VERSION 1 - 2019

HUMAN RESOURCE HANDBOOK

CONTENT

1 Onboarding/ Probation

2 Compensation

3 Benefits

4 Performance Management Process

ONBOARDING/

PROBATION

INDUCTION

On your first day, you will be

welcomed by HR, who will walk

you through your onboarding

process.

BUDDY

You will be assigned a buddy who

will help you assimilate quickly and

properly into the new working

environment. He/ She acts as your

point of contact doe queries

relating to the organisation

practices.

Cathay Group welcomes you onboard!

PROBATION PERIOD

All new staff including rehires

will undergo probation starting

from the date of appointment.

PROBATION

CONFIRMATION REQUIREMENTS

A new employee who has performed exceptionally well during the

probation period may be confirmed earlier if recommended by the

hiring HOD. The recommendation must be approved by the ED/MD.

JOB LEVEL PROBATION PERIOD

Level 2 to Level 8 6 months

Level 9 to Level 10 3 months

PROBATION

Procedure for confirmation ofemployment• New staff who is due for

confirmation of employment willreceive an email notificationfrom Group HR to login toFilemaker to complete self-appraisal.

• Supervisors and HOD shallappraise the new staff at theend of the probation period bycompleting and submitting theperformance appraisal formthrough Filemaker.

• The Group HR shall issue a letterof confirmation and a staff passto the newly confirmedemployee.

• Upon confirmation, salary maybe adjusted based on theoutstanding performance, andrecommendation by the HOD inconsultation with the Group HR.Salary adjustment will be statedin the letter of confirmation.

Extension of Probation• If probationary period is to be

extended due to unsatisfactoryperformance, the HOD mustinform the Group HR. The lengthof the extended period shall notexceed 3 months. Only oneextension is allowed.

• The Group HR shall issue a letterwith an extension of theprobation period to the newemployee.

• HOD is required to continuemonitoring and helping the newemployee improve on theunsatisfactory areas.

Non ConfirmationIf an employee who is onprobation is found unsuitable forconfirmation in his/herappointment, services may beterminated by Cathay accordingto notice period stated in yourLOA in writing.

MONTHLY GROSS SALARYSalary is paid on every second last day of the month. If payday fallson a Public Holiday or weekend, you will be paid on day before thepreceding day.

Payment will be made through your preferred bank accountindicated to Human Resource System (HRIS - link to self service toupdate bank account).

ANNUAL WAGES SALARY (PAID IN JUNE & DECEMBER)All confirmed employees who have at least 6-months of service andare on the payroll at the time of payment are eligible. Payment willbe pro-rated for employees who did not serve a full year of service.

VARIABLE BONUS (PAID IN MARCH)Based on performance grading obtained for work done in calendaryear. All confirmed employees who have at least 6-months of serviceand are on the payroll at the time of payment are eligible. Paymentwill be pro-rated for employees who did not serve a full year ofservice.

COMPENSATION

Note: AWS & VB is subjected to and paid in accordance with theCompany’s policy in effect at the time of proposed payment andpayable at such time as the Company may determine.

SALARY RANGES AND INCREMENTS

COMPENSATION

1 2MARKET

BENCHMARKS

INDIVIDUAL

PERFORMANCE

AWARDS

Long Service Award

WELLNESS

Annual Health Screening

LEAVE MATTERS

Half-day Leave

Sick Leave

FAMILY

Childcare Leave

Maternity Leave

Paternity Leave

Shared Parental Leave

Infant Care Leave

Adoption Leave

Fur-ternity Leave

MEDICAL Cathay Medical Benefits CardList of approved Medical

Institutions

FLEXIBLE BENEFITS SCHEMEClaim GuidelinesClaimable Items

GIFT AND TOKEN SCHEMECondolence/Bereavement Gift

OTHERSOff-in-lieu for Official DutiesNo Pay LeaveFlexible Work Arrangements

BENEFITS

OUTPATIENT BENEFITS ENTITLEMENT

Medical Services at Panel General Practitioner (Refer to Mobile App for panel doctor listing)Limit Per VisitCo-Payment Per Visit

