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Manpower 10 Anson Road #12-07 International Plaza Singapore 079903 T: +65 6232 8811 F: +65 6232 8804 www.manpower.com.sg

MP Handbook V12.1 Manpower Staffing Services Page 1 of 10 (Singapore) Pte Ltd

Reg No. 199505951H

A WARM WELCOME TO MANPOWER

Welcome to MANPOWER , the world leader in the employment services industry, and we congratulate you on your new assignment with us. This handbook summaries Manpower’s human resource policies, procedures and practices. It provides you a reference through your employment with Manpower; you are encouraged to read it carefully upon receipt. As Manpower continues to grow, policies, procedures and practices may be amended and/or changed. All such amendments or withdrawals will supersede the current ones. As your employer, Manpower is responsible for your well being throughout the duration of your assignment and beyond. We wish you all the best and look forward to your best performance.

MANPOWER GLOBAL VALUES � PEOPLE We care about people and the role of work in their lives

• We respect all of our people as individuals, enabling and trusting them to meet the needs of colleagues, customers and the community.

• We are committed to delivering professional service according to our high quality and ethical standards. • We recognize everyone’s contribution to our success. • We help people develop their careers through planning, work experience, coaching and training. � KNOWLEDGE We learn and grow by sharing knowledge and resources

• We actively listen to our people and customers and act upon this information to improve our relationships and services.

• We pursue the adoption of the best practices worldwide. • We share one global identity and act as one company while recognizing the diversity of national cultures and working

environments. • We reward team behavior. � INNOVATION We dare to innovate and be pioneers

• We thrive on our entrepreneurial spirit and speed of response. • We take risks, knowing that we will not always succeed. • We are willing to challenge each other and not accept the status quo. • We lead by example.

MANPOWER TRAINING & DEVELOPMENT CENTER Staying competitive is essential in today’s job market and continuous learning is a great way to stay competitive. That’s why Manpower offers all its associates free on-line access to Manpower’s Training and Development Center (TDC). Inside the TDC you will find: • More than 5,000 hours of training including e-learning courses in end-user software applications, business skills and

information technology. • Advanced functionality and a configurable user interface. • Assessments and certification exam preparation courses. • Collaboration Centers where you can discuss training content with mentors.

Manpower Handbook for Associates working at ExxonMobil

MP Handbook V12.1 Page 2 of 10

CONTENTS PART I – HUMAN RESOURCE POLICIES AND PRACTICES 1. EMPLOYMENT PRACTICES

1.1 WORK LOCATION, WORKING HOURS AND OFFICIAL BREAK TIME 1.2 PUNCTUALITY AND ATTENDANCE 1.3 CLASSIFIED INFORMATION 1.4 COMMUNICATION 1.5 RESIGNATION/TERMINATION OF EMPLOYMENT

2. COMPENSATION AND SALARY ADMINISTRATION

2.1 COMPENSATION POLICY 2.2 SALARY PAYMENT PERIOD 2.3 OVERTIME CALCULATION 2.4 TIMESHEET MANAGEMENT AND SUBMISSION 2.5 CLAIM MANAGEMENT AND SUBMISSION 2.6 LOCAL TRANSPORT CLAIM FOR TRAVELLING ON THE CLIENT’S REQUEST

3. DISCIPLINARY AND GRIEVANCES

3.1 DISCIPLINARY PROCEDURE 3.2 GROSS MISCONDUCT 3.3 GRIEVANCES

4. HEALTH AND SAFETY AT WORK

4.1 RESPONSIBILITY 4.2 ALCOHOL AND DRUG TEST

PART II – ENTITLEMENT AND BENEFITS 1. LEAVE ENTITLEMENT

1.1 ANNUAL LEAVE 1.2 SICK LEAVE AND HOSPITALIZATION LEAVE 1.3 NATIONAL SERVICE LEAVE 1.4 MATERNITY LEAVE 1.5 CHILDCARE LEAVE 1.6 INFANT CARE LEAVE 1.7 MARRIAGE LEAVE 1.8 COMPASSIONATE LEAVE 1.9 EXAMINATION LEAVE 1.10 OFF-IN-LIEU

