Section 3
Employment Policies
3.1 NON-DISCRIMINATION
In order to provide equal employment and advancement opportunities to all individuals, employment decisions at AVIALITE will be based on merit, qualifications, and abilities. AVIALITE does not discriminate in employment opportunities or practices because of race, color, religion, sex, national origin, age or disability.
AVIALITE will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
Employees with questions or concerns about discrimination in the workplace are encouraged to bring these issues to the attention of their supervisor. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in unlawful discrimination will be subject to disciplinary action, including termination of employment.
3.2 NON-DISCLOSURE/CONFIDENTIALITY
The protection of confidential business information and trade secrets is vital to the interests and success of AVIALITE. The employee shall not, either during or after his employment in the company, divulge or utilise any confidential information or knowledge obtained by him during the employment in the company or any of its associated companies. He shall take all possible precautions to keep such confidential information secret. Such confidential information includes, but is not limited to, the following examples:
- Formula,
- Financial information,
- Marketing strategies,
- Pending projects and proposals,
- Proprietary production processes,
- Personnel/Payroll records,
- Affairs of the company and
- Conversations between any persons associated with the company.
All employees are required to sign a non-disclosure agreement as a condition of employment.
Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, including termination of employment and legal action, even if they do not actually benefit from the disclosed information.
Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, including termination of employment and legal action, even if they do not actually benefit from the disclosed information.
3.3 NEW EMPLOYEE ORIENTATION
Orientation is a formal welcoming process that is designed to make the new employee feel comfortable, informed about the company, and prepared for their position. New employee orientation is conducted by a Human Resources representative, and includes an overview of the company history, an explanation of the company core values, vision, and mission; and company goals and objectives. In addition, the new employee will be given a overview of benefits, tax, and legal issues, and complete any necessary paperwork.
Employees are presented with all codes, keys, and procedures needed to navigate within the workplace. The new employee’s supervisor then introduces the new hire to staff throughout the company, reviews their job description and scope of position, explains the company’s evaluation procedures, and helps the new employee get started on specific functions.
3.4 PROBATIONARY PERIOD FOR NEW EMPLOYEES
The probationary period for regular full-time and regular part-time employees as below:
The probationary period for regular full-time and regular part-time employees as below:
Non-executive up to 3 months
Executive (Administrative/Executive/Professional) more than 3 months (please refer to Employment Appointment Letter on probationary period)
The purpose of the probation period is for the Company to assess whether the employee is suitable for regular employment with the Company and for him to understand and adapt to the Company’s culture and requirements. During this introductory period, both the employee and the Company have the right to terminate employment at anytime by giving the other party twenty four (24) hours' notice in writing or by paying to the other party a sum equivalent to twenty four (24) hours' salary.
Probation period may be reduced or extended at the sole discretion of the Company depending on the employee's performance and conduct. Such extension shall be informed in writing.
Upon satisfactory completion of the probationary period, a 3 month review will be given and benefits will begin as appropriate. All employees, regardless of classification or length of service, are expected to meet and maintain Company standards for job performance and behaviour (See Section 4, Standards of Conduct).
Status of confirmation is ONLY confirmed by issuance of formal letter.
3.5 OFFICE HOURS
Hours of work shall be as follows:-
AVIALITE HQ
Monday – Friday^ 8:30 a.m. to 5:30 p.m.
Saturday*^ 8:30 a.m. to 12.30 p.m.
Hours of work shall be as follows:-
AVIALITE HQ
Monday – Friday^ 8:30 a.m. to 5:30 p.m.
Saturday*^ 8:30 a.m. to 12.30 p.m.
AVIALITE KT Branch
Sunday - Thursday^ 8:30 a.m. to 5:30 p.m.
Saturday*^ 8:30 a.m. to 12.30 p.m.
*Alternate 2nd, 4th, 5th (if any) Saturday of the month
^except for Public Holidays (See Section 6.7, Holidays)
(The 1st and 3rd Saturdays of each month are non-working days)
However, you may be required to work beyond these stipulated hours depending on the daily demands of your job. The Company reserves the right to change the working hours where required.
3.6 LUNCH PERIODS
Employees are allowed a one-hour lunch break.
Production Department 12:00 p.m. to 1:00 p.m.
Non-Production Staff Between 12:00 p.m. to 2:00 p.m. (1 hour - on a staggered schedule so that your absence does not create a problem to co-workers or clients.)
Employees are allowed a one-hour lunch break.
Production Department 12:00 p.m. to 1:00 p.m.