As Charged$10

Medical Services at Government Polyclinic in SingaporeLimit Per VisitCo-Payment Per Visit

As ChargedNil

Medical Services at an A&E Department of any Hospital in Singapore

Limit Per Visit at Private HospitalsLimit Per Visit at Singapore Government / Restructured Hospitals (Cashless facility at SGH / CGH / TTSH)Co-Payment Per Visit

$1002

$10Medical Services at Non-panel Clinic in SingaporeLimit Per VisitMaximum Number of Visit Per YearCo-Payment Per Visit

$205

$10Medical Services at an Outpatient Clinic Outside Singapore (Only valid for staff who stay in Johor Bahru)Limit Per Visit Per DayMaximum Number of Visits Per YearCo-Payment Per Visit

$505

$10

Employees are required to download SupremeCare Mobile application that located at

Google Play (Andriod user) or Appstore (Iphone user). Kindly download attached user

manual for reference.

SupremeCare Mobile App User Guide.pdf

MEDICAL

1

2

3

4

5

All medical outpatient claims (non panel/ hospitals) need to submitthrough SupremeCare mobile application provided by Great Eastern.Reimbursement will pay directly to employee’s bank account as statedin Cathay HRIS, hence employees need to make sure the bank details isup to date.

HR will issue medical benefit card to employees for subsidy according tomedical benefits.

Resigned staff will need to return medical card to HR before last servicedate.

Please note that any replacement of the lost card, a fee will be leviedand a police report is required.

Kindly download the SupremeCare application to view the updatedapproved panel institution.

MEDICAL

ENTITLEMENT

The objective of the Flexible Benefits is to enhance Personal Development& Well-Being of staff and Relationship-Building with Family. Employee iseligible for $400 per calendar year (at least 25% of Flexi-Benefit quantumto be used for the purchase of insurance) to spend your lifestyle andpersonal needs. Flexible benefits are pro-rated for eligible employees on acompleted month basis upon joining and leaving the Company.Unclaimed amount cannot be carried forward to the next calendar yearand cannot be encashed.

CLAIM PERIOD

Only can submit claim in June & December.

LIST OF ITEMS YOU CAN SEEK REIMBURSEMENT:

Healthcare ($100/RM100 for Malaysia Staff)

1. Annual Check-up / Health Screening Fees

2. Healthcare related equipment for self (e.g. Blood pressure monitor,first aid kits, hearing aids etc.)

3. Immunisation fees

FLEXIBLE BENEFIT

INSURANCE/DENTAL/OPTICAL($100/RM100 FOR MALAYSIA STAFF)

1. Applicable for all types of insuranceplans (e.g. Medical insurance, lifeinsurance, travel insurance) whereemployee is the policy owner(except for Medisave deductibleplan, car & property insurancepolicies).

2. Dental care

3. Optical (e.g. spectacles and contactlenses)

RECREATION ($200/RM200 FOR MALAYSIASTAFF)

1. Air tickets, coach fees & hotelaccommodation for vacationoverseas. Local chalets & hotels for aget-away. This is for employees onlyand excludes family members &friends. Payment for entrance fees toplaces of interest in Singapore. Forclaims for air ticket, coach andchalet/hotel accommodation,employees must submit originalreceipt as well as documents such asair ticket/coach/hotel confirmationindicating their names as apassenger or guest.

2. Fitness Courses and gym membership

FLEXIBLE BENEFIT

Note: The Company may, at its sole discretion, amend this Policy fromtime to time as it deems necessary and employees will be informed ofany amendments.

CONDOLENCES GIFT

Immediate family members

of deceased Cathay Group

will received a condolence

gift of $100/RM100

(Malaysia). WELF

AR

EB

EN

EFITS

For hospitalization gift andbereavement wreath or donation,staff have to request through thehead of department.