2. BONUS



PART I – HUMAN RESOURCE POLICIES AND PRACTICES 1. EMPLOYMENT PRACTICES

1.1 WORK LOCATION, WORKING HOURS AND OFFICIAL BREAK TIME Below are the Client’s various office/site locations:

Office/Site Location

HarbourFront Tower One 1 HarbourFront Place Singapore 098633

Singapore Chemical Plant (SCP)* 100 Jurong Island Highway Singapore 627867

Jurong Lubricants Terminal* 35 Shipyard Road Singapore 628132 or 37 Shipyard Road Singapore 628132 or 39 Shipyard Road Singapore 628133

Jurong Island Refinery (PAC)* 1 Pulau Ayer Chawan Place Jurong Island Singapore 627871

Jurong Pioneer Road Refinery* 18 Pioneer Road Singapore 628498

Hougang Training Centre 600 Hougang Avenue 3 Singapore 538846

JTC Summit 8 Jurong Town Hall Road #11-00 The JTC Summit Singapore 609434

*Singapore Chemical Plant, Jurong Lubricants Terminal, Jurong Island Refinery and Jurong Pioneer Road

Refinery are considered to be under the same cluster.

Contract Staff should observe the Client’s working hours and official break time as stipulated in the Schedule A, or as advised by the Line Manager.

The Client reserves the right to change the working hours whenever they deem necessary.

Contract Staff may be assigned to any of the Client’s office/site location and will be subjected to work hours or shift patterns of any of the Client’s office/site locations to which Contract Staff is assigned to from time to time.

1.2 PUNCTUALITY AND ATTENDANCE

The staff is expected to arrive at the Client’s office in good time so that work may commence punctually. Unauthorized absences or tardiness hinders the day-to-day operations of the department and causes inconvenience to colleagues. If you are unable for any reason to work on an Assignment or report for work during an Assignment, you should inform your Line Manager or Manpower as soon as possible, but no later than your official start time on the first day of absence, to enable alternative arrangements to be made. Failure to do so will render the staff liable to disciplinary action.

1.3 CLASSIFIED INFORMATION

The staff shall not at any time during the continuance of his/her employment with Manpower, directly or indirectly and without the prior consent of Manpower, engage or interest himself or herself, whether for reward or gratuity, in any work or business not related to Manpower.

The staff should not at any time during or after his/her employment, disclose any information, practices or confidential business of the Client, which may have come to his/her knowledge through the course of employment with Manpower and the Client and which is not of public knowledge.

1.4 COMMUNICATION

To enhance good and effective two-way communication, the following points must be noted: a Talk to the respective Consultant or Line Manager and discuss your problems and suggestions with

him/her. b Notify your Consultant of any change in your personal particulars such as:

- Home Address - Contact Number - Marital Status - Any other relevant information



1.5 RESIGNATION/TERMINATION OF EMPLOYMENT Manpower or the staff may terminate the employment by serving the other party the required notice or pay salary in-lieu-of notice. The staff needs to submit his/her resignation letter to Manpower and inform the respective Consultant. The Consultant will acknowledge acceptance of resignation after discussion with the Line Manager.

On the last day of service, the staff shall submit a copy of his/her final endorsed timesheet, together with all the necessary supporting/off-boarding documents to Manpower upon completing his/her hand-over and exit clearances. Final payout will only be processed after Manpower has received the final endorsed timesheet, together with all the necessary supporting/off-boarding documents. In the event Manpower is required to seek tax clearance for the staff, Manpower reserves the right to withhold all monies due to the staff and the withheld amount will not be released until tax clearance is given.

2. COMPENSATION AND SALARY ADMINISTRATION

2.1 COMPENSATION POLICY Remuneration is based on skills, aptitude, experience, education and job responsibilities. The staff is to take

note that information concerning his/her remuneration is confidential and at no time should he/she divulge his/her own or other party’s remuneration to any person. Failure to observe this rule will result in disciplinary action.

2.2 SALARY PAYMENT PERIOD

The staff will be paid his/her current month’s base salary and the previous month’s other payout like overtime payment, reimbursement, allowance, etc. on the last day of the month through GIRO. As banks in Singapore have moved to a 5-day clearing week, in the event that the last day of the month falls on a Saturday, Sunday or Public Holiday, payment will be credited on the following Monday.

