working hours is required per day.

3.2 Attendance Rules a) HQ Employees at Puchong: Clock in and clock out each time employee

use the Main Entrance and Side Entrance.

b) R&D Centre Employees at Cyberjaya: Clock in and clock out each time staff use the main Door.

c) Do not tailgate (follow colleague behind without using own fingerprint to clock-in) in any circumstances.

d) Do not ask colleague at the front desk or next to the “push open button” to open the door when come in or go out from the office premise.

e) Employees are not allow to open the main entrance using the “push open button” to allow other colleagues to enter the office premise.

f) Check attendance regularly and inform HR Department should employee missed to clock-in or clock-out. Email request immediately to Assistant HR Manager liza@fingertec.com with a cc to Head of HR yanling@fingertec.com.

g) Only Head of HR has the authority to amend your attendance data. Upon submission of request, employee should check attendance data before the end of work day to ensure data has been corrected appropriately.

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3.3 Work Code UseThere are cases when employees need to go out of the office for specific tasks. Please refer to the work code below to define his/her activities to accompany absence/late

Workcode Activity 10 Meeting

11 Attend Training

12 Attend Exhibition

13 Traffic Jam

14 Car Break Down

15 Half Day Leave

16 Banking Matters

17 Purchasing Matters

18 Video Shooting

19 HR & Admin Matters

20 Sales Matters

21 BOD Matters

22 Medical Checkup

23 School Errands, will replace work hours

24 Smoking

25 Reply Emails

26 To Cyberjaya/HQ

40 Stock Count

188 Mobile Version Test Code

200 Data Entry

4.0 LEAVES

4.1 Annual LeaveAn employee is entitled with the following annual leaves: Completed years of service Entitlement for every 12 months

Less than 2 years 14 days

2 - 5 years 18 days

More than 5 years 20 days

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Guidelines on annual leaves:-

a) All leave applications are subject to the Head of Department’s (HOD) approval.

b) Employees on probation are not allowed to take annual leave until they are confirmed in their appointment. In the event of emergency and valid reason, the Management may grant approval to the leave application.

c) Upon confirmation, an Employee shall be entitled to take his/her annual leave on a pro-rated basis by the number of completed months of service in that year.

d) All applications for leave must be submitted to the Employee’s Superior at least 3 days prior to the commencement of such leave.

e) At the end of each calendar year, an employee is only allowed to carry for-ward, in accumulation total of fifteen (15) days of unutilized annual leave only to the subsequent year.

f) Superiors are responsible to ensure that the Employee concerned does not have any outstanding work and all his/her routine work for the duration of the leave is properly handed over to another Employee.

g) HOD should monitor the leave pattern of their subordinates and ensure that their leaves are taken on a regular basis. This is to avoid clustering of annual leave within the department and the accumulation of leave. This will also avert frustration among Employees unable to take leave due to last minute applications.

4.2 Sick LeaveAn employee is entitled to the number of paid sick leaves in each calendar year as follow:

Duration of employment Number of days

Less than 2 years 14 days

2 - 5 years 18 days

More than 5 years 22 days

Guidelines on sick leaves:-

a) Only Employees who produce sick certificates issued by a registered med-ical practitioner or dental surgeon will be entitled to sick leave.

b) Employees must notify his/her Superior no later than 10.00am on the day he/she is unfit to work after granted the sick leave mentioned above.

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4.3 Hospitalization LeaveIn the event that the sickness necessitates hospitalization, Employees shall be enti-tled to a total of sixty (60) days paid leave inclusive of the Sick Leave stated in clause 4.2 for each calendar year.

4.4 Maternity LeaveSubject to relevant maternity clauses in the Employment Acts, a female employee who has been employed by the Company for not less than 3 months before the commencement of confinement is entitled to sixty (60) days paid maternity leave.

A notice of confinement (2 months prior to the commencement of maternity leave) should be given to the HOD to ensure operations are not adversely affected. An application shall be accompanied with the child’s birth certificate.

4.5 Paternity LeaveA male employee is entitled to two (2) days paternity leave. This leave must be taken within 7 days after the birth of the child. Application shall be accompanied with the child’s birth certificate.

4.6 Compassionate Leave An employee is entitled to compassionate leave on the following occasions:

Occasions No. of days

(a) Death of an immediate family member which includes parents, 3 days spouse and children

(b) Death of siblings (brother / sister), grandparents and parents in-laws 2 days

4.7 Marriage LeaveAn employee is entitled to three (3) days paid marriage leave on the occasion of his/her first legal marriage after twelve months of continuous service with the com-pany.