Non-Production Staff Between 12:00 p.m. to 2:00 p.m. (1 hour - on a staggered schedule so that your absence does not create a problem to co-workers or clients.)
3.7 BREAK PERIODS
AVIALITE does not provide for employees to break during production activities except for the above outlined lunch period.
If employees have unexpected personal business to take care of, they must notify their direct supervisor to discuss time away from work and make provisions as necessary. Personal business should be conducted on the employee’s own time.
Employees who do not adhere to the break policy will be subject to disciplinary action, including termination.
AVIALITE does not provide for employees to break during production activities except for the above outlined lunch period.
If employees have unexpected personal business to take care of, they must notify their direct supervisor to discuss time away from work and make provisions as necessary. Personal business should be conducted on the employee’s own time.
Employees who do not adhere to the break policy will be subject to disciplinary action, including termination.
3.8 TIME-OFF FOR RELIGIOUS OBLIGATION
Muslim employees are given 10 minutes per session to perform his daily religious obligations as follows:
- Zuhur prayer
- Asar prayer (only if he is required to work overtime)
Muslim employee is required to take turn to perform his daily religious obligations and Supervisor has a right to schedule such time-off. Muslim male employees is allowed 1 hour 15 mins extra time in addition to his meal break for the purpose of attending Friday noon prayer.
AVIALITE have the right to withdraw all time-off for religious obligation in case of emergency or major breakdown.
Employee has to inform your Supervisor before leaving from work place to perform religious obligations. AVIALITE have the right to take disciplinary action including dismissal if the employee is proven to have abused his time-off for religious obligations.
3.9 PERSONNEL FILES
Employee personnel files include the following: job application, job description, résumé, records of participation in training events, salary history, records of disciplinary action and documents related to employee performance reviews, coaching, and mentoring.
Personnel files are the property of AVIALITE, and access to the information is restricted. Management personnel of AVIALITE who have a legitimate reason to review the file are allowed to do so.
Employees who wish to review their own file should contact Human Resources Department. With reasonable advance notice, the employee may review his/her personnel file in Company’s office and in the presence of Human Resources Representative.
Employee personnel files include the following: job application, job description, résumé, records of participation in training events, salary history, records of disciplinary action and documents related to employee performance reviews, coaching, and mentoring.
Personnel files are the property of AVIALITE, and access to the information is restricted. Management personnel of AVIALITE who have a legitimate reason to review the file are allowed to do so.
Employees who wish to review their own file should contact Human Resources Department. With reasonable advance notice, the employee may review his/her personnel file in Company’s office and in the presence of Human Resources Representative.
3.10 PERSONNEL DATA CHANGES
It is the responsibility of each employee to promptly notify their supervisor or AVIALITE's Human Resources Department of any changes in personnel data such as:
It is the responsibility of each employee to promptly notify their supervisor or AVIALITE's Human Resources Department of any changes in personnel data such as:
- Mailing address
- Telephone numbers
- Name and number of dependents
- Individuals to be contacted in the event of an emergency
3.11 INCLEMENT WEATHER/EMERGENCY CLOSINGS
At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. The decision to close the office will be made by the General Manager.
When the decision is made to close the office, employees will receive official notification from their supervisors.
At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. The decision to close the office will be made by the General Manager.
When the decision is made to close the office, employees will receive official notification from their supervisors.
3.12 EMPLOYEE PERFORMANCE REVIEW AND PLANNING SESSIONS
Supervisors will conduct performance reviews and planning sessions with all regular full-time and regular part-time employees after one year of service. Supervisors may conduct informal performance reviews and planning sessions more often if they choose.
Performance reviews and planning sessions are designed for the supervisor and the employee to discuss his/her current job tasks, encourage and recognize attributes, and discuss positive, purposeful approaches for meeting work-related goals. Together, employee and supervisor discuss ways in which the employee can accomplish goals or learn new skills. The planning sessions are designed for the employee and his/her supervisor to make and agree on new goals, skills, and areas for improvement.
AVIALITE directly links wage and salary increases with performance. Your performance review and planning sessions will have a direct effect on any changes in your compensation. For this reason among others, it is important to prepare for these reviews carefully, and participate in them fully.
New employees will be reviewed at the end of their probationary periods (see Section 3.3 , Probationary Period for New Employees). After the initial review, the employee will be reviewed according to the regular yearly schedule.
Supervisors will conduct performance reviews and planning sessions with all regular full-time and regular part-time employees after one year of service. Supervisors may conduct informal performance reviews and planning sessions more often if they choose.
