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Sharp Electronics (S) Pte Ltd

EMPLOYEE HANDBOOK , APRIL 2013 1

This employee’s handbook is designed both to serve as a reference and to inform employees about the Company, our general terms and conditions of employment, our human resources policies and philosophies, staff benefits and employee’s obligations to the Company. It should be read in conjunction with the specific terms and conditions of employment stated in individual Employment Agreement. We cannot anticipate every circumstance or answer every question, so the management will address situations that are not covered in this handbook on a case by case basis. This handbook is the property of Sharp Electronics (S) Pte Ltd and is intended for employee’s personal use and reference. Please do not make copies or circulate this handbook without prior approval from senior management. Do feel free to speak with HR Representatives regarding any questions, comments or concerns. We wish our employees a challenging career with us.

Established : 23 January 2003

Revised : 3 March 2004

Intranet launched : 8 March 2004

Revised : 1 July 2004

Revised : 26 August 2004

Revised : 15 October 2004


Revised : 1 April 2006


Revised : 1 January 2009



Revised : 1 April 2013



CONTENTS PAGE

Section 1 : INTRODUCTION Page 1.1 Sharp Electronics Singapore Pte Ltd 4 1.2 Sharp Corporation 5 1.3 Business Philosophy 5 1.4 Business Creed 6 1.5 Our Commitment to the Environment and CSR 6 Section 2 : TERMS & CONDITIONS 2.1 Definition 7 2.2 Employment Checks 7 2.3 Employment Letter 7 2.4 Probation and Confirmation 7 2.5 Re-designation 7 2.6 Notice of Termination 8 2.7 Performance Appraisals 8 2.8 Working Hours 8 2.9 Time Recording 8 2.10 Overseas Assignment 9 2.11 Authorized Signatories 9 2.12 Retirement & Re-employment 9 Section 3 : GENERAL POLICIES 3.1 Attendance and Punctuality 10 3.2 Leaving the Company During Office Hours 10 3.3 Dress code 10 3.4 Personal Mail, Telephone Calls, Email and Internet 11 3.5 The Company’s Property and Equipment 11 3.6 Personal Property 11 3.7 Personnel Records 11 3.8 Training and Development 11 Section 4 : REMUNERATION POLICIES 4.1 Pay Day 12 4.2 Pay Period 12 4.3 Deduction of Salary 12 4.4 Overseas Reimbursement 12 4.5 Overtime 12 4.6 Annual Salary Review 13 4.7 Annual Performance Bonus 13 4.8 Final Payment of Salary 13



Section 5 : HOLIDAYS AND LEAVE 5.1 Public Holidays 14 5.2 Annual Leave 14 5.3 Emergency / Urgent Leave 14 5.4 Sick Leave 15 5.5 Sickness Whilst on Leave 15 5.6 Hospitalization Leave 15 5.7 Marriage Leave 16 5.8 Maternity Leave 16 5.9 Paternity Leave 17 5.10 Shared Parental Leave 17 5.11 Compassionate Leave 17 5.12 National Service Leave 18 5.13 Advance / Unpaid Leave 18 5.14 Compensation Leave 18 5.15 Compensation Allowance 18 5.16 Childcare Leave 18 5.17 Infant Care Leave 19 Section 6 : FRINGE BENEFITS 6.1 Transport Allowance 20 6.2 Outpatient Medical, Dental and Specialist Benefits 20 6.3 Exclusion 20 6.4 Annual Health Screening 20 6.5 Group Insurance 20 6.6 Workmen’s Injury Compensation Insurance 21 6.7 Other Benefits 21 6.8 Employee Wellness Programmes 21 Section 7 : COMPLIANCE AND CODE OF CONDUCT 7.1 Confidentiality of Information 22 7.2 Conflict of Interest 22 7.3 Code of Conduct 22 Section 8 : SAFETY AND SECURITY 8.1 Safety Rules and Regulations 23 8.2 Fire Breakout 23 8.3 Power Failure / Blackout 23 8.4 Employee Identification 23 8.5 Removal of Company’s Property 23 8.6 Office Keys 23 8.7 Offences 23 8.8 Disciplinary Actions 24



All information shown herein may subject to changes from time to time. Therefore, the Company reserves the right to amend, update or revise any of its policies or practices without notice and without prejudice. Employees will be notified via internal memoranda, circulars and notices when they occur. 1. INTRODUCTION

Sharp Electronics (Singapore) Private Limited (“SESL”) is wholly owned by Sharp Corporation. It was incorporated on 21st May 1987 and is currently situated at 491B River Valley Road, #09-02, Valley Point, Singapore 248373.

