Introduction Statement
This handbook is designed to acquaint you with the Company and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand and comply with all provisions of the handbook as it forms part of your employment contract with the Company.
It describes many of your responsibilities as an employee and outlines the program developed by the Company to benefit employees. One of our objective is to provide a work environment that is conducive and to promote both personal and professional growth for you and your families.
No employee handbook can anticipate every circumstance or questions about policy. As Pumps Service Centre continues to grow, the need for change may arise and Company reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur.
Employee Terms & Conditions
Working Hours
Our Company has 2 shifts of working schedules:
5 Days Working Schedule Monday to Friday: 0800 to 1700hrs Saturday & Sunday: Rest Days
5.5 Days Working Schedule Monday to Friday: 0800 to 1700hrs Saturday: 0800 to 1200hrs Sunday: Rest Day
The working hours, with reference to your Employment Contract, is a guide on how you should manage your time in the most effective and efficient manner to complete your work activities. The time set aside as working hours, is meant to allow you to have a work-life balance - regardless of where you are working.
Probation and Confirmation
Notification Period for Leave Application
Updating Personal Particulars
Notice Period for Resignation and Termination
Code of Conduct and Discipline
The Code of Conduct is a set of information that guides you, and every other employee, at every level, on the expectations of how we must, should and be encouraged to conduct ourselves towards co-employees, customers, suppliers and any other business partners.
As an employee, you are required to be aware, understand and uphold the Code in every work activity that you are required to do to complete your job.
In conjunction with our Code of Conduct, the following information are expectations for all employees, at all levels, to know and understand.
Conflict of Interest
Employees shall not enter or maintain any business relationship with another business or individual which is in conflict or prejudicial directly or indirectly to the interest of the company unless with express approval of the Board of Directors. Employees shall avoid any situation where their personal interest or that of any related parties may conflict or may appear or be likely to conflict with the Company. You may refer to the Code of Conduct - Accountability to further understand what you must or must not do with regards to Conflict of Interest.
Confidentiality
Intellectual Property
Privacy and Personal Data Protection
Employee Disciplinary Procedure
Performance Appraisal
Remuneration and Benefits
Pay Day
1) Salary Arrangement
Your salary will be credited into the bank account that you have provided, latest by the last day of each month.
A payslip can view and download from eHR software for your reference as well.
For any salary arrangement questions, please directly approach the Human Resource Officer for assistance and guidance.
You should NOT be disclosing your salary arrangement or any other personal financial information that you received with your co-employees, customers, suppliers or any other business partners. By doing so, you are only risking your personal information to be exposed.
2) Regulatory Contributions
In Singapore, and for employees who are situated in Singapore, the Company shall contribute the following:
CPF Contribution
Company will contribute CPF for Singapore Citizens (SC) and Singapore Permanent Residents (SPR) who are working under Employment Contract’s employees, based on the prevailing CPF rates published by the CPF Board.
Self-Help Group (SHGs) Contribution
Company will pay on behalf of employees for the Self-Help Groups (SHGs) contribution.
These SHGs Funds are set up to uplift the less privileged and low income households in the Chinese, Eurasian, Muslim and Indian communities respectively.
The SHGs Funds are as follow:
Chinese Development Assistance Council (CDAC) Fund, administered by CDAC
Eurasian Community Fund (ECF), administered by the Eurasian Association (EA)
Mosque Building and Mendaki Fund (MBMF), administered by Majlis Ugama Islam Singapura (MUIS)
Singapore Indian Development Association (SINDA) Fund, administered by SINDA
For employees, who are situated outside of Singapore, the local regulatory contributions shall apply. For more information, please approach the Human Resource Officer for assistance and guidance.
Claim Policy
Leave Entitlement
Our Company strongly encourages employees to utilize the appropriate leaves to manage your personal affairs. However, the Company strongly does not tolerate the abuse of any entitlement, in whichever form that you have.
The leave entitlement may vary depending on the country that you are situated in.
At any point in time, you find out about your leave entitlement from your Employment Contract or check with the Human Resource Officer of the leave entitlement that you have, or have utilized, or have balanced to use within the business period.
Note: As this document is reviewed on a periodic basis, the prevailing MOM's regulatory requirements will supersede for this section only.
Annual Leave
Full Time Employee:
Employees who have completed 3 months of service, Employees will be entitled to 7 days of Annual Leave for 12 months of continuous service.
For every additional 12 months of continuous service, you will get 1 more day of paid leave, up to a maximum of 14 days.
If an employee has served more than 3 months of continuous service but has not completed each year of service, the leave entitlement will be prorated accordingly. Pro-rated annual leave is computed in proportion to the number of completed months of service in the year.
Balance of Annual Leave:
Employees can carry forward their leave to next 12 months based on anniversary year
If employees still do not clear their carried forward annual leave after 12 months, those leave will be forfeited.
No encashment for balance of annual leave
Block Leave:
All employees are not compulsory to take block leave unless got special case
Purpose is to let employees put down their jobs and have a short break to recharge themself, planning for holidays etc.
Employees are required to check the balance of annual leave before take block leave
Employees are not allowed to take unpaid leave unless special exceptional case
Before block leave, all on hand jobs must be handover properly
Not suggest employees during block leave period still working
Approval for block leave will be based on project period, balance of annual leave, any staff is on leave during the same period
If got employees would like to take block leave at the same time, approval will based on take turns method to approve