When Cathay Group staff or anyimmediate member of the stafffamily passed away, the divisionhead may buy “bereavementtoken” or give a bereavementdonation”, appropriate for theoccasion, amounting to$100/RM100(Malaysia) to thebereaved family on behalf ofCathay. An immediate familymember refers to spouse, thechild/children, siblings(brothers andsisters), parents and parents-in-laws.

Otherwise, the head of departmentmay contact HR appointed florist tosend a get-well hamper to thepatient in the hospital.

HOSPITALIZATION & BEREAVEMENT

STAFF WELFARE & WELLNESS BENEFITS

CATHAY ANNUAL HEALTH SCREENING

On a yearly basis, HR shall source for health screening packages based

on Ministry of Health recommendation for age groups and gender

these must be approved by the Executive Director. In the event

employee’s health screening result is non-conclusive and the doctor

recommends further checks (such as CT scan etc). The expenses

related to further checks shall be paid by the company. Health

screening results are required to authorize the health screening centre

to release their health screening results to the company.

JOB GRADE FREQUENCY

1 – 6 (Assistant Manager & above) Once every 2 years

The purpose of the vaccinations is to protect our employees’

health against common diseases when they are on a business

trip in other countries. HR will review the list of staff who have

taken the vaccinations on a yearly basis and determine if it is

necessary for staff to continue with the vaccinations should the

vaccinations be expiring. The basis of evaluation would be

based on the job requirements of staff if they are: Frequent

travelers i.e. employees who have to travel once very month or

more than 4 times a year. Expected to be outstation for at least

1 week. Company will only bear the cost of additional

vaccinations as per recommended by the doctor. Any

additional vaccinations required by staff would be paid by the

staff concerned. Employees are required to submit the

Vaccination Booklet to Human Resources for verification and

recording purposes after completing the vaccinations.

Vaccinations and Health Screening shall be arranged

concurrently on a yearly basis (first quarter of the year) for

frequent travelers.

VACCINATIONS

The yearly review of vaccinations must be approved by theExecutive Director. Staff who are required to be outstation forwork for at least a week will be required to go for vaccinationon a need basis.

The type of vaccinations for the employees are as follows :

VACCINATIONS

TYPE OF VACCINES

FREQUENT TRAVEL TO MIDDLE EAST / NORTH

AFRICA / GREATER ARABIA COUNTRIES

FREQUENT TRAVEL TO ASIA AND

EUROPEAN COUNTRIES

VALIDITY

Hepatitis A (1st

Dose)X X 20 Years (After

taking 1st and 2nd Dose)

Hepatitis A (2nd

Dose)X X

Influenza X X1 Year

Meningococcal X-

3 Years

Typhoid X-

2 Years

ELIGIBILITY

An employee who has completed 5, 10, 15, 20, 25,

30, 35, 40 years and above of satisfactory service

will be eligible for long service award comprising a

certificate and one week salary cash award. The

LSA interval will be awarded at 5-year and the cut

off for the eligibility period is as at 31 June of the

current year.

JOB LEVEL 1ST TO 3RD YEAR 4TH TO 7TH YEAR FROM 8TH YEAR

1 25 days 26 days 28 days

2 to 3 20 days 22 days 25 days

4 to 9 15 days 18 days 21 days

10 14 days 17 days 21 days

LEAVE MATTERS

ANNUAL LEAVE

An employee is only allowed to accumulate and carry forward a maximumof three (3) days annual leave to the following calendar year which mustbe consumed by March 31 otherwise the leave shall be forfeited andcannot be encashed.

HALF DAY LEAVE

Employees applying for half-day leave must ensure they worked at leasthalf of their full working day. In the event the company declares half-dayleave in celebration for the festive seasons, any application on these dayswill be considered as one day leave.

FRACTION OF ANNUAL LEAVE

In calculating the proportionate annual leave, the following shall apply:

• Any fraction of a day which is less than one-half (0.50) of a day shall bedisregarded;

• Where the fraction of the day is one-half (0.5) or more than (0.50), it shallbe regarded as one day.