1.1 Sharp Electronics Singapore Pte Ltd

website : http://www.sesl-sharp.com/general/index.html Sharp Electronics Singapore Pte Ltd was established in 1987 as a wholly owned company of Sharp Corporation in Japan. The company offers sales and marketing services of electronic components with consistent excellent quality and services at competitive prices. Being a dynamic and progressive company, we have already established a good track record with all our clients, which include prestigious multi-national companies. Sharp has been a vanguard for the new era by meeting diversified needs of society with many unique electronic components such as opto-device, LCD, LED, Camera module, LSI, RF Component and others. Today, we are witnessing drastic changes growing both in people’s life styles and companies’ business needs. As a result, smart man-machine interface capability has become one of the key elements for successful acceptance of equipment by contemporary society. Sharp is committed to the development of state-of-art components, which are integral parts of new equipment designed to satisfy the ever-changing demands from the world.



1.2 Sharp Corporation The Parent Company of Sharp Electronics (Singapore) Pte Ltd

website : http://sharp-world.com/

Sharp Corporation was incorporated in 1912. Since then, we have been committed to the principle of serving society through ventures with new products in fields that serve the daily needs of our associates and consumers. In 1962, Sharp Corporation established a sales subsidiary in the USA in order to supply Sharp products all over the world. Since then, Sharp has been working hard to promote our international activities as well as to expand our manufacturing and sales network. It is our intention to remain loyal and dedicated to the continuous search for new horizons in electronics by concentrating all our energy and creative ability in the single-minded pursuit of this goal. As an international corporation, we feel and recognise the need to commit ourselves to seeking and satisfying the various needs that arise as modern electronic technology emerges. As it is with strength and vigour that we strive to meet these needs.

1.3 Business Philosophy We do not seek merely to expand our business volume. Rather, we are dedicated to the use of our unique, innovative technology to contribute to the culture, benefits and welfare of people throughout the world. It is the intention of our corporation to grow hand-in-hand with our employees, encouraging and aiding them to reach their full potentials and improve their standards of living. Our future prosperity is directly linked to the prosperity of our customers, dealers and shareholders … indeed, the entire Sharp family.



1.4 Business Creed Sharp Corporation is dedicated to two principal ideals: ‘Sincerity and Creativity’ By committing ourselves to these ideals, we can derive genuine satisfaction from our work, while making a meaningful contribution to society. Sincerity is a virtue fundamental to humanity … always be sincere. Harmony brings strength … trust each other and work together. Politeness is a merit … always be courteous and respectful. Creativity promotes progress … remain constantly aware of the need to innovate and improve. Courage is the basis of a rewarding life … accept every challenge with a positive attitude.

1.5 Our commitment to the Environment and Corporate Social Responsibility

Sharp Global Policy is to promote a company which is kind to the earth and to contribute towards society, through environment control activities.

As a Singapore subsidiary, Sharp Electronics (Singapore) Pte Ltd (SESL) has achieved the ISO14001:2004 Certificate right on target. We were recommended for certification on the 8 March 2005 and we received the certification in May 2005. We will be working closely with Sharp Japan in protecting the environment and doing our part in saving the Earth.



2. TERMS & CONDITIONS 2.1 Definition Sharp Electronics (Singapore) Private Limited will be collectively referred to as

“SESL” or “the Company” in this handbook. 2.2 Employment Checks

Employment with the Company is based upon a satisfactory background check. This may include investigations on employment history, education, credit history and criminal records.

2.3 Employment Letter

The relationship between the employee and the Company shall be governed by the letter of employment (contract of service) with reference with this handbook.

To indicate acceptance of employment, all employees are required to sign a

letter of employment setting out specific terms and conditions at the time of joining the Company. By signing the employment letter, the employee agrees both to its terms and those set out in this manual. Where the terms stated in the employment letter differs from that stated here, the former shall prevail.

2.4 Probation and Confirmation All new employees will have to serve a probationary period of six (6) months.

The Company may extend the probationary period if it is deemed to be necessary.