4.8 Examination LeaveAn employee is entitled to a paid examination leave for not more than five days per calendar year after twelve months of continuous service with the Company. The examination leave must be for the profession relevant to his/her job in the Company.

The employee must submit the leave application at least two weeks before the exam date accompanied with the examination schedule.

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4.9 Unpaid LeaveThe approval of unpaid leave application will be at sole discretion of the Manage-ment. Purpose of unpaid leave must be stated clearly with a valid and strong rea-son. Unpaid Leave only applicable at the following circumstances:

(a) An employee has fully utilized his/her entitled annual leaves.

(b) An employee is still under probation.

4.10 Void and Forfeited LeavesAll unutilized annual leaves exceed the number of days specified in clause 4.1(e) will be forfeited in the subsequent calendar year.

4.11 Menses LeavesA maximum of 3 days Menses Leave per annum is granted to all female staff who struggle with period pain.

To claim Menses Leave, female staffs need to inform HR Department on the af-fected day(s) followed by submitting the Leave Form when she resumes to work. No proof or MC from medical practitioners is required. This leave is given on top of, and is separated from the sick leave entitlement enjoyed by female employees.

5.0 BENEFITS

5.1 Medical BenefitsMaximum medical benefit (including clinical, traditional and dental) for each em-ployee and his/her immediate family is limited to RM1,200.00 per annum. Immedi-ate family is referred to parents, spouse and children.

All medical claims must be substantiated with original receipts issued by a regis-tered medical practitioner or dental surgeon. Any unutilised benefit as at year end will be refunded to the employee within 60 days in the subsequent year. * including dental fee and medical checkup fee but excluding medical card or similar expenses that of insurance nature.

5.2 Employee Provident Fund (EPF)Contribution shall be made in accordance with the Employees Provident Fund Act and the rules and regulations made thereunder.

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5.3 Social Security Organization (SOCSO)Contribution shall be made in accordance with the SOCSO Act and the rules and regulations made thereunder.

5.4 Employee Share Option Scheme (ESOS)All confirmed and qualified employees are eligible for the ESOS subject to the regulations in the ESOS By-Law.

5.5 Hospital and Surgical InsuranceAll confirmed employees are entitled to hospital and surgical insurance ben-efit, which the extent of coverage and terms and conditions are subject to the insurance scheme in-force from time to time. The Company at its sole discre-tion determines the insurance company and the nature of the hospital and surgical insurance scheme, type of coverage and limitation. (See Appendix 18.1 for details)

Employee may opt for his/her own Hospital and Surgical Insurance, in which Company will compensate the same amount of premium should he/she be covered under the same scheme. Employees are advised to refer to Human Resource Department for the detailed policy prior to any claims submission.

5.6 Other BenefitsOther Benefits are non-contractual and payable by the Company depend-ing solely at the discretion of the Management taking into consideration the Group’s financial performance and employee’s own contribution and commit-ment to the Company.

Other Benefits included but not limited to the following:

5.6.1 Monetary token payable to employees (except for top Management and commission entitled employees) on a quarterly basis.

5.6.2 Annual trip.

5.6.3 Special gifts.

5.6.4 Other awards as declared by the Management.

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6.0 CLAIMS

6.1 Overtime ClaimsOnly employees with a basic salary of less than RM1,500.00 are eligible for over-time claim when he/she is required by his/her superior to work beyond the normal working hours mentioned in clause 3.0.

Overtime (OT) calculations will be based on the attendance activities recorded by TimeTec Cloud and the rate are as below:

Working on Rate

(a) Normal Days (>8 working hours) 1.5 x OT hours x (basic salary/22)

(b) Weekends/ Public Holiday: Normal Hours 2 x OT hours x (basic salary/22)

(c) Weekends/Public Holiday: After Normal Hours 3 x OT hours x (basic salary/22)

6.2 Mileage ClaimsOnly applicable to employees who are requested to travel for official duty. Em-ployees with fixed monthly Mileage Allowance are not entitled to this claim.

The mileage claims are calculated at RM0.60 per km for the first 150km and every subsequent km is at RM0.50. Traveling by motorcycle is entitled to claim mileage at RM0.50 per km.

6.3 Business Travel Claims 6.3.1 Definition

Business Travel Claims refers to travelling expenses incurred by the em-ployee on task assigned to him/her by the Management or Superior in carry out duties domestic or overseas.

Business Travel Claims is payable on reimbursement basis except for Travel Allowance. Employees are required to complete the prescribed claim form and supported with original bills before submitted for ap-proval. Reimbursement of Business Travel Claims incurred in perform-ing official duties should not be abused for personal gain.

Business travel can be categorized into • Domestic : Travelling outside of Klang Valley but within Malaysia including

Sabah and Sarawak; and

• Overseas : Travelling outside of Malaysia.

