The Company has adopted a Code of Conduct (“the Code”) that applies to all employees. The Code sets out the principles to guide employees in carrying out their duties and responsibilities to the highest standards of personal and corporate integrity when dealing with the Company, its clients, its competitors, customers, suppliers, other employees and the community.
It is the responsibility of every employee to comply with the spirit and principles of the Code, as amended from time to time.
1) Dress Code & Grooming Standards
It is the Company policy to present a conservative and professional image to the clients we serve. Because every employee may at one time or another comes in contact with our clients, it is important for all employees to be dressed appropriately at the office every day.
2) Policy on Gifts, Presents, Entertainment and Concessionary / Preferential Offers
Employees are not allowed to accept any gifts, presents, gratuities, cash or concessionary/preferential offers (including shares) from suppliers, business associates or members of the public under any circumstances. This is to avoid any conflict of interests and to ensure that employees are not placed under any obligation which can influence them in the proper discharge of their duties.
3) Attendance, Punctuality and Promptness
Attendance
Every employee will have to clock in and out before and after work by using the Punch Card Machine. Attendance and punctuality are part of the Work Performance criteria reviewed in our Company during annual performance management review.
Punctuality
An employee is considered tardy if he is not in the office after the start of the work day. Habitual or repeated tardiness will be considered as inefficiency which shall be dealt with accordingly. 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. Alternatively, employee shall off-set against time worked after the official work day ends to make up for the period he/she is late for.
Promptness
The working days begin promptly at established time. It is important for the employee to be at his/her desk on time. In an organization where the flow of work shall depends on the cooperation and coordination across departments. The lateness of one person can delay and disrupt the daily operations of the company.
4) Company Property and Assets
Employees are responsible for company properties entrusted to them. These property include, but is not limited to physical properties (such as phones, computers), records (such as data on customers and company records), and intangible property (such as computer software and computer records). It is important that, whichever category the properties falls into, employees must treat KBS properties as they would of their own and must not damage it, deface it or remove it for personal use, unless authorised to do so.
Similarly, they are responsible for the proper expenditure of the company’s funds including expenses. While spending or committing company funds, employees must be sure that the transaction is proper and documented, and that the company receives appropriate value in return.
5) Computers
Employees must use office computers, only in the way in which they have been instructed. They should protect their own password and not use anyone else's ID or password to access records.
Unless authorised, employees must not alter records or software instructions. They must always ensure that any software they use has been obtained from authorised suppliers and should only install software if they are permitted to do so.
Just as they must not misuse company properties, they must not dispose of any company property in an unauthorised manner, such as by selling, loaning or giving it away without authorisation given by the Department Director.
6) Tidiness
KBS aims to provide a pleasant working environment for all employees. For this reason, every employee has the responsibility in ensuring that the work premises remain orderly and clean.
Usage of Work Stations
Be Considerate. Desk must be kept tidy and free of unnecessary items at all times and all desks must be cleared before leaving at the end of your day. Bits and pieces of papers found lying on the floor near your workstation are to be thrown into the dustbins provided.
Usage of Pantry Cupboard
Employees who bring food to work should not leave it lying around but keep them in an orderly manner.
Food should not be left half eaten on the tables or fridge as it might pose certain hygiene issues. All waste should be disposed of properly in the dustbins provided. Tables should be wiped after use. The fridge is to be cleaned thoroughly on a daily basis – anything left in it without clear markings or indication will be disposed every morning before 12 noon.
7) Proprietary Information & Intellectual Property
Kino Biotech wishes to disclose confidential information to the Employee during the course of his/her employment with Kino Biotech. The Employee regards the information that he/she will exchange in such discussions as commercially sensitive, proprietary and confidential.
In consideration of the mutual promises and covenants herein and other good and valuable consideration, receipt of which is hereby acknowledged, the Employee agree to the following:
Definition
As used herein, the term “Confidential Information” shall mean all information provided by Kino Biotech to the Employee in the form of the following:
- all technical and non-technical information including, without limitation, patent, trade secret and proprietary information, techniques, sketches, drawings, models, inventions, know-how, processes, equipment, software programs, software source documents and formulae, any and all of which relate to the past, present, future or proposed products and services of Kino Biotech, and including, without limitation, information concerning research, experimental and development work, design details, specifications and marketing information, accounts and financial information, customer lists, business forecasts, sales and marketing plans, and all such other information which may be revealed to the Employee and which has been supplied in any form (whether print, hard copy, electronic, or otherwise) by Kino Biotech to the Employee and designated in writing, or orally and confirmed in writing, or orally by the Employee or
- tangible information, including all reproductions thereof, supplied in any form (whether print, hard copy, electronic, or otherwise) which has been disclosed by Kino Biotech to the Employee and marked as “Confidential,” “Restricted,” “Secret”, or other similar term; or
- information which is disclosed orally and confirmed or orally in writing as “Confidential”, “Restricted”, “Secret”, or other similar term.