This period is to give the employee the opportunity to adjust to the new job and

environment, as well as the Company to assess the employee’s suitability and performance for the appointment.

During the probationary period, either party may terminate the employment by giving two (2) weeks’ notice or payment in lieu of notice.

Employee who successfully completes the probation will have his/her

appointment confirmed in writing. Upon confirmation, the probationary period shall count towards the length of service.

2.5 Re-designation As deemed necessary, the Company has the right to re-designate employees.

Employees shall be required from time to time, at the Company’s discretion, to perform temporarily additional duties. This shall not in any way be construed as a promotion or upgrading.



2.6 Notice of Termination Either an employee or the company may at any time give to the other party notice to terminate the contract of service. The length of such notice shall be spelt out in detail in the Letter of Appointment. Generally, it shall be as follows:

a) During probation : two (2) weeks’ notice

b) Upon confirmation : one (1) month’s notice - Assistant Manager & below two (2) months’ notice - Manager and above

2.7 Performance Appraisals

The efficiency and dedication of our employees are major pre-requisites for satisfying customer requirements and ensuring the company’s success in the long-term. The performance appraisal is a central management instrument for promoting a performance culture in the company.

The written performance appraisal is designed to provide a structured feedback on individual work performance.

Performance appraisals are generally done on a semi-annual/annual basis, upon the occasion of a transfer, change of superior, annual increment, promotion or bonus from the Company.

2.8 Working Hours All employees are required to work 40 hours a week: Mondays to Fridays - 0830hrs to 1730hrs Lunch break - 1230hrs to 1330hrs The company reserves the right to revise the above time. 2.9 Time Recording

All employees, including management, shall clock in and out when he/she: a) reports to work; b) dismisses from work; c) takes approved time-off; d) takes half-day leave; Time recording of the above mentioned employees movements shall be done by the employee; no one is allowed to ask any other employee to clock in and out on his/her behalf. If he/she forgets to clock in, authorization is required from the HR Representatives. Any employee found clocking in and out or tampering with another employee’s access card would be liable to instant dismissal.



2.10 Overseas Assignment The Company shall have the right to request an employee to travel out of Singapore for purposes of work.

2.11 Authorized Signatories

Only appointed employees will be authorized to sign external correspondence and documents which are binding for the company.

2.12 Retirement & Re-employment of older employees a) The retirement age for all employees shall be in accordance with the

prevailing Retirement Ages Act. b) The Company shall adopt the Tripartite Guidelines on the Re-employment of

older employees. c) A one-off Employment Assistance Payment (EAP) equivalent to a minimum

sum of S$4,500 or 3 months’ salary, whichever is greater, being capped at a maximum amount of S$10,000.

d) To assist staff with employment assistance on job placement if needed.



3. GENERAL POLICIES 3.1 Attendance and Punctuality

All employees are expected to be at work on time each day. Absenteeism and tardiness hinder our operation and create inconvenience to fellow colleagues. If an employee is unable to report to work, he/she has to notify his/her manager and HR Representatives immediately. Excessive absenteeism or tardiness may be a cause for disciplinary action including dismissal.

Tardiness is defined as anytime after 8.30am even late by one (1) minute without reasonable excuse or without obtaining prior written permission from the immediate superior.

Employee who is guilty of the above misconduct will be punishable as follows:

3.1.1 Verbal warning will be given for late attendance on 3 occasions in a month. 3.1.2 First written warning will be given for late attendance on 3 occasions in the

following month. 3.1.3 Second written warning will be given for late attendance on 3 occasions in the

next following month. 3.1.4 Subsequent late attendance on 3 occasions in the pursuing 3 months will render

the staff for dismissal. 3.2 Leaving the Company During Office Hours

Employees are not to leave the company’s premises during office working hours without prior permission from their Head of Department. 3.3 Dress Code

As representatives of a well-established and reputable company, our employees’ appearance should therefore be neat and pleasant and attire suitable for conducting business on the company’s behalf at all times. As such, all employees have to adhere to the following attire:

a. Mondays – Thursdays Male : Long-sleeved shirt with neck-tie and long pants Female : Dress, jacket-suits or working blouse and skirt/pants b. Fridays Fridays are designated casual day and employees can opt for a ‘smart casual’ look, which consists of denim wear, cargo pants, short-sleeve T-shirts (female employees only) and collared shirts. The following are not permitted at all times: singlet, bermudas, three-quarter pants, spaghetti-stripe top, sandals and slippers. Employees with official meetings on a Friday should dress appropriately.