2.3 OVERTIME CALCULATION - applicable for staff under the NMPT Category only

Overtime hours are calculated in blocks of 15 minutes (rounded down to the nearest 15 minutes). The hourly basic rate of pay during the normal working hours is calculated using the formula below:

and the daily basic rate of pay during the normal working hours is calculated using the formula below:

The respective overtime rates will apply for overtime work performed under the following circumstances:

Description Overtime Rate

On a scheduled Work Day 1.5X hourly rate of pay

On a scheduled Off Day 1.5X hourly rate of pay

On a scheduled Rest Day

1.0X daily basic rate if period of work does not exceed half normal hours of work

2.0X daily basic rate if period of work exceed half normal hours of work

2.0X hourly rate of pay for any hour worked in excess of the normal working hours for that day

On a gazetted Public Holiday

For monthly rated contract, 1.0X daily rate of pay during the normal working hours for that day

For monthly rated contract, 2.0X hourly rate of pay for any hour worked in excess of the normal working hours for that day

For hourly rated contract, 2.0X hourly rate of pay for any hour for work on that day

Between Midnight and Start Time of Work 2.0X hourly rate of pay for each hour worked

Call-Out Pay

1) Each call-out shall attract a meal allowance (amount as stipulated in the Schedule A)

2) An additional 2 hours shall be payable at the applicable overtime rate. These 2 hours shall not be used to compute the overall meal allowance e.g. if the staff is being asked to work (on call-out) for 6 hours, he/she shall be paid 8 hours (6+2) hours at applicable overtime rate based on the above table.

3) Each separate request to return to work shall be considered a separate call-out.

Hourly Basic Rate of Pay = Base Salary X 12

44 X 52

Daily Basic Rate of Pay = Base Salary X 12

5 X 52



2.4 TIMESHEET MANAGEMENT AND SUBMISSION Kindly ensure that your timesheet is signed by your Line Manager (or an authorized personnel), together with

the Client’s company stamp, at the end of every month. A copy of the endorsed timesheet must reach Manpower Office by the 5th of the following month (please fax the endorsed timesheet to us at 6232 8804 or scan and email to [email protected]) and ensure you have a copy for your own record. Failure to submit your timesheet on time may result in a delay of your salary payment hence we seek your full cooperation in this matter.

2.5 CLAIM MANAGEMENT AND SUBMISSION

In the event the Contract Staff incur expenses for work purpose, complete and submit the Expense Claim Form together with the original receipts to your Line Manager for his approval at the end of the month. Original receipts are required for all claims regardless of the amount - the exceptions are for mileage and ERP claims where no receipt is issued. A copy of the endorsed (duly signed and with the Client’s company stamp) Expense Claim Form and copies of receipts must reach Manpower Office by the 5th of the following month (please fax the endorsed Expense Claim Form and receipts to us at 62328804 or scan and email to [email protected]) and ensure you have a copy for your own record. All original receipts must be submitted to your respective Staff Assistant for record and audit purpose.

2.6 LOCAL TRANSPORT CLAIM FOR TRAVELLING ON THE CLIENT’S REQUEST Please refer to the following scenarios to determine if you are eligible for local transport claims:

Trip Local Transport Claim Entitlement

From home to offsite location NOT within the same cluster on a scheduled Work Day √

From home to offsite location NOT within the same cluster on a scheduled Off Day, Rest Day or Public Holiday

X (please refer to Overtime Transport Claim

entitlement)

From home to offsite location within the same cluster on a scheduled Work Day X

From home to offsite location within the same cluster on a scheduled Off Day, Rest Day or Public Holiday


entitlement)

From office to offsite location √

From offsite location back to office √

From offsite location NOT within the same cluster to home on a scheduled Work Day without performing any overtime √

From offsite location NOT within the same cluster to home on a scheduled Work Day and performed overtime


entitlement)

From offsite location NOT within the same cluster to home on a scheduled Off Day, Rest Day or Public Holiday


entitlement)

From offsite location within the same cluster to home on a scheduled Work Day without performing any overtime X

From offsite location within the same cluster to home on a scheduled Work Day and performed overtime


entitlement)

From offsite location NOT within the same cluster to home on a scheduled Off Day, Rest Day or Public Holiday


entitlement)



3. DISCIPLINARY AND GRIEVANCES

3.1 DISCIPLINARY PROCEDURE Discipline is the process of regulating employees into a responsible and effective workforce. All staff shall at all times faithfully and diligently carry out their duties to the best of their ability.

