1) Objective

These rules and regulations set the general conditions of employment with Kino Biotech

2) Scope

The present rules and regulations are based on the Employment Act of Republic of Singapore. Consequently, they form an integral part of your contractual terms and conditions of employment with Kino Biotech.

The term “employee” or “you” in this document refers to any person who has signed a Letter of Appointment that commences their employment with the company.

The term "KBS" refers to Kino Biotech Pte Ltd.

3) Manpower Requisite

A manpower requisition form will have to be completed by the respective Supervisors/Managers and approved by the Department Director before providing it to HR department for recruitment to be carried out. The Department Director is required to explore on the possibility of having the vacant position to be filled up by an existing employee within Kino Biotech before deciding on whether to recruit from externally.

4) Appointment

Letter of Appointment

Every new employee hired by the Company will receive a letter of appointment stating the terms and conditions of employment in addition to those contained in this Handbook.

Personnel File & Submission of Documents, etc.

On being employed, you will be required to submit documents, certificates, references, photographs (passport size) and any other information as may be required by the Company. These documents will be put into the Personnel file of the individual. Henceforth, all official documents related to the employment of this individual will be put into the Personnel file.

Change of Personal Particulars

Employees must inform the Human Resource Department immediately of any changes in their personal particulars so that your personal records with the company can be updated. These will include:

Name, home address and telephone number;
Marital status (if you are married with children, please provide marriage certificate & child’s birth certification);
Nationality;
Additional qualifications/training received;

Probationary Period

Category	Classification	Job Title	Probation Period
Staff Level	S1-1 (Senior Officer) S1-2 (Officer) S1-3 (Warehouse) S1-4 (Retail)	Senior Officer, Officer, Customer Care, Warehouse Assistant, Driver, Warehouse Supervisor, Sales Promoter, Beauty Supervisor, Beauty Advisor etc.	3 months
Executive Level	E1-2 (Executive) E1-3 (Junior Executive)	Executive, Junior Executive, Management Trainee, Designer, Nutritionist	3 months
Senior Executive Level	E1-1 (Senior Executive)	Senior Executive	6 months
Managerial Level	M1-1 (GM – HOD) M1-2 (Senior Manager – HOD) M1-3 (Manager) M1-4 (Assistant Manager)	Assistant Manager/ Manager/ Senior Manager/General Manager	6 months
Top Management Level	D1-1 (Top Management) D1-2 (Top Management)	Chairman, Director, CEO, CFO, COO, Capabilities Development Director, Product Development Director	6 months

For Staff & Executive level and below, your probationary period, unless otherwise stated in your letter of appointment, is three (3) months.

Such probationary period may be extended, if performance is unsatisfactory or if the three (3) or six (6) months have been insufficient for evaluation.

Should the Company find you to be not of the right fit after the end of your probation, the Company reserves the right to extend your probation or cease your employment at the end of the probation period.

You will be informed of the outcome of your probation after your Probation Performance Appraisal is done.

Confirmation & Performance Appraisal

The first appraisal will be done before the end of your probation period for the confirmation of your employment with the company. Upon successful completion of your probation, a "Letter of Confirmation" will be issued in writing to you.

Thereafter, an annual appraisal of your performance will be conducted in December of the following year. Your immediate supervisor will be required to submit a report on your performance.

During the appraisal, you will have the opportunity to discuss your past performance with your immediate supervisors and to set goals and objectives that will be reviewed in future appraisals

Orientation

Orientation will be held during your first day at work. The orientation includes the introduction of the Company and the respective key personnel in the company. In addition, you will also be briefed on the Company’s Policies, Procedures and Practices.

You will be introduced to your supervisor or manager who are responsible for your overall work performance during your employment with the Company.

5) Career Development

Transfer

You may be transferred from one department or within the Group at the discretion of the Management. You will be required to carry out such duties as required in your new assignment.

Promotion

The Company believes in the policy of promoting from within. This means we recognize our internal employees' potential, and that priority is given to present employees who meet the required standards of a higher position.

Generally, an employee who has been selected for promotion undergoes a probationary period of three (3) months or six (6) months depending on the job position and job scope.

Training

During the 1st week of work, you will be given relevant training, either classroom training or on- the-job training which will be necessary to perform your assigned duties before you officially ‘Go Live’.

You may be required to go for work-related training conducted by external trainers. All employees are required to fill in the Training Evaluation Form and submitted to the Human Resource Department within three (3) working days from the last day of the training for management’s assessment of the effectiveness of the training provided.

6) Hours of Work

Your working hours or scheduled working hours are either stated in your employment contract or scheduled provided by your immediate supervisor.

Start Work

Employees are expected to be on time, dressed appropriately and ready for work at their work station 5 minutes prior to the START and until the END time of their normal shift/time. Excessive absence or tardiness will not be tolerated.

Break

Employees are required to be at their work station until the START of their lunch/dinner or break period, and to be back at their work station at the END of their lunch/dinner or break period.