Information Excluded
The following information shall not be subject to the obligations in this Agreement:
- information which is or becomes available to the public through no breach of this Agreement; or
- information which is already known to the Employee and can be shown to be in its possession at the time of disclosure; or
- information which is independently developed by either Party.
Non-Disclosure Obligations
The Employee agrees that it will keep secret and protect the confidentiality of any Confidential Information at all times and as herein provided, by:
- not disclosing any Confidential Information, or the fact that it has been obtained, to any third Party without the prior written consent from Kino Biotech; and
- not disclosing any Confidential Information to any employee(s) who do not have a reasonable need to know requirement vis-a`-vis such Confidential Information; and
- ensuring that all such employees who do have a reasonable need to know the Confidential Information have been informed of their confidentiality obligations regarding the Confidential Information and have agreed to be bound by them.
The Employee unconditionally guarantees that it will use the same degree of care with respect to non-disclosure of Kino Biotech’s Confidential Information as the Employee uses to protect its own Confidential Information, but in no event less than a reasonable degree of care.
In addition, the Employee shall, upon written request from Kino Biotech (i) return to Kino Biotech all tangible information disclosed to it hereunder, including all copies, and (ii) expunge all information disclosed to it hereunder, including all copies, residing in electronic form on its computers.
Rights
- The disclosure of such Confidential Information to the Employee shall not cause it to have any rights for use or otherwise with respect to such Confidential Information except for the limited purpose(s) stated herein.
- No license, interest in or other proprietary right to the Employee under any patent or other similar intellectual property instrument now issued or hereafter issuing is granted or implied by the disclosure of any Confidential Information.
- Any violation by the Employee of the obligations agreed to in this Agreement may lead to a claim for damages or other legal injunctive remedies by Kino Biotech.
- This Agreement may be modified only by written agreement signed by both Parties.
- The Employee shall use the Confidential Information only in connection with its employment relationship with Kino Biotech as described in this Agreement, and shall make no other use whatsoever of the Confidential Information. By way of illustration, and not limitation, the Employee shall not use or cause to be used any Confidential Information in the course or pursuit of any commercial relationship, or any relationship with any Party or entity which is acting or may act in business competition with Kino Biotech.
Restriction on Competition
The Employee hereby consent, agree and undertake with Kino Biotech that the Employee shall within a period of twelve (12) months from the date of their resignation from Kino Biotech NOT TO DO the following:-
- Either solely or jointly or on behalf of any person directly or indirectly carry on or be engaged in or interested in or be associated with any trade, business, activity, whether as principal, agent, employer, employee, partner, shareholder or in another capacity whatsoever in the business of functional & emotional drinks in Singapore .
- Solicit the customers of Kino Biotech or any person in Singapore who is or has been the customer of Singapore for the purpose of offering such customer goods or services similar to or competing with Singapore.
The Employee agrees and understands fully that the undertakings given herein are reasonable and is given with full knowledge of the effects and consequences of such undertakings.
Copyright
- Literary works (e.g., written works, source codes of computer programs)
- Dramatic works (e.g.,. scripts for films and dramas)
- Musical works (e.g., melodies)
- Artistic works (e.g., paintings, photographs)
- Published editions of the above works
- Sound recordings
- Films
- Television and radio broadcasts
- Cable programs
- Performances
The company holds and owns exclusive copyright to all material and works, including without limitation
8) Disclosure of Official Documents, Information and Trade Secrets
All documents, papers and information acquired in an employee’s official capacity or otherwise should be treated as confidential and trade secrets of the Company. Employees must not copy, reproduce, extract, translate or in any way deal with them in a manner that is not authorised or allow others to do so, or disclose, publish or communicate them to the Press or to individuals whether directly or indirectly unless it is in the course of their official duties or if it is lawfully required or authorised by any Court of law or with authorisation from the Management. This clause shall continue to apply even after they are no longer employed by the Company.