All staff are expected to observe the normal work rules governing people at work. Manpower shall not condone any willful or inexcusable breaches of the Client’s company rules. Violations of such rules may result in disciplinary action which leads to dismissal.

While it is impossible to cover every rule of conduct under every circumstance, the rules presented in this policy are reasonably complete as a guide. When changes to the rules occur, notice of such changes will be disseminated through emails or other communication tools.

Set out below are some examples of work rules violations. • Failure to take constructive and co-operative approach to your work and with your colleagues; • Failure after appropriate training, to achieve and maintain the full requirements of the position; • Failure to observe the terms and conditions stipulated in the Employment Contract; • Failure to observe such rules and regulations as may be notified by the Client; • Insubordination or willful refusal or failure to carry out reasonable work request as assigned; • Unauthorized absence, failure to comply with absence procedure or unsatisfactory record of sickness; • Working in an unsafe manner deliberately as to pose a danger to one self or fellow employees; • Threaten, intimidate or coerce other employees; • Display violent and unprofessional behaviors; • Act of mischief or vandalism resulting in the loss or damage of Manpower’s or personal properties; • Misuse of the Client’s property including internet access. • Unauthorized purchase; and • Any act in breach of the government rules.

3.2 GROSS MISCONDUCT

In cases of gross misconduct, Manpower would summarily dismiss the staff without notice or payment in-lieu-of notice. Examples of conduct that would normally lead to summary dismissal are as follows: • Falsifying of accounts or records. It includes falsifying employment application and medical history; • Dishonesty in the representation of the Client or its services; • Misappropriating the Client’s money or borrowing money without written permission from an authorized

member of management; • Fighting, physical or verbal assault or using threatening behavior on Manpower’s or the Client’s premise; • Any act of criminal nature, whether committed on Manpower, the Client or other premises during or

outside the normal course of employment which has a detrimental effect on an individual’s job, working relationships and/or Manpower’s business efficiency or reputation.

• Deliberate attempt to misrepresent or hide information in the course of his/her employment.

Where gross misconduct has been alleged, the staff may be suspended with or without pay, pending an investigation and disciplinary hearing.

Manpower reserves the right to report any offence to the police and will allow a full investigation to be made. It is also rightful of Manpower to seek compensation to recover from the losses and damages incurred due to his/her act of misconduct.

3.3 GRIEVANCES In the event that the staff feels that rules have been applied to him/her in an unfair manner, or that the

disciplinary action applied is unfair, the staff may refer the grievance to his/her next tier of management to seek recourse.

4. HEALTH AND SAFETY AT WORK

4.1 RESPONSIBILITY

Manpower is committed to provide and maintain safe and healthy working conditions for all our staff. It is our intention that its work will be carried out in accordance with the relevant statutory provisions and all reasonable, practicable measures will be taken to avoid risk to its staff and others whilst visiting the Client’s premise.

Safety is the responsibility of all staff. To provide a safe working environment, all staff have the following responsibilities: • To take reasonable care for the health and safety of yourself and of other persons who may be affected

by the staff’s acts or omissions whilst at work. • Co-operate with the Client and Manpower to ensure that all relevant provisions of the Workplace Safety

and Health Act (WSHA) are observed. • Work safely and do not intentionally or recklessly interfere with anything that has been provided in the

interest of health, safety and welfare. All equipment should be used correctly accordingly to operating instructions.



• Ensure that you understand and carry out all emergency procedures, fire precautions and evacuation procedures.

Report immediately to your Line Manager any potential hazard to any staff or the general public.