EMERGENCY/ URGENT LEAVE

Emergency/Urgent leave application is allowed for unforeseencircumstances. Employee must obtain approval from immediatesuperior citing the reasons and provide any relevant supportingdocuments. The immediate superior shall monitor its frequency.

UNPAID LEAVE

To ensure that unpaid leave is given to employees instead of paidtime off. Cathay group discourages the use of unpaid leavewhenever possible. Only under special circumstances shall unpaidleave be allowed. All employees are eligible to apply for unpaidleave. Employees are required to submit their application throughthe e-Leave system. Application for unpaid leave shall not beapproved if the annual is available.

The maximum of number of unpaid leave allowed per calendaryear is 50% of the annual entitlement. The period of unpaid leavetaken in the calendar year will be disregarded for purpose ofcomputing the employee’s entitlement to leave, benefits andbonuses. Employees may apply for unpaid leave under the followingcircumstances:

• Employee is on probation during the first 3 months of services;and

• Employee has exhausted the annual leave days available and

requires additional leave days

LEAVE MATTERS

SICK LEAVE

An employee who has worked in the company forat least three (3) months shall be entitled to amaximum of fourteen (14) days of paid non-hospitalisation sick leave and sixty (60) days ofhospitalisation leave which is inclusive of thefourteen (14) days of sick leave in each calendaryear.

Sick leave must be certified by:

• a registered medical practitioner withSingapore Medical Council or registeredmedical practitioner in Johor Bahru; or

• a registered dental practitioner with SingaporeDental Council or registered dentalpractitioner in Johor Bahru for extraction ordental surgery; or

• government polyclinics, government hospitalsor government restructure hospitals and

private hospitals in Singapore or Johor Bahru;or

• a registered gynecologist (applicable tofemale employees who are expectantmothers).

No sick and/or hospitalisation leave shall begranted to employee during the first three (3)months of service. If such leave has been taken, itwill be considered as no pay leave.

LEAVE MATTERS

An employee who is on sick/ hospitalisation leavemust immediately inform immediate superior or

Group HR of his/her absence, the nature of theillness and the expected duration of absence. Ifthe employee is unable to inform his/her absencefrom work personally, he/she shall ask a familymember to inform on his/her behalf. Within twenty-four (24) hours upon returning to work, theemployee is required to apply sick leave via the e-Leave system. The original medical certificate mustbe upload to the e-Leave system for verificationpurposes.

In the event where an employee has taken inexcess of fourteen (14) days sick leave and sixty(60) days of hospitalisation leave, the leave takenshall then be off set against the annual leave. Ifthere is no annual leave, the leave taken shall beconsidered as no pay leave.

An employee shall not be entitled to paid sickleave on a rest days, public holidays, non-workingdays and no pay leave. In the event where anemployee falls sick while on annual leave, thecompany may cancel his/her annual leave andallow sick leave instead.

To ensure smooth operation of the department,employee shall inform the immediate superior wellin advance for any pre-arranged hospitalisation inorder for alternative arrangement to be made.

LEAVE MATTERS

MATERNITY LEAVE

All full-time female employeesshall be entitled to sixteen (16)weeks of paid maternity leave ifshe meets the followingrequirements:

• Child is a Singapore citizen.

• She has worked for thecompany for at least three(3) continuous monthsimmediately before the birthof the child.

• She has given the company

at least one (1) week noticebefore going maternity leaveand the Company isinformed as soon as possibleof her delivery.

The extended eight (8) weeksof maternity leave can betaken flexibly over a period oftwelve (12) months from thebirth of child. Employees mustseek approval from theirsuperiors to take these eight (8)weeks of maternity leave eitherin blocks or separate leavedays. Maternity leave shall startfour (4) weeks before thedelivery

LEAVE

MATTERS

Female employees with non-Singapore citizen births shall beentitled to twelve (12) weeks ofmaternity leave if she meets thefollowing requirements:• She is covered by the Employment

Act.• She has worked for the company

for at least three (3) continuousmonths immediately before thebirth of the child.