Performance reviews and planning sessions are designed for the supervisor and the employee to discuss his/her current job tasks, encourage and recognize attributes, and discuss positive, purposeful approaches for meeting work-related goals. Together, employee and supervisor discuss ways in which the employee can accomplish goals or learn new skills. The planning sessions are designed for the employee and his/her supervisor to make and agree on new goals, skills, and areas for improvement.
AVIALITE directly links wage and salary increases with performance. Your performance review and planning sessions will have a direct effect on any changes in your compensation. For this reason among others, it is important to prepare for these reviews carefully, and participate in them fully.
New employees will be reviewed at the end of their probationary periods (see Section 3.3 , Probationary Period for New Employees). After the initial review, the employee will be reviewed according to the regular yearly schedule.
3.13 TOTAL COMMITMENT
The employee shall at all times diligently and loyally perform the duties assigned to him by the company and shall give the whole of his time and attention to the said duties and shall note, except with the knowledge and consent of the company, embark, engage or be interested in any other business or employment whatsoever either on his own account or in partnership with others or as agent of any other person or persons whatsoever.
AVIALITE’s office space, equipment, and materials are not to be used for outside employment.
The employee shall at all times diligently and loyally perform the duties assigned to him by the company and shall give the whole of his time and attention to the said duties and shall note, except with the knowledge and consent of the company, embark, engage or be interested in any other business or employment whatsoever either on his own account or in partnership with others or as agent of any other person or persons whatsoever.
AVIALITE’s office space, equipment, and materials are not to be used for outside employment.
3.14 CORRECTIVE ACTION
AVIALITE holds each of its employees to certain work rules and standards of conduct (see Section 4 ). When an employee deviates from these rules and standards, AVIALITE expects the employee’s supervisor to take corrective action.
Corrective action at AVIALITE is progressive. That is, the action taken in response to a rule infraction or violation of standards typically follows a pattern increasing in seriousness until the infraction or violation is corrected.
The usual sequence of corrective actions includes an oral warning, a written warning, probation, and finally termination of employment. In deciding which initial corrective action would be appropriate, a supervisor will consider the seriousness of the infraction, the circumstances surrounding the matter, and the employee’s previous record.
Though committed to a progressive approach to corrective action, AVIALITE considers certain rule infractions and violations of standards as grounds for immediate termination of employment. These include but are not limited to: theft in any form, insubordinate behavior, vandalism or destruction of company property, being on company property during non-business hours, the use of company equipment and/or company vehicles without prior authorization by Management, untruthfulness about personal work history, skills, or training, divulging Company business practices, and misrepresentations of AVIALITE to a customer, a prospective customer, the general public, or an employee.
AVIALITE holds each of its employees to certain work rules and standards of conduct (see Section 4 ). When an employee deviates from these rules and standards, AVIALITE expects the employee’s supervisor to take corrective action.
Corrective action at AVIALITE is progressive. That is, the action taken in response to a rule infraction or violation of standards typically follows a pattern increasing in seriousness until the infraction or violation is corrected.
The usual sequence of corrective actions includes an oral warning, a written warning, probation, and finally termination of employment. In deciding which initial corrective action would be appropriate, a supervisor will consider the seriousness of the infraction, the circumstances surrounding the matter, and the employee’s previous record.
Though committed to a progressive approach to corrective action, AVIALITE considers certain rule infractions and violations of standards as grounds for immediate termination of employment. These include but are not limited to: theft in any form, insubordinate behavior, vandalism or destruction of company property, being on company property during non-business hours, the use of company equipment and/or company vehicles without prior authorization by Management, untruthfulness about personal work history, skills, or training, divulging Company business practices, and misrepresentations of AVIALITE to a customer, a prospective customer, the general public, or an employee.
3.15 TRANSFER
The company reserves the right to transfer the employee to any department or branch of the company.
The employee shall, when requested by the company, travel between or take up temporary residence in the states of Malaysia, Singapore or elsewhere for the purpose of performing duties assigned by the company.
The company reserves the right to transfer the employee to any department or branch of the company.
The employee shall, when requested by the company, travel between or take up temporary residence in the states of Malaysia, Singapore or elsewhere for the purpose of performing duties assigned by the company.
3.16 EMPLOYMENT TERMINATION
Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are a few examples of some of the most common circumstances under which employment is terminated:
Also, an employee is deemed to have terminated his service at the end of a prolonged sick leave entitlement.
Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are a few examples of some of the most common circumstances under which employment is terminated:
- Resignation – voluntary employment termination initiated by an employee.
- Termination – involuntary employment termination initiated by AVIALITE.
- Layoff – involuntary employment termination initiated by AVIALITE for non-disciplinary reasons.
Also, an employee is deemed to have terminated his service at the end of a prolonged sick leave entitlement.
Notice of Termination:
- During probation, both the employee and AVIALITE have the right to terminate employment at will, with or without cause during the Introductory/Probationary Period for New Employees (See Section 3.3, Introductory/Probationary Period for New Employees). Either partiy may terminate employment at anytime by giving the other party twenty four (24) hours' notice in writing or by paying to the other party a sum equivalent to twenty four (24) hours' salary.
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After confirmation, either party reserves the right to terminate this contract as required in Section 12(2) of Employment Act 1955, as follows:
- Less than 2 years – 4 weeks notice (one month)
- 2 years or more but less than 5 years – 8 weeks notice
- 5 years or more – 12 weeks notice
Any employee who terminates employment with AVIALITE shall return all files, records, keys, and any other materials that are property of AVIALITE. No final settlement of an employee’s pay will be made until all items are returned in appropriate condition. The cost of replacing non-returned items will be deducted from the employee’s final paycheck. Furthermore, any outstanding financial obligations owed to AVIALITE will also be deducted from the employee’s final check.
Employee’s benefits will be affected by employment termination in the following manner. All accrued vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee’s expense (See Section 5, Benefits) if the employee elects to do so. The employee will be notified of the benefits that may be continued and of the terms, conditions, and limitations.
3.17 SAFETY
AVIALITE is an OHSAS:18001 certified company. AVIALITE provides information to employees about workplace safety and health issues through regular internal communication such as:
In the case of an accident that results in injury, regardless of how insignificant the injury may appear, employees should notify their supervisor (See Section 3.18, Employee Requiring Medical Attention).
AVIALITE is an OHSAS:18001 certified company. AVIALITE provides information to employees about workplace safety and health issues through regular internal communication such as:
- Training sessions
- Team meetings
- Bulletin board postings
- Memorandums
- Other written communications
In the case of an accident that results in injury, regardless of how insignificant the injury may appear, employees should notify their supervisor (See Section 3.18, Employee Requiring Medical Attention).
3.18 HEALTH-RELATED ISSUES
Employees who become aware of any health-related issue, including pregnancy, should notify their supervisor Human Resources Representative of health status. This policy has been instituted strictly to protect the employee.
A written “permission to work” from the employee’s doctor is required at the time or shortly after notice has been given. The doctor’s note should specify whether the employee is able to perform regular duties as outlined in his/her job description.
A leave of absence may be granted on a case-by-case basis. If the need arises for a leave of absence, employees should notify their supervisor and Human Resources Representative.
Employees who become aware of any health-related issue, including pregnancy, should notify their supervisor Human Resources Representative of health status. This policy has been instituted strictly to protect the employee.
A written “permission to work” from the employee’s doctor is required at the time or shortly after notice has been given. The doctor’s note should specify whether the employee is able to perform regular duties as outlined in his/her job description.
A leave of absence may be granted on a case-by-case basis. If the need arises for a leave of absence, employees should notify their supervisor and Human Resources Representative.
3.19 EMPLOYEE REQUIRING MEDICAL ATTENTION
In the event an employee requires medical attention, whether injured or becoming ill while at work, the employee’s personal physician must be notified immediately. If it is necessary for the employee to be seen by the doctor or go to the hospital, a family member will be called to transport the employee to the appropriate facility. If an emergency arises requiring Emergency Medical Services to evaluate the injury/illness of an employee on-site, the employee will be responsible for any transportation charges. Furthermore, AVIALITE’s employees will not be responsible for transportation of another employee due to liabilities that may occur.
In the event an employee requires medical attention, whether injured or becoming ill while at work, the employee’s personal physician must be notified immediately. If it is necessary for the employee to be seen by the doctor or go to the hospital, a family member will be called to transport the employee to the appropriate facility. If an emergency arises requiring Emergency Medical Services to evaluate the injury/illness of an employee on-site, the employee will be responsible for any transportation charges. Furthermore, AVIALITE’s employees will not be responsible for transportation of another employee due to liabilities that may occur.