4.2 ALCOHOL AND DRUG TEST Below are the various job categories and the Alcohol and Drug (A&D) test criteria and process:

Designated : Has a high exposure to a catastrophic operational incident; has a direct role in operations where failure could result in serious harm to public or employee well-being, company assets, or the environment; and has no direct or very limited supervision available to provide operational checks. Safety Sensitive : Has a high exposure to catastrophic operational incident and has access to operations where failure could result in serious harm to public or employee well being, company assets, or the environment. Low Exposure : Has an indirect role and no access to operations where failure could result in serious harm to public or employee well being, company assets or the environment. Contract Staff under the job categories of Safety Sensitive or Designated has to pass the A&D test, conducted by Drs. Bains & Partners LLP, before the commencement of his/her service and prior to a contract renewal. Please refer to the below for the clinic location: Drs. Bains & Partners LLP (Raffles Quay Main Clinic) 1 Raffles Quay #09-03 One Raffles Quay North Tower Singapore 048583 Contract Staff taking the A&D test has to bring along his/her original identification card which bears a photo image (NRIC/Passport/EP Card). Urine samples will be collected for the A&D test. Additionally, Contract Staff will be required to complete a declaration form at the clinic to state whether they are on medication and the name of medication, if any. The test duration is between 30 minutes and 60 minutes. No payment is required as the clinic will invoice Manpower directly. Contract Staff under the job category of Designated may also be selected on a random basis to take the A&D test before their scheduled working hours or when on the job. Contract Staff who received a call from Manpower to take the A&D test has to be at the clinic within 2 hours after receiving the call. Manpower reserves the right to request any Contract Staff to take the A&D test at its sole discretion. A positive A&D test result or refusal to submit to an A&D test is grounds for disciplinary action, including termination.



PART II – ENTITLEMENT AND BENEFITS 1. LEAVE ENTITLEMENT

Contract Staff is required to submit a Leave Application Form to apply for any leave, including unpaid leave. The completed Leave Application Form has to be submitted to the Line Manager for his approval. Please fax or scan and email the signed and approved Leave Application Form to 6232 8804 or [email protected].

1.1 ANNUAL LEAVE

• Annual leave application and approval is based on earned annual leave. Under exceptional circumstances where advance leave is approved by the Line Manger, it shall be treated as unpaid leave and salary will be deducted accordingly.

• The staff needs to submit a completed leave application form to his/her Line Manager at least 3 working days in advance for his approval.

• One day of annual leave will be credited to the annual leave entitlement if a Public Holiday falls on a scheduled Off Day.

• All annual leave should be utilized by the end of the contract. • Encashment of unconsumed annual leave is subject to the approval of the Line Manager. • Manpower and the Client are not obligated or liable to pay leave encashment for unconsumed annual

leave. • Subject to the Line Manager’s approval, Contract Staff may carry forward a maximum of 5 days of annual

leave to the next contractual period in the event the Contract Staff is not allowed to clear his/her annual leave due to business needs. Annual leave carried forward from previous contract have to be utilized within the first 3 months of the next contractual period. Unconsumed annual leave carried forward will be forfeited if not utilized within the first 3 months of the next contractual period.

1.2 SICK LEAVE AND HOSPITALIZATION LEAVE

• Contract Staff who has worked for at least 3 months is entitled to paid sick leave as follows:

Number of Completed Months of Service Sick Leave Entitlement

3 months 5 days and up to 15 days if hospitalization is required



6 months and above 14 days and up to 60 days if hospitalization is required

• The total number of days of sick leave that Contract Staff can take is capped at 14 days and up to 60 days if hospitalization is required per anniversary year.

• The staff must submit a completed leave application form to his/her Line Manager within 2 working days after he/she returns to work.

• The original medical certificate must be attached together with the leave application form for the Line Manager’s approval. If the medical certificate is not attached, annual leave will be deducted in place of sick leave in this case.

• All original medical certificates must be submitted to Manpower for record and audit purpose. • Unconsumed sick leave benefits will not be carried forward to the new contract and no payment shall be

made in-lieu-of unconsumed sick leave benefit. • Sick Leave will be computed on a per day basis; 0.5 day Sick Leave is not recognized and shall be

deemed as 1.0 day Sick Leave.

