The work rules and standards of conduct for AVIALITE are important, and the Company regards them seriously. All employees are urged to become familiar with these rules and standards. In addition, employees are expected to follow the rules and standards faithfully in doing their own jobs and conducting the Company’s business. Please note that any employee who deviates from these rules and standards will be subject to corrective action, up to and including termination of employment (see  Section 3.13 , Corrective Action). 

While not intended to list all the forms of behavior that are considered unacceptable in the workplace, the following are examples of rule infractions or misconduct that may result in disciplinary action, including termination of employment.

• Theft or inappropriate removal or possession of property;

• Falsification of timekeeping records (See  Section 5.2 , Timekeeping);

• Working under the influence of alcohol or illegal drugs (See  Section 4.5 , Substance Abuse);

• Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace (See  Section 4.5 , Substance Abuse);

• Fighting or threatening violence in the workplace;

• Boisterous or disruptive activity in the workplace;

• Negligence or improper conduct leading to damage of company-owned or customer-owned property;

• Insubordination or other disrespectful conduct;

• Violation of safety or health rules;

• Smoking in the workplace;

• Sexual or other unlawful or unwelcome harassment (See  Section 4.3 , Harassment, Including Sexual Harassment);

• Excessive absenteeism or any absence without notice (See also,  Section 4.1  Attendance/Punctuality and 4.2, Absence without Notice);

• Unauthorized use of telephones, or other company-owned equipment (See  Section 4.7 , Telephone Use);

• Using company equipment for purposes other than business (i.e. playing games on computers or personal Internet usage);

• Unauthorized disclosure of business “secrets” or confidential information;

• Violation of personnel policies; and

• Unsatisfactory performance or conduct.

4.1 ATTENDANCE/PUNCTUALITY
The Company expects that every employee will be regular and punctual in attendance. This means being in the office, ready to work, at their starting time each day. Absenteeism and tardiness places a burden on other employees and on the Company.

If you are unable to report for work for any reason, notify HR department before regular starting time. You are responsible for speaking directly with HR department about your absence. It is not acceptable to leave a message to your colleague. In this case you will be assume that you are absence without notice. The company phone number is +603-8941 4227.

Should undue tardiness become apparent, disciplinary action may be required.

If there comes a time when you see that you will need to work some hours other than those that make up your usual work week, notify your supervisor at least seven working days in advance. Each request for special work hours will be considered separately, in light of the employee’s needs and the needs of the Company. Such requests may or may not be granted.

4.2 REPORTING ABSENCE
When  you are unable to work owing to illness or an accident or in the event of an unexpected absence, please notify your supervisor, or the supervisor's designee, no later than two hours after the beginning of the scheduled workday. This will allow the Company to arrange for temporary coverage of your duties, and helps other employees to continue work in your absence.  Planned absences require notification to, and approval from, the supervisor.

Emergency Leave (E.L.): Emergency leave is for " EMERGENCY cases " only. An Emergency Leave can be requested upon a sudden condition of illness, injury or medical condition or disaster that renders an employee incapable of work or duty. It can also be the sudden death, illness, injury or medical condition of someone close or an immediate family member.
Approved E.L. can be up to a maximum of 5 days per calender year, Emergency Leave can not be carried forward to the next year. 
Proof of entitlement for Emergency Leave: To validate an E.L. claim, the Employer has the right to require an employee to provide reasonable evidence and justification in the circumstances that he or she is eligible for an Emergency Leave of absence. What will be reasonable in the circumstances will depend on all of the facts of any given situation, such as the duration of the leave, whether there is a pattern of absences, whether any evidence is available, and the documented bill of the evidence.

4.4 HARASSMENT, INCLUDING SEXUAL HARASSMENT
AVIALITE is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated.

If you believe you have been the victim of harassment, or know of another employee who has, report it immediately. Employees can raise concerns and make reports without fear of reprisal.

Any supervisor who becomes aware of possible harassment should promptly advise their supervisor or the Human Resources Representative who will handle the matter in a timely and confidential manner.

4.5 PUBLIC IMAGE
A professional appearance is important anytime that you come in contact with customers or potential customers. Employees should be well groomed and dressed appropriately for our business and for their position in particular.

The following items are considered inappropriate working attire for AVIALITE:

• Open-toed sandals
• Tank tops or revealing shirts 
• Short mini skirts
• T-shirts with inappropriate or offensive gestures or advertising 

• Slacks and dress shirt or blouse
• Dress or skirt and blouse
• Company shirt

If management occasionally designates "casual days," appropriate guidelines will be provided to you. Consult your supervisor if you have any questions about appropriate business attire. 

4.6 SUBSTANCE ABUSE
The Company is committed to providing a safe and productive workplace for its employees. In keeping with this commitment, the following rules regarding alcohol and drugs of abuse have been established for all staff members, regardless of rank or position, including both regular and temporary employees. The rules apply during working hours to all employees of the Company while they are on Company premises or elsewhere on Company business.

• The manufacture, distribution, possession, sale, or purchase of controlled substances of abuse on Company property is prohibited.
• Being under the influence of illegal drugs, alcohol, or substances of abuse on Company property is prohibited.
• Working while under the influence of prescription drugs that impair performance is prohibited.

• Using, selling, purchasing, transferring, manufacturing, or storing an illegal drug or drug paraphernalia, or attempting to or assisting another to do so, while in the course of employment.
• Working or reporting to work, conducting Company business or being on Company property while under the influence of an illegal drug or alcohol, or in an impaired condition.

4.7 TOBACCO/CIGARRATE PRODUCTS
The use of tobacco/cigarrate products is not permitted anywhere on the Company’s premises. 

4.8 TELEPHONE USE
AVIALITE's telephones are intended for the use of serving our customers and in conducting the Company’s business.

Personal usage during business hours is discouraged except for extreme emergencies. All personal telephone calls should be kept brief to avoid congestion on the telephone line.

To respect the rights of all employees and avoid miscommunication in the office, employees must inform family members and friends to limit personal telephone calls during working hours.

If an employee is found to be deviating from this policy, he/she will be subject to disciplinary action (See  Section 3.12 , Corrective Action).

4.9 INTERNET USE
AVIALITE employees are allowed use of the Internet and e-mail when necessary to serve our customers and conduct the Company’s business.

Employees may use the Internet when appropriate to access information needed to conduct business of the Company. Employees may use e-mail when appropriate for Company business correspondence.

Use of the Internet must not disrupt operation of the company computer network. Use of the Internet must not interfere with an employee's productivity. Employees are responsible for using the Internet in a manner that is ethical and lawful.

Internet messages are public and not private. AVIALITE reserves the right to access and monitor all files and messages on its systems.

4.10 CONFLICT OF INTEREST
Employees dealing with the Company’s business must act in the best interest of the company and must disregard any personal preference or advantage.

Employees should avoid entering into situations in which their personal, family or financial interest may conflict with those of AVIALITE. Where any potential conflict of interest may arise, the employee should declare that interest and seek advice from senior management.

Examples of conflict that must be declared and resolved include:

• having a family interest in a transaction with AVIALITE or any supplier or customer;
• hiring of a family member in any capacity;
• having an interest in a competitor, supplier or customer of the Company;
• having an interest in an organization that has, or seeks to do business with the Company;
• acquiring an interest in property (such as patent rights, real estate or securities) where the Company has, or might have, an interest.