3.4 Personal Mail, Telephone Calls, Email and Internet The Company’s mail and telephone facilities are restricted to business use. Personal telephone calls should be kept to a minimum and are restricted for all employees during office hours.

Email and Internet in the system are solely for business communication and information search only.

3.5 The Company’s Property and Equipment Employees should not use the company’s property or equipment for private use. Proper care of the company’s property or equipment must be taken, and the Company must be notified immediately for any loss, theft or damage to any such property. Employees may be required to reimburse the company appropriate costs where the loss, theft or damage was caused or contributed to by negligence or personal conduct.

3.6 Personal Property

The Company will not assume responsibility for loss of or damage to personal property. 3.7 Personnel Records

The Company maintains personnel records for each of its employees and makes every effort to ensure that employee information collected in these records is relevant to job-related decisions or needed in case of emergency. All data will be kept strictly confidential.

It is the employee’s responsibility to inform the HR Representatives of any changes in address, telephone number, marital status, family size, legal change of name, bank account number and award of professional qualification.

3.8 Training and Development The Company’s long-term success depends on developing, motivating, and maintaining a team that possesses the skills required for successful operation. Please refer to our Training and Development policy for more details on our training programmes.



4. REMUNERATION POLICIES 4.1 Pay Day Salary will be credited by direct deposit into employee’s bank account on the last

day of each month. If the last day of a particular month falls on a public holiday or a weekend, salary will be credited on the preceding or following business day.

Resigned employees will receive a cheque on the last day after exit clearance. 4.2 Pay Period The pay month runs from first to the end of the calendar month. Employees will

receive salary on a monthly rated basis. If an employee has served less than a month on the pay period defined above, his/her salary shall be pro-rated accordingly.

4.3 Deduction of Salary If an employee work less than the prescribed working hours referred to in Section

2.8, without a valid reason and is not acceptable to the company, his/her salary shall be deducted accordingly. This deduction will be calculated base on the basic salary.

Under Section 3.1, all lateness (1 minute & above) consolidated in each month will be deducted from payroll. It will be taken into consideration during performance appraisal.

4.4 Overseas Reimbursement The Company shall reimburse overseas allowance to an employee who travels at

the request of the company. Please refer to the Overseas Business Travel Policy for more details.

4.5 Overtime All employees are urged to complete their work during the official working time.

From time to time, there may be requirements to work outside the normal working hours in order to meet unusual workload requirements. Every effort will be made to keep overtime to a minimum both in the interest of efficiency economy and the convenience of the employee. In accordance to the Employment Act, no employee shall be permitted to work overtime for more than seventy-two (72) hours a month.

Prior approval from Head of Department must be obtained before performing overtime work.

All employees earning less than S$2,200.00 a month is entitled to claim overtime for working beyond their normal hours of work. All overtime hours worked should be recorded on the overtime sheets provided and these must be authorized by the employee’s manager and Finance Director. Overtime claim has to be submitted to the HR Representatives on the 23rd of each month. If the 23rd of the



month falls on a Saturday/Sunday/Public Holidays, claim form has to be submitted on the next working day. Employees can make a claim for overtime after 1800hrs on a normal working day. For any period of overtime worked after 1800hrs, overtime will be calculated in units of fifteen (15) minutes rounded up to the next fifteen (15) minutes.

Overtime work performed shall be paid in accordance to the following rate: Weekdays & Public Holidays 1.5 x normal hourly rate of pay Saturdays & Sundays 2.0 x normal hourly rate of pay

The normal hourly rate of pay is calculated as follows: Monthly Salary x 12 months ------------------------------------ = Hourly Rate of Pay 52 weeks x 40 hours per week

Employees may also claim taxi reimbursement for staying in the office beyond 2200hrs. To encourage work/life balance, Wednesday is designated as ‘No OT day’. Prior approval has to be obtained for employees staying beyond the normal working hours.

4.6 Annual Salary Review

Salaries are usually reviewed annually in the month of August for confirmed employees. However, salary increment is dependent on company, team and individual performance.

4.7 Annual Performance Bonus

This is not an entitlement and may be paid at the sole discretion of the management. Under normal circumstances, a bonus which is based on the performance and merits shall be given to confirmed employees.