1.3 NATIONAL SERVICE LEAVE The staff needs to submit the National Service Notification Letter to his respective Consultant 4 weeks in advance in order for Manpower to make the necessary claims from the Ministry of Defence (MINDEF).

1.4 MATERNITY LEAVE

A female contract staff is entitled to 8 weeks of Maternity Leave and an additional 8 weeks of Government-Paid Maternity Leave for her first and second child and 16 weeks of Government-Paid Maternity Leave in respect of her third and subsequent child if you meet the following criteria: • You are lawfully married; and • Your child is born on or after 17 August 2008; and • Your child is a Singapore Citizen; and • You have been in continuous service for at least 90 days before the birth of the child.

You will be eligible for maternity leave benefits if you are retrenched within the last 3 months of pregnancy or dismissed without sufficient cause within 6 months before the birth of your child.

Any unconsumed maternity leave benefits at the end of your contract would lapse.



1.5 CHILDCARE LEAVE All contract staff, including managerial, executive and confidential staff, with any Singapore Citizen child (including legally adopted child and stepchild) below 7 years of age, are entitled to 6 days of statutory paid Childcare Leave per year provided the staff is lawfully married and has been in service for at least 3 months. The Government will pay for the 4th to 6th day of Childcare Leave (capped at $500 per day, including CPF) each year. Regardless of the number of children, the total Childcare Leave entitlement is capped at 6 days per year. The tables below indicate the number of childcare leave days a Contract Staff is eligible for if he/she serves for less than one year of service:

New Hire in the First Year of Employment Number of Completed Months of Service Eligible Childcare Leave 1 Not Eligible

2 Not Eligible

3 2 days

4 2 days

5 3 days

6 3 days

7 4 days

8 4 days

9 5 days

10 5 days

11 6 days

12 6 days

Termination of Contract in the Last Year of Employment Number of Completed Months of Service in the Last Year of Employment before Termination Eligible Childcare Leave

1 0 if Contract Staff has worked less than 3 months; 2 days if Contract Staff has worked more than 3 months 2

3 2 days

4 2 days

5 3 days

6 3 days

7 4 days

8 4 days

9 5 days

10 5 days

11 6 days

12 6 days

1.6 INFANT CARE LEAVE

All contract staff, including managerial, executive and confidential staff, with a Singapore Citizen child aged below 2 years old, will be entitled to 6 days of unpaid Infant Care Leave per year provided the staff is lawfully married and has been in service for at least 3 months.

1.7 MARRIAGE LEAVE Not Eligible 1.8 COMPASSIONATE LEAVE Not Eligible 1.9 EXAMINATION LEAVE Not Eligible 1.10 OFF-IN-LIEU

Manpower will not administer any off-in-lieu which is agreed between the Line Manager and the Contract Staff; off-in-lieu has to be administered by both the Line Manager and the Contract Staff. No encashment is allowed for unconsumed off-in-lieu at the end of the contract. Unconsumed off-in-lieu cannot be carried forward to the next contractual period.



2. BONUS Contract Staff is entitled to a bonus payout as stipulated in the Schedule A, subject to the Line Manager’s approval at the completion of the assignment or each anniversary year (whichever comes first). Bonus is calculated in direct proportion to the number of completed calendar days (excluding all unpaid leave taken during the contract period), and will not be paid if the assignment is terminated due to misconduct or performance reasons. For Contract Staff whose contract will be renewed, the bonus will not be paid together with the base salary in the month of contract renewal. Contract Staff needs to submit the endorsed timesheet for the month of contract renewal to Manpower on time in order for Manpower to calculate the bonus amount. Manpower will then forward the computed bonus amount to the Line Manager for his approval. Upon receiving the approval, the bonus will be processed and credited into the bank account of the Contract Staff on the next available payroll date. For Contract Staff whose contract will not be renewed or are terminated, the bonus will be calculated only after Manpower has received the final endorsed timesheet, together with all the other supporting documents. Manpower will then forward the computed bonus amount to the Line Manager for his approval. Upon receiving the approval, the bonus will be processed and credited into the bank account of the Contract Staff on the next available payroll date.

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