Overtime

Employees earning less than SGD2,500.00 and below, shall be eligible for overtime payment. However, the overtime rate payable is capped at the salary level of $2,250.

For work done after your official scheduled hours/shifts or on Off Days, overtime payment will be at a rate of 1.5 times your hourly basic rate of pay. Alternatively, the company might compensate you based on 1.5 times of hourly off-in-lieu.

Overtime payment will only be paid if you fulfil the following conditions:

Work hours must exceed 44 hours within a week;
OT must be at least 30 (thirty) minutes after the official working hours
Obtain approval from your immediate supervisor BEFORE overtime is performed.

Employees of Executives level category and above are expected to arranged and carry out work beyond the stipulated hours as and when necessary without any additional overtime payments.

Attendance & Absenteeism

Every employee will have to clock in and out before and after work by using the in-house Punch Card Machine. Attendance and punctuality are part of the annual performance criteria reviewed in our Company.

Any employee who clock in after 8.45am shall be considered late and the company reserve the rights to deduct employee salary subject to company discretion.

To ensure that the work schedule in your Department is not disrupted, you must keep your immediate superiors informed of your whereabouts during working hours.

If you are unable to report for work due to emergencies, you must notify your immediate superior and HR at once and if possible BEFORE the start of your work. Short Messaging Service (SMS) are not allowed as a form of notification.

Failure to report absences shall be considered Absence without Leave and will be treated as Unpaid Leave. It will be deemed that you have voluntarily left the Company’s employment if you are absent for more than two (2) days/scheduled shifts without prior approval or reasonable reason.

All medical leave(s) must be reported one (1) hour in advance prior to your working hours and medical certificate(s) are to be submitted to HR with your direct Supervisor/Manager approval within the next three (3) working days.

7) Payment of Salary

Employees are to provide a valid Singapore POSB/DBS bank account number (the bank must be on the GIRO scheme) for direct deposit of their salaries, allowances & other payments.

Salary will be paid to in accordance to the following, unless stated otherwise in your employment contract:

Full Time : once a month into your bank account on 1st day of each month
Part Time : once a month into your bank account on 7th day of each month

Employees are to check their pay-slips and notify the Payroll Department of any discrepancy within seven (7) days from the day that the salary is received. Unless employment with the company has ended, the final salary payment will be paid to employee(s) via cheque on the last working day.

8) Commission

All beauty advisor and Sales Promoter will be eligible for commission as per company policy. The company reserved the right to adjust the commission scheme whenever deem necessary. All Commission will be computed based on sales value less 7% GST.

BEAUTY ADVISOR COMMISSION SCHEME

COMMISSION FOR OG COUNTER

Commission will be computed based on printed month-end report from OG. Special events like private sales will not be included in the computation of commission.

The range of commission percentage given out will be as followed upon achieving counter target:

Albert Complex Monthly Counter Target Commission
40k & below	3%
40k - 70k	5%
70k & Above	7%

Peoples’ Park Monthly Counter Target Commission
30k & below	3%
30k - 60k	5%
60k & above	7%

Orchard Point Monthly Counter Target Commission
25k & below	3%
25k - 50k	5%
50k & above	7%

Per Ticket Incentive (All OG Counters)

Per Ticket Incentive will be computed based on cash memo and tally against OG sales report. It will not be applicable for special events like private sale.

Per Ticket Incentive Entitlement as per below table:

Ticket Value	Pay-out Value
$200 & above	$2
$350 & above	$4
$500 & above	$8
$800 & above	$15

SALES PROMOTER COMMISSION SCHEME

SALES COMMISSION - FULL TIME Pharmacy Store & Departmental Stores

Monthly Commission (It includes all promotion such as Close door events at store and less 20% in- store promotion)

Monthly Sales Figure	Percentage
$1 - $12,000	3%
$12,001 - $25,000	5%
$25,001 and above	7%

Atrium Sales Commission: Atrium sales commission is to be included into individual sales.

SALES COMMISSION - PART TIME

All Part Timer will be entitled to commission based on DAILY target. It will be computed based on duplicate receipts from cashier or scanned sales obtained from buyers.

These targets are inclusive of atrium sales

Daily Target	Percentage
$1 - $499	2%
$500 - $999	4%
$1000 and above	6%

9) Quarterly Incentive

Effective 1 April 2016, all full-time and part-time sales promoters and OG beauty supervisors/advisors will be eligible for quarterly incentive if he/she has achieved quarterly target set as stipulated. Newly joined promoters and OG beauty supervisors/advisors that have joined after 15^th at the start of every quarter will be fitted into scheme from the next quarter onwards.

Incentive will be computed based on 3 months of total sales achieved. Incentive Entitlement will be as per below table:

Quarterly Sales Achieved	Entitlement
Below $30,000	$ 50 Product Voucher
$30,001 - $50,000	$150 Product Voucher
$50,001 - $75,000	$300 Product Voucher
$75,001 and above	$600 Product Voucher

10) Cessation of Employment

Resignation/Termination of Employment

Employment may be terminated at any time by the employees or the Company. A written notification of the employees' intention to resign or termination of contract of service must be given to their immediate superior. A copy of the resignation letter should also be copied and forwarded to the Payroll department.