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In the occasion when overseas travelling is for the purpose of participation in an international trade show, exhibition etc., the Company will pay for expenses, such as accommodation, public transportation and travel allow-ances incurred two (2) days prior and two (2) days subsequent to the entire event.

The early arrival at site is mainly for employees to set up exhibition booths and familiarize with surrounding before starts of the exhibition. By end of the event, employees are encouraged to explore the local culture and at-tractions for input into the trade show write-up upon return.

6.3.2 Requisition

All domestic and overseas trips must be pre-approved by the HOD or Group MD.

6.3.3 Accommodation for Overseas / Outstation Trip

Accommodation expenses are payable on the actual amount incurred ex-cludes all personal consumptions and usages.

An employee will be paid at RM30.00/day should he/she be accommodat-ed at a location where no payment been made throughout the traveling period.

6.3.4 Transport Claims

Public Transport

• The claim on pubic transport fare is on actual amount incurred.

• Traveling by air will be pre-arranged by the Admin Department, inclu-sive of air fare, insurance, airport tax, airport transfer etc.

• Pre-approval from Finance & Admin Department is required if an em-ployee wishes to purchase the air ticket him/herself.

Personal Car

• For domestic travellings, using personal/rented cars are subject to the same rate stated in clause 6.2.

• Relevant toll, parking fees and tax or similar expenses* are claimable and must be substantiated with original receipts.

* The Company will not be responsible for maintenance expenses and/or summons

incurred during the trip.

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6.3.5 Travel Return Rest Day

Employees who travel back from overseas or domestic business trips is entitled to ‘Travel Return Rest Day’ depending on his/her arriving time as stated in the following table:

Arriving Time Eligible Rest Day 00.01 a.m. - 06.00 p.m. same day

06.01 p.m. – 12.00 mid night. the next day

Arriving Time is based on the transportation commute when travel:

• By public transport: (i) flight- landing time at airport. (ii) bus/train – arriving time at station. • By personal car: reaching at home.

There is no replacement of rest day if Eligible Rest Day falls on Saturday, Sunday or Public Holiday.

6.3.6 Travel Allowance

Other than the customer sponsored trip (where transportation and/or meals are paid by customers), if employees were requested to travel for one (1) night or more, he/she is entitled to claim travel allowance based on table below :

No. Destination Travel Allowance

Overseas (USD) USD

1 USA/Europe/Hong Kong/Russia/Middle East 50.00

2 China/Taiwan/Singapore/India 40.00

3 Indonesia/Philippines/Thailand and Others 30.00

Domestic (RM) RM

1 Malaysia - East Malaysia i.e. Sabah & Sarawak(RM) 70.00

2 Malaysia - West Malaysia (RM) 60.00

Employees will be entitled to 100% of Travel Allowance on the departure day regardless of departure time. However he/she will not eligible to Travel Allowance on the arrival day.

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7.0 ALLOWANCES

7.1 Exhibition Duty AllowanceExcept for the Directors (Category A) and Chief Officer (Category B), any employee who is requested to perform duty at the exhibition or promotion events, is eligible to the exhibition duty allowance as per rate mentioned follow:

Situation Rate

(a) Before / After Normal Working Hours RM10

(b) Meal Allowance for an employee who accumulate more than RM15 4 hours per day

7.2 Mileage/Petrol AllowanceMileage/Petrol Allowance is a fixed amount determine solely at the discretion of the Management. The amount of Mileage Allowance is stipulated in Employee’s employment letter and payable on monthly basis.

7.3 Meal AllowanceMeal Allowance is a fixed amount determine solely at the discretion of the Man-agement. The amount of Meal Allowance is stipulated in Employee’s employment letter and payable on monthly basis.

7.4 Night Shift AllowanceNight shift is only applicable to the Technical Support Department. Selected em-ployees to routine the night shift duties are entitled to night shift allowance fixed at RM200.00 per month.

Working hours for night shift start from 12.00 midnight until 6.00am in the next morning.

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8.0 COMPANY LOANSCompany loans are granted at the sole discretion of the Management based on the reasonableness and authentication of the purpose of the borrowing.

Employees who wish to apply for Company Loan is required to complete the prescribed form and provide documented evidence to support the application.

The repayment amount must not exceeded 20% of employee’s gross monthly salary and deduction will be made from his/her month end salary.