Annual bonus shall be paid (if any) to employees before Christmas.

Annual bonus shall not be paid to an employee who is dismissed or has resigned prior to the date of payment.

4.8 Final Payment of Salary

In case of cessation of service, the final remuneration due to departing employees will only be released when: a) All company articles, documents and properties are returned; b) Income tax is cleared (in case of non-Singapore/PR); c) All other outstanding matters are settled. The Company will deduct any outstanding debt, money owed by employees, or compensation for any non-returned or damaged items, from the final payment of salary.



5. HOLIDAYS AND LEAVE 5.1 Public Holidays

All Public Holidays as gazetted by the Government in Singapore. Should a Public Holiday falls on a Saturday, all employees will be compensated with an off-day on the following Monday. The Company may grant employees some designated holidays according to the SESL calendar’s schedule, which is announced prior to the beginning of the next year.

5.2 Annual Leave Confirmed employees shall be entitled to annual leave on the following basis (working days): Days of leave 1st year 14 (pro-rated for new employees) 2nd year onwards additional of 1 day per subsequent year of service, up to a

maximum of 21 days Leave entitlement shall accrue from January of each year. It can be utilized

during the year that it is earned, or allowed to carry forward a maximum of 14 days to the following year, after which any unused leave will be forfeited.

Any leave to be taken above the entitlement is to be approved by immediate

manager/management and shall be treated as unpaid leave. Application of leave should be submitted in advance through intranet for approval

by the relevant manager. Non confirmed employees are only allowed to apply annual leave after three (3)

months of employment and subject to approval by immediate superior and Department head.

Upon resignation, all unused annual leave will be encashed, and any annual leave taken in excess of entitlement will be deducted from the final salary payment. The approval of leave application during notice period is at the discretion of management.

5.3 Emergency / Urgent Leave Any leave taken one (1) day before or on the actual day of the leave application

date is considered as Emergency/Urgent Leave. In the event that an employee is unable to report for work due to an emergency or sickness on that actual day, he/she must inform his/her manager and HR Representatives immediately.

The employee should follow-up with the proper documentation such as leave

application, medical certificate, and medical claim, immediately upon return to work.



5.4 Sick Leave

From 1 January 2009, the qualifying period for paid sick leave is as follow :

No of months of service completion

Paid outpatient sick leave entitlement

(days)

Paid hospitalization leave entitlement

(days)

3 months 5 15

4 months 8 30

5 months 11 45

6 months 14 60

Employees must inform or attempt to inform his/her manager and HR Representatives of the sick leave within forty-eight (48) hours of the

commencement of such leave (or deemed to be absent from work without permission or reasonable excuse). Medical certificate must be sent, via the medical application form to the Human Resource Representatives, upon return to work.

5.5 Sickness Whilst on Leave An employee who falls sick on a rest day, a public holiday, a non-working day,

during annual leave or no-pay leave will not be entitled to paid sick leave. 5.6 Hospitalization Leave

Confirmed employees shall be entitled to the aggregate maximum of sixty (60) days hospitalization leave per year when hospitalization is required. This means that if an employee is hospitalized for not more than forty-six (46) days in any one-year, the entitlement to paid sick leave for that year shall be fourteen (14) days.

Employees who are certified by the Company’s doctor or Government medical

officer as requiring prolonged medical treatment, and who has exhausted the paid sick entitlement shall be entitled to paid prolonged sick leave in the following manner:

a) first 6 (six) months’ leave - full pay b) next 6 (six) months’ leave - half pay c) further 6 (six) months’ leave - no pay



5.7 Marriage Leave Confirmed employees are entitled to three (3) working days leave on the occasion of the first legal marriage. Application for such leave must be submitted to the company at least two (2) weeks in advance. A copy of the marriage certificate should be submitted as soon as it is available.