3.20 BUILDING SECURITY
All employees who are issued keys to the office are responsible for their safekeeping. These employees will sign a Company Property Disbursement form upon receiving the key. The last employee, or a designated employee, who leaves the office at the end of the business day assumes the responsibility to ensure that all doors are securely locked, the alarm system is armed, thermostats are set on appropriate evening and/or weekend setting, and all appliances and lights are turned off with exception of the lights normally left on for security purposes. Employees are not allowed on Company property after hours without prior authorization from the Management.
All employees who are issued keys to the office are responsible for their safekeeping. These employees will sign a Company Property Disbursement form upon receiving the key. The last employee, or a designated employee, who leaves the office at the end of the business day assumes the responsibility to ensure that all doors are securely locked, the alarm system is armed, thermostats are set on appropriate evening and/or weekend setting, and all appliances and lights are turned off with exception of the lights normally left on for security purposes. Employees are not allowed on Company property after hours without prior authorization from the Management.
3.21 INSURANCE ON PERSONAL EFFECTS
All employees should be sure that their own personal insurance policies cover the loss of anything occasionally left at the office. AVIALITE assumes no risk for any loss or damage to personal property.
All employees should be sure that their own personal insurance policies cover the loss of anything occasionally left at the office. AVIALITE assumes no risk for any loss or damage to personal property.
3.22 SUPPLIES; EXPENDITURES; OBLIGATING THE COMPANY
Only authorized persons may purchase supplies in the name of AVIALITE. No employee whose regular duties do not include purchasing shall incur any expense on behalf of AVIALITE or bind AVIALITE by any promise or representation without written approval
Only authorized persons may purchase supplies in the name of AVIALITE. No employee whose regular duties do not include purchasing shall incur any expense on behalf of AVIALITE or bind AVIALITE by any promise or representation without written approval
3.23 EXPENSE REIMBURSEMENT
Expenses incurred by an employee must have prior approval by a supervisor. All reimbursement/claim request forms should be submitted along with original receipt and turned in to Accounts Payable Department
Expenses incurred by an employee must have prior approval by a supervisor. All reimbursement/claim request forms should be submitted along with original receipt and turned in to Accounts Payable Department
3.24 PARKING
Employees parking their cars or motorcycle outside the company must park at their own risk. The company is not liable for any theft or damages sustained while parking outside the company.
Employees parking their cars or motorcycle outside the company must park at their own risk. The company is not liable for any theft or damages sustained while parking outside the company.
3.25 VISITORS IN THE WORKPLACE
To provide for the safety and security of employees, visitors, and the facilities at AVIALITE, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps ensure security, decreases insurance liability, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances.
All visitors must enter through the main reception area, sign-in, and sign-out at the front desk. Authorized visitors will be escorted to their destination and must be accompanied by an employee at all times.
To provide for the safety and security of employees, visitors, and the facilities at AVIALITE, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps ensure security, decreases insurance liability, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances.
All visitors must enter through the main reception area, sign-in, and sign-out at the front desk. Authorized visitors will be escorted to their destination and must be accompanied by an employee at all times.
3.26 IMMIGRATION LAW COMPLIANCE
AVIALITE employs only Malaysian citizens and those non-Malaysian. citizens authorized to work in Malaysia in compliance with the Immigration Act 1959/63, Passport Act 1966 and Immigration Regulations 1963.
AVIALITE employs only Malaysian citizens and those non-Malaysian. citizens authorized to work in Malaysia in compliance with the Immigration Act 1959/63, Passport Act 1966 and Immigration Regulations 1963.
3.27 MIGRATION - INCOME TAX ACT COMPLIANCE
Employees who are resigning and migrating to another country need to inform HR about their intention to migrate overseas. HR will then inform the Inland Revenue Board of Malaysia (Lembaga Hasil Dalam Negeri LHDN). This is in accordance to Income Tax Act 1967 (Act 53) Section 104.
Employees who are resigning and migrating to another country need to inform HR about their intention to migrate overseas. HR will then inform the Inland Revenue Board of Malaysia (Lembaga Hasil Dalam Negeri LHDN). This is in accordance to Income Tax Act 1967 (Act 53) Section 104.
3.28 HOUSEKEEPING
All employees are responsible to perform regular housekeeping of the office/factory environment. General housekeeping are usually done every last day of the week before leaving the office. AVIALITE requires all employees to maintain good hygiene at all times.
All employees are responsible to perform regular housekeeping of the office/factory environment. General housekeeping are usually done every last day of the week before leaving the office. AVIALITE requires all employees to maintain good hygiene at all times.