8.1 Car/Housing Loan Car/Housing loan is eligible to confirmed employee only with at least two years of continuous service with the Company. Car/Housing loan is granted once in every five years. The maximum loan amount applied is limited to 6 times of em-ployee’s last drawn monthly salary or as per table set below whichever is lower:

Position Category Amount (RM)

Managing director and Executive Director A 30,000

Chief Officer B 25,000

Manager and Assistant Manager C 20,000

Others D,E,F and G 15,000

The general terms and conditions of the car/housing loan are:- a. maximum repayment period is 3 years; b. interest is free.

8.2 Computer LoanComputer loan is eligible to confirmed employee only with at least one year of continuous service with the Company. Computer loans are granted once in every three years. The maximum loan amount applied is limited to 3 times of employ-ee’s last drawn monthly salary or as per table set below whichever is lower:

Position Category Amount (RM)Managing director and Executive Director A 5,000

Chief Officer B 5,000

Manager and Assistant Manager C 5,000

Others D,E,F and G 3,600

The general terms and conditions of the computer loan are:- a. maximum repayment period is 1 year; andb. interest is free.

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9.0 EDUCATION SUBSIDYEducation subsidy is eligible to confirmed employee only with at least one year con-tinuous service with the Company.

Amount of subsidy is subject to the following limit or 50% of the actual education fee paid, whichever is lower.

Position Category Amount (RM)Managing director and Executive Director A 40,000

Chief Officer B 40,000

Manager and Assistant Manager C 30,000

Others D,E,F and G 20,000

The general terms and conditions of the education subsidy are: a. Professions enrolled must be to his/her job and pre-approved by the Management is required b. Once granted, the employee is bound to continue his employment with the company for a mini-

mum of one year from the date of graduation; c. If breaches (b), employee must settle the entire subsidy sum before his/her last working day.

10.0 FUNERAL ASSISTANCECompany shall give the funeral assistance to employee in the event of the death of his/her immediate family, parent(s) in-law, grandparent(s), brother(s) and sister(s). The amount is based on employee’s position categories as per table stipulated below:

Position (Category) Occasions (a) - RM Occasions (b) - RMManaging/Executive Director (Cat. A) 1,000.00 500.00

Chief Officer (Cat. B) 1,000.00 500.00

Manager/Assistant Manager (Cat. C) 800.00 400.00

Others (Cat. D,E,F and G) 600.00 300.00

Occasions: (a) Death of an immediate family member includes parents, spouse and children. (b) Death of siblings (brother / sister), grandparents and parents in-laws.

This aid is eligible to confirmed employee only with at least one year continuous serv-ice with the Company.

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11.0 Marriage AssistanceCompany shall give the marriage assistance to employees in the occasion of his/her first legal marriage. The amount is based on employee’s position categories as per table stipulated below:

Position (Category) Amount (RM)Managing/Executive Director (Cat. A) 1,000.00

Chief Officer (Cat. B) 1,000.00

Manager/Assistant Manager (Cat. C) 800.00

Others (Cat. D,E,F and G) 600.00

This aid is eligible to confirmed employee only with at least one year continuous serv-ice with the Company.

12.0 PUBLIC HOLIDAYS The company observes all public holidays gazetted by the Malaysian Government and State Government of Selangor. However, there will be no replacement for public holi-days which fall on a Saturday or when the Employee is on sick leave.

National/State Holidays Number of days(a) New Year’s Day 1

(b) Chinese New Year 2

(c) Hari Raya Puasa 2

(d) Labour Day 1

(e) National Day 1

(f) Christmas 1

(g) Deepavali 1

(h) Agong’s Birthday 1

(j) Birthday of Sultan Selangor 1

(k) Hari Malaysia 1

Other Holidays: (a) Hari Raya Haji 1

(b) Wesak Day 1

(c) Awal Muharram 1

(d) Prophet Muhammad’s Birthday 1

(e) Thaipusam 1

(f) Nuzul Al-Quran 1

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13.0 ENCUMBRANCESAn employee is subject to the provisions of circulars, orders and administrative instruc-tions as may be promulgated from time to time by the Management pertaining to the employee’s terms and conditions of service.

14.0 DUTIES AND RESPONSIBILITIESAn employee shall be at all times abide by the Company rules and regulations and responsibilities assigned to him/her from time to time by his/her superior.

15.0 DISCIPLINEThe Management may take necessary disciplinary action against an employee who has sufficiently proved their involvement in any cases of misconduct, indiscipline or breach of any rules of the Company.

16.0 DISMISSALEmployees who have committed severe misconduct(s) that substantially leads to breaches to his/her employment contract is subject to immediate dismissal without notice or indemnity in lieu of notice.

17.0 AMENDMENTSThis Employee Handbook is subject to amendments at the Management’s sole discre-tion without prior notices to the Employees.

18.0 Appendix 18.1 Group Hospital & Surgical Insurance Scheme

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