5.8 Maternity Leave

Subject to the provision of the Employment Act and the Children Development Co-Savings Act, statutory maternity leave will be extended from twelve (12) weeks to sixteen (16) for all births on or after 17 August 2008. For the first two confinements, the first eight weeks of maternity leave will continue to be employer-paid. The last eight weeks will be funded by the Government (capped at $10,000 per 4 weeks i.e. $20,000 per confinement including CPF contributions). For the third and subsequent confinements, the full 16 weeks will be funded by the Government (capped at $10,000 per 4 weeks i.e. $40,000 per confinement including CPF contributions). The last 8 weeks of maternity leave (ie. 9th to 16th week) can be taken flexibly, subject to mutual agreement between employee and management. Criteria:

(i) Child is born on or after 17 Aug 2008; and (ii) Child is a Singapore Citizen; and (iii) Child's parents are lawfully married; and (iv) Employee has worked for a continuous duration of at least 90 days before the

birth of the child. Procedures:

employee to submit declaration form (available in the Intranet) to Company at least one (1) week before start of Maternity Leave, indicating her eligibility for the scheme

Company will submit all forms at the end of the full maternity leave

Leave on account of miscarriage or medically necessitated abortive measures shall not be considered as maternity leave but as normal sick leave.



5.9 Paternity Leave From 1Jan 2013, male employees who have completed 3 months of service shall be entitled to paternity leave of five (5) working days per year. Paternity leave can be taken flexibly with 12 months after birth of the child, subject to mutual agreement between employee and management. Birth certificate of the child has to be submitted as documentary proof.

Criteria:

(i) Child is born on or after 1st Jan 2013 (ii) Child is a Singapore Citizen; and (iii) Child's parents are lawfully married; and (iv) Employee has worked for at least 3 months.

Employees of non-Singapore Citizen Child are entitled to 2 days of Paternity leave.

5.10 Shared Parental Leave

From 1Jan 2013, male employees who have completed 3 months of service shall be entitled to share one week of the 16 weeks of their spouse’s maternity, subject to the agreement of their spouse. Leave can be taken either in block of 1 week, or flexibly with 12 months after birth of the child, subject to mutual agreement between employee and management. Birth certificate of the child has to be submitted as documentary proof Criteria:

(i) Child is born on or after 1st Jan 2013 (ii) Child is a Singapore Citizen; and (iii) Child's parents are lawfully married; and (iv) Child’s mother qualifies for Government-paid maternity leave (v) Employee has worked for at least 3 months.

5.11 Compassionate Leave Employees who have completed 3 months of service are granted three (3) working days of compassionate leave upon demise of immediate family members:

Parents Grandparents (maternal & paternal) Spouse Parents-in-law Children Siblings

This leave has to be taken in block period and death certificate to be attached to the application form.



5.12 National Service Leave All male employees shall be granted time off and a leave of absence if they are required to perform their National Service duties such as annual in-camp training or routine reporting. On receiving the order to report for duty/training, they must notify their manager immediately, and submit a copy of the reporting order to the Human Resource Representatives.

5.13 Advance / Unpaid Leave

Advance and unpaid leave may be granted at the discretion of the Company to employees only when all annual leave entitlement has been used up. The Company will take into consideration the reason for such leave as the employee’s length of service and overall performance.

5.14 Compensation Leave This clause has been deleted with effect from 15th September 2003. It shall be replaced by clause 5.14 – Compensation Allowance. 5.14 Compensation Allowance

Non-overtime employee who has to work on a non-working day such as Saturday/Sunday/Public Holiday in Singapore, a Compensation Allowance of S$50.00/day is claimable with a minimum of 4-hours and above of business activities.

Pre-approval has to be taken from immediate manager prior to working on a non-working day. Leave form has to be submitted, under the Compensation Leave column, to the HR Representatives within one week from the day of activities, with all approvals, for payment together with the salary for that month. Any activities carried out within that month but after the payroll process period will be added into the following month’s salary. This amount is subject to CPF contributions. Employees may choose taxi fare reimbursement over Compensation Allowance, but not both.

5.15 Childcare Leave

From 17 August 2008, employees who have completed 3 months of service are entitled to 6 days of statutory Childcare Leave per calendar year for child (including legally adopted or step child) under the age of 7 years. Any unutilized leave will lapse and cannot be encashed. Regardless of the number of children, the total childcare leave entitlement for each employee is capped at six days per year until the year the child turns seven years old.