Unless otherwise stated in your letter of appointment, both parties may terminate the contract of service at any time by giving the required notice or payment in-lieu.

NOTICE OF TERMINATION
For Probationary Full Time Employees:
Category	Classification	Job Title	Notice Period
Staff Level	S1-1 (Senior Officer) S1-2 (Officer) S1-3 (Warehouse) S1-4 (Retail)	Senior Officer, Officer, Customer Care, Warehouse Assistant, Driver, Warehouse Supervisor, Sales Promoter, Beauty Supervisor, Beauty Advisor etc.	1 week
Executive Level	E1-1 (Senior Executive) E1-2 (Executive) E1-3 (Junior Executive)	Senior Executive, Executive, Junior Executive, Management Trainee, Designer, Nutritionist	2 weeks
Managerial Level	M1-1 (GM – HOD) M1-2 (Senior Manager – HOD) M1-3 (Manager) M1-4 (Assistant Manager)	Assistant Manager/ Manager/ Senior Manager/General Manager	1 month
Top Management Level	D1-1 (Top Management) D1-2 (Top Management)	Chairman, Director, CEO, CFO, COO, Capabilities Development Director, Product Development Director	1 month

NOTICE OF TERMINATION
For Confirmed Full Time Employees:
Category	Classification	Job Title	Notice Period
Staff Level	S1-1 (Senior Officer) S1-2 (Officer) S1-3 (Warehouse) S1-4 (Retail)	Senior Officer, Officer, Customer Care, Warehouse Assistant, Driver, Warehouse Supervisor, Sales Promoter, Beauty Supervisor, Beauty Advisor etc.	1 month
Executive Level	E1-3 (Junior Executive)	Junior Executive, Management Trainee	1 month
Executive Level	E1-1 (Senior Executive) E1-2 (Executive)	Senior Executive, Executive, Designer, Nutritionist	1.5 months
Managerial Level	M1-1 (GM – HOD) M1-2 (Senior Manager – HOD) M1-3 (Manager) M1-4 (Assistant Manager)	Assistant Manager/ Manager/ Senior Manager/General Manager	2 months
Top Management Level	D1-1 (Top Management) D1-2 (Top Management)	Chairman, Director, CEO, CFO, COO, Capabilities Development Director, Product Development Director	3 months

Earned or accrued leave or unconsumed public holidays shall not be used to offset any portion of the period of notice without the approval of the Management. However, the Company reserves the right to waive the full notice or part of the period of notice in special circumstances.

Notwithstanding the foregoing, the Company reserves the right to terminate without notice, the service of any employees found guilty of misconduct inconsistent with the fulfillment of the expressed or implied conditions of service. This will be construed as a dismissal.

Exit Interview

Upon leaving the Company, employees are required to go through an Exit interviews with at least one representative from the Human Resource Department. The purpose of the interview is for you to provide us with feedback to better our internal procedures in the future.

Return of Company’s Property

All documents (drafts, notes, photocopies, diskettes, graphics, books etc.) that employees have acquired through Kino Biotech in relation to work are property of the Company. An employee who leaves the company has the obligation to return these documents, without keeping copies. All other company owned equipment or items not mentioned above should also be surrendered to the Human Resource Department on your last day of service. The replacement value of any items not returned or any outstanding amount due to the Company will be deducted from their final salary payment.

Withholding of Income Tax

The Company reserves the right to withhold remaining wages of a foreign employee who has ceased employment until he/she has cleared his/her payment with the Inland Revenue Authority of Singapore or when the Inland Revenue Authority of Singapore gives its instruction to release monies to the employee concerned.

Retirement

The retirement age shall be 62 years subject to the employee being examined annually and certified medically fit by the Company’s appointed doctors to continue employment.

11) Re-Employment Policy

In line with the initiative to help older employees remain economically productive, employees who are reaching 62 years of age will be offered Re-employment up to the age of 65 with Kino Biotech depending on these two (2) criteria:

Employee is medically fit to continue working AND
Employee's work performance is satisfactory

The Re-Employment process shall be carried out in accordance with the following procedures:

Stage One (1): Engage the Employee at least six (6) months before age 62 with a Re- employment Consultation Session which will cover the following:
- Communicate the possibility of variations in remuneration and re-deployment.
- Manage expectations on re-employment.
- Understand employees’ concerns.
Stage Two (2): Offer the Re-Employment Contract or Non-offer of Re-employment Letter to the Employee three (3) months before age 62. If a Re-Employment Contract is offered, the contract is subject to the Employee being medically fit to continue working after going for a Medical Examination and certified by the Doctor.
Stage Three (3): The Re-Employment Contract will only be valid once the Employee reaches age 62 till 65. After which, an annual renewable contract will be offered to the Employee based on these two (2) criteria:
- Employee is medically fit to continue working AND
- Employee's work performance is satisfactory

Terms and Conditions of Employment