• She has fewer than two (2) livingchildren of her own at the time ofdelivery.

• The first eight (8) weeks ofmaternity leave will be paid by thecompany and balance four (4)weeks is unpaid.

MATERNITY LEAVE

Failure to notify the management at least one (1) week before

going on leave and as soon as possible of your delivery, you are

only entitled to half the payment during maternity leave.

Female employees who are absent from work due to abortion or

miscarriage will not be eligible for maternity leave but she may

take paid sick leave if applicable.

Staff working for another employer during maternity leave will be

liable for dismissal and maternity benefit will be forfeited.

LEAVE

MATTERS

SHARED PARENTAL LEAVE

To encourage shared parental responsibility,working father is allowed to share one (1)week of his wife’s sixteen (16) weeks ofGovernment-Paid Maternity Leave, subjectto his wife’s agreement. From 1 July 2017,working father will be able to share up tofour (4) weeks of his wife’s sixteen (16) weeksof Government-Paid Maternity Leave,subject to his wife’s agreement.

Working father is entitled to shared parentalleave if he meets the following requirements:

• His child is a Singapore citizen.

• The child’s mother qualifies for

Government- Paid Maternity Leave.

• He is lawfully married to the child’s mother.

• There is no minimum employment durationfor working father to qualify for sharedparental leave, as long as the mothermeets the minimum employment durationand other eligibility criteria forgovernment-paid maternity leave, andthe father has not been allocated sharedparental leave under his previousemployer for the same child.

LEAVE MATTERS

The employee and his spouse should decide

on the leave arrangement before their child

is born, or any time before their child turns

twelve (12) months old. Shared parental

leave will have to be allocated before the

mother consumes more than twelve (12)

weeks of maternity leave. If your spouse

decided to share the leave with you, you

must notify your supervisor in advance.

Your spouse will need to register the decision

to allocate shared parental leave to the

father on the Shared Parental Leave

Allocation System available on the Profamily

Leave website www.profamilyleave.gov.sg.

Once registered, the system will enable your

spouse to print a confirmation letter. Please

submit a copy of this letter to your supervisor

when you apply for the shared parental

leave in Cathay’s e-Leave system.

LEAVE MATTERS

PATERNITY LEAVE

Working father is entitled to

two (2) weeks of

Government-Paid Paternity

leave if he meets the

following requirements:

• His child is a Singapore

citizen.

• He is lawfully married to the

child’s mother.

• He has worked for the

company for at least three

(3) continuous months

immediately before the

birth of the child.

LEAVE

MATTERS

Paternity leave can be taken as a

continuous block of two (2) weeks

within sixteen (16) weeks after the

child is born or it can be taken flexibly

within twelve (12) months after the

birth of the child, subject to mutual

agreement between the supervisor

and the employee.

Application to be submitted at least on one (1) week in advance. To

submit a copy of the birth certificate to the Group HR.

CHILD CARE LEAVE

To be eligible for Childcare Leave, employee must meet the followingrequirements:• Parents of children below the age of seven (7) years old.• Has worked for the company for at least three (3) continuous months.

Entitlement:Singapore citizen child:• Six (6) days per calendar year of childcare leave shall be granted.Non-Singapore citizen child:• Two (2) days per calendar of childcare leave shall be granted.

Employee is eligible to two (2) days of extended childcare leave everycalendar year if she meets the following eligibility criteria:• Her youngest child is between 7 and 12 years old (inclusive);• Her child is a Singapore citizen;• She has worked for the company for at least three (3) continuous

months.

Paid Childcare Leave will be pro-rated based on completed months ofservice in the year of resignation or termination.

LEAVE MATTERS

UNPAID INFANT CARE LEAVE

Employee is eligible to six (6)days of unpaid infant careleave per calendar year,regardless of the number ofchildren if she meets all thefollowing requirements:

• The child is below two (2)years old. This includes legallyadopted children or stepchildren.