9) Disciplinary Guidelines
All employees are expected to meet certain standards of performance, respect the rights and property of others, and follow the Company's rules and regulations.
The Company shall reserve the right to undertake disciplinary action on grounds of misconduct against the employee concerned for any misconduct, indiscipline or any breach of the Company’s rules and regulations in accordance to the general principals of natural justice.
A serious misconduct shall be constructed as the occurrence of a major misconduct or a repetition of minor misconducts.
Depending on the gravity of the offence, progressive and appropriate disciplinary measures may be taken as follows:
- Counselling;
- Warning Letter(s);
- Dismissal
The categories and examples of misconduct with the disciplinary actions which will be enforceable are as follow:
| OFFENCES | DISCIPLINARY ACTION(S) |
| ATTENDANCE | |
| Applying for Medical Leave without a valid Medical Certificate |
|
|
Absence from work without approval |
|
|
Excessive unplanned or unofficial leave |
|
| Unauthorized absence or break-time during working hours |
|
| PUNCTUALITY | |
| Not at the workstation during the designated starting time |
|
|
Excessive and/or Habitual tardiness |
|
| DISHONESTY & FRAUD | |
| Falsification of time records, travel claims, expenses claims, etc. |
|
| Logging in on behalf of a colleague |
|
| Making a false or untrue statement |
|
| Theft |
|
| POOR PERFORMANCE & INCOMPETENCY | |
| Failing to adhere to the Campaign or Company’s Standard Operation Procedure |
|
|
Failing to achieve KPIs |
|
| IMPROPER CONDUCT | |
|
Misuse of Company's property for personal benefit(s) |
|
| Unauthorized removal of and/or malicious damage to Company's property and/or premises |
|
|
Sleeping during official working hour(s) |
|
| Bringing in non-employees into Company’s premises without prior permission |
|
|
Smoking at non-designated areas |
|
|
Possession and/or consumption of alcoholic beverages |
|
| Possession, consumption and/or abuse of drugs or other intoxicating agents on Company’s premises |
|
|
Fighting |
|
|
Provocation |
|
|
Insubordination |
|
|
Use of vulgar or abusive language |
|
| Gambling within Company’s premises |
|
| Sexual Harassment |
|
| Immoral and/or Indecency behavior |
|
| Unauthorized disclosure of Company’s or clients’ confidential information to a third party |
|
| Willful violation of any of Company’s policies, procedures or regulations. |
|
The above list is neither exclusive nor exhaustive and, therefore, it does not preclude the possibility of dismissal for other offences of similar gravity not specified.
Disciplinary Action
Following to an inquiry, disciplinary action may be taken. The disciplinary action to be applied will take account the seriousness of the case and any mitigating circumstances. The Management or immediate Supervisor/Manager may impose any one or combination of the following disciplinary action against an employee:
- Verbal Warning
- Written Warning
- Final Written Warning
- Formal action, which will include but is not limited to:
- Suspension with/without pay for a period of time
- Deduction of salary
- Dismissal with contractual notice
10) The Grievance Procedure
We recognize the value and importance of full discussions in clearing up misunderstanding and preserving harmonious relations, hence the Company endeavour to preserve continuous and harmonious relations with employees, and make every reasonable effort to effect immediate full discussion to clear up misunderstandings and to investigate into any grievance of any employees from each and every department.
In pursuance of this mutual desire, an employee’s grievance shall be dealt with in accordance with the following procedures:
- Step One (1): Any employee who has a grievance may, within three working days of its arising, bring the matter to the attention of his/her immediate superior or, where such grievance is against his/her immediate supervisor, to the attention of his/her Department Head, who shall give his decision within three working days from the date of reference to him/her.
- Step Two (2): If the employee concerned is aggrieved by the decision given under sub- clause (a) above, he/she may within three working days thereof, refer the matter to the Division Head for settlement, who shall give his/her decision within three working days from the date the matter was referred to him/her.
- Step Three (3): If the employee is still dissatisfied with the decision given under sub-clause
- (b) above, the employee may refer the matter to the HR Manager, who will represent the Management for settlement.
In the event of there being no settlement at the above steps, the matter shall be dealt with by the HR Director, whose decision shall be final.
Comments
0 comments
Please sign in to leave a comment.