Criteria:

(i) Child is below 7 years of age; and (ii) Child (including adopted and stepchild) is a Singapore Citizen; and



(iv) Employee has worked for a continuous period of 3 calendar months Employees of non-Singapore Citizen Child are entitled to 2 days of statutory Childcare leave. Entitlement for new employees will be in accordance with the following guideline:

Length of service Childcare leave entitlement (days)

Less than 5 months 2

More than 5 months but less than 7 months 3



More than 11 months 6

Enhanced Childcare Leave From 1Jan 2013, employee who has worked for at least 3 months are entitled to 2 days of statutory Enhanced Childcare Leave per calendar year for child (including legally adopted or step child) between the age of 7 to 12 years. Any unutilized leave will lapse and cannot be encashed. Criteria:

(i) Youngest Child is aged 7 ~ 12 years (Inclusive) (ii) Child (including adopted and stepchild) is a Singapore Citizen; and (iii) Employee has worked for a continuous period of 3 calendar months Employees of non-Singapore Citizen Child are not entitled to the Enhanced Childcare leave. Childcare/Enhanced Childcare leave cannot be carried forward to the next year, or used to offset termination notice. Childcare/Enhanced Childcare leave application has to be through Company E-Leave System, and it can be on full or half day basis.

5.16 Infant Care Leave Employee who has worked for at least 3 months are entitled to 6 days of unpaid infant care leave per year until the child turns two years of age.

Criteria:

(i) Child is below 2 years of age; and (ii) Child (including adopted and stepchild) must be a Singapore Citizen; and (iv) Employee has worked for a continuous period of 3 calendar months

6. FRINGE BENEFITS



6.1 Transport Allowance

Marketing and Sales employees are entitled to S$500 car allowance per month if they possess a car. Prior approval must be sought before amount can be given.

With effect from 1st January 2003, employees (other than the category mentioned

above), with/without own transportation will get reimbursement based on exact amount to and from home on bus/MRT.

6.2 Outpatient Medical, Dental and Specialist Benefits

With effect from 1 January 2009, confirmed employees are entitled to an outpatient medical/dental claim of S$550 per year for medical/dental consultation and medicine from general practitioner/dentist and traditional Chinese physician. Specialist consultation and treatment is subject to a claim of maximum S$500 per year, with referral letter from general practitioner.

Medical certificate issued by the dental clinic shall be treated as paid sick leave.

6.3 Exclusion

The above medical and dental benefits shall exclude medical cost for the following: a) Spectacles and optical charges b) Denture charges c) Pregnancy, confinement, miscarriage or abortion d) Mental cases which have been certified e) Illness or disablement arising from attempted suicide performance of an

unlawful act, exposure to any unjustifiable hazards, the abuse of drugs, and breach of peace or disorderly conduct.

6.4 Annual Health Screening

Confirmed employees who has completed 1 (one) year of service will undergo a compulsory annual medical check-up by the company’s appointed practitioner.

HR Representatives will arrange the check up schedule for all eligible employees from September of the year.

6.5 Group Insurance The Company provides Personal Accident, Hospitalization & Surgical and Group Term Life insurance plans for the all confirmed employees.

Additional Travel Insurance Plan will be purchased for all employees that travel on business purpose. Employees are advised to declare any existing illness to the HR Representatives for insurance purpose. These plans will be reviewed annually and adjusted to local market conditions.



6.6 Workmen’s Injury Compensation Insurance

In accordance to Workmen’s Injury Compensation Act, the Company will insure all employees with Workmen’s Injury Compensation Insurance Policy.

6.7 Other Benefits

To acknowledge our employees’ service and dedication towards the Company, confirmed employees will be presented with a gift/token for the following occasions:

- Birthday - Marriage - Paternity - Maternity - Compassionate - Hospitalization - Long Service Award and Service Token (Applicable to employees

with 5 years of service & above)

The Company reserves the right to amend or withdraw this benefit scheme. 6.8 Employee Wellness Programmes The Company encourages social, recreational and health conscious awareness activities to promote teamwork, interactions and good health among employees.

The committee is appointed by the management to co-ordinate a range of activities such as Company Trip, Family/Staff Day and the Dinner and Dance for the benefit of our employees. Most activities initiated by this department with the approval of management will be subsidized. Employees are encouraged to participate in these functions and to provide ideas and suggestions and also offer their services when the need arises.



7. COMPLIANCE AND CODE OF CONDUCT 7.1 Confidentiality of Information All trade secrets, inventions, customer, proprietary information and other

confidential information that the employees receive, develop or create during the employment with the Company are strictly confidential during and even after the employment. They are the Company’s property and any breach of this rule may lead to immediate dismissal and/or legal action taken against the offender.

All employees are required to sign the Non-disclosure Agreement and to comply with the terms and conditions stated, both during the period of employment and after resignation. These rules apply to staff employed on a contract basis as well as temporary basis. All employees are required to comply with the ‘SESL Internal Company Rules on Confidentiality’.

7.2 Conflict of Interest

All employees should avoid any situation where the personal interests may conflict with the interest of the Company or its clients. Such conflicts will result in disciplinary action taken against the employee.

7.3 Code of Conduct All employees must abide by ‘Sharp Group Charter of Corporate Behaviour’ and

‘Sharp Code of Conduct’. website : http://sharp-world.com/corporate/info/charter/index.html



8. SAFETY AND SECURITY 8.1 Safety Rules and Regulations

The Company does everything to provide a safe and healthy working environment for its employees. However, it is everybody’s responsibility in ensuring a safe and clean working environment in the Company. In this respect, all employees shall have to comply with the following rules and regulations: a) Observe all safety rules and warning signs b) Avoid unsafe acts. In time of need, wear and use all safety equipment

provided c) Eliminate or report unsafe conditions and fire hazards d) Report to manager at once for any injury and go to the doctor for

treatment 8.2 Fire Breakout

In the event of a fire within the Company’s premises, do not panic, please follow the building’s rules and regulations.

8.3 Power Failure / Blackout In the event of “Blackout” all employees must remain at their respective

workstations until further instructions from the management or HR Representatives. This is a precautionary measure to safeguard all employees.

8.4 Employee Identification

All employees are issued with an identification card on commencement of duty with the Company, to be produced when necessary.

Employees will be charged a fee of S$50 for replacement of lost cards.

8.5 Removal of Company’s Property

No company properties are to be taken out of the office without written authorization from the management.

8.6 Office Keys The Company’s office key is linked to the alarm system for security purposes.

Employees who are issued with the office keys should take responsibilities for the safe-keeping of the keys and bear the cost of change of the security system for lost/misplaced keys.

8.7 Offences Employees shall be liable to disciplinary action taken by the company for committing any of the following offences:

a) Refusal to do assigned work. b) Loitering during working hours, leaving place of work early without prior

approval or reporting late for work habitually. c) Quarrelling and/or using vulgar/abusive language during working hours. d) Smoking in unauthorized places in the office.



e) Horseplay, throwing articles, scuffling and fooling. f) Littering, spitting and/or anti-social act causing company’s premises to

become dirty. g) Absent without notification or valid excuse. h) Deliberate removal, damage, or unauthorized changes to employee

access card. i) Provoking or instigating a fight, or fighting during working hours in

company’s premises. j) Threatening, intimidating or interfering with superiors, fellow employees in

the performance of their duties. k) Addiction to narcotic drugs or drinking intoxicating beverages in

company’s premises. l) Sleeping during working hours. m) Theft, breach of trust of dishonesty in dealing with the company. n) Gross negligence or willful deliberate acts resulting in injuring another

person or damaging company’s property. o) Gambling, betting/wagering in company’s premises. p) Displaying, posting, distributing or removal of any document, circular or

publication on/in company’s premises without prior approval. q) Immoral, indecent, hysterical and other illegal acts within the Company’s

premises. r) Engaging in any other business, employment or activity, without prior

approval of the Company, which are adverse to company’s image and interests.

s) Knowing or deliberately reveal important company’s confidential matters to person or persons inside or outside the Company without prior approval or making misrepresentations regarding the company which are detrimental to company’s image or interest.

t) Unauthorized or unlawful assembly or meeting during working hours in company’s premises.

u) Making decision beyond the scope of one’s apparent authority or arbitrary conduct in implementing such decisions detrimental to company interest.

v) Operating or conducting any private business or canvassing customers or collecting subscriptions/payments in company’s premises during working hours or otherwise.

w) Inciting, influencing or aiding another employee to commit any of the above offences or other acts which are prejudicial to company’s premises during working hours or otherwise.

x) Non-compliance with the Company’s policies and procedures or other operational arrangements announced by the Company.



8.8 Disciplinary Actions a) The Company may take any of the necessary disciplinary actions if an

employee is found to misconduct himself/herself in a manner inconsistent with the fulfillment of the express or implied conditions of his/her service or in one or more of the cases mentioned in Clause 3, 7 and 8.

b) The disciplinary procedure instituted shall be progressive as far as applicable but avenues are provided for the employee to voice his/her grievances or defend himself/herself.

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