• The child is a Singapore

citizen.

• Employee has worked for thecompany for at least three (3)continuous months.

The six (6) days of unpaid infantcare leave will not be pro-ratedfor incomplete year of service.Employee is required to submite-leave application at least one(1) week in advance; and tosubmit a copy of the child’sbirth certificate to the Group HR(if this was not submittedpreviously) when leave isapproved by supervisor.

LEAVE

MATTERS

ADOPTION LEAVE

Female employees who are eligible adoptive mothers are entitled tofour (4) weeks of Government-funded adoptive leave to bond with andcare for their adoptive infants. From 1 July 2017, adoption leave will beextended to twelve (12) weeks and unwed adoptive mothers whoseformal intent to adopt is on or after 1 Jan 2017will be eligible.

Adoptive working mothers are entitled to Government Paid AdoptionLeave if she meets the following criteria:

• Her adopted child is below twelve (12) months of age at the point ofher formal intent to adopt. The “formal intent to adopt” happens: Forlocal child: when the court application to adopt is filed. For foreignchild: From the date the Dependant’s Pass (DP) is issued to theadopted child which includes document evidencing the approval ofthe Dependant’s Pass.

• The adopted child is a Singapore Citizen

• If the child is a foreigner: One of the adoptive parents must be aSingapore citizen. The child must become a Singapore citizen withinsix (6) months of the adoption. your supervisor.

LEAVE MATTERS

• Employee has worked for the company for at least three (3)continuous months immediately preceding the point of formal intentto adopt

• The adoption order is granted within one (1) year from the point of“formal intent to adopt”.

• Adoption leave can be taken as a single continuous period or flexiblywithin twelve (12) months after the child’s birth, subject to mutualagreement between the supervisor and the employee. The AdoptionLeave must be consumed before the child’s first birthday.

Submit Adoption Leave application through the e-leave system. Tosubmit a copy of the child’s birth certificate to the Group HR (if this wasnot submitted previously) when leave has been approved by yoursupervisor.

FURTERNITY LEAVE

New pet owners are eligible to two (2) days of furternity leave to bring your new/current pet to veterinary. This policy gives pet parents the opportunity to bond with their furry friends as they acclimate to new surroundings also take care of their wellness.

Veterinary receipt is required for leave application.

LEAVE MATTERS

Others

Option 1 Option 2 Option 3 Option 4

Start Time 8:00 AM 8:30 AM 9:00 AM 9:30 AM

End Time 5:00PM 5:30 PM 6:00 PM 6:30 PM

FLEXI WORK ARRANGEMENT (SINGAPORE CORPORATE HQ)

Provide variation to the usual work arrangements so as to allow officersto reconcile career and family or personal needs. You are advised todiscuss the options available with your supervisor and agree on a win-win arrangement whenever such a need arises.

You may start work at the following timing, subject to approval by yourHOD. All timing selected must be fixed for 6 months (e.g January toJune / July to December)

Flexi work arrangement is only applicable to Cathay HQ (Singapore)office. All others subsidiaries or operations team are required to startwork according to your duty roaster. Our office standard operatinghour is 9:00 AM to 6:00 PM.

OFF-IN-LIEU

Employee must consume the time-off-in-lieu within 90 days from the offday / rest day / public holiday in which work was performed. In theevent the employee resigns and is not able to clear all his time-off-in-lieu before his last day of service, any time-off-in-lieu balance will beencashed and credited to the employee last salary payment.

Time-off-in-lieu entitlement. Entitlement strictly determine as follow:

• Half day off-in-lieu for 4 hours of work done; or

• One day off-in-lieu for 8 hours of work done

• Discuss and set your targets in

consultation of your reporting

officer.

• Your goals should be algned with

the Cathay corporate workplan/

departmental goals.

• Draw up your learning and

development plans in consultation

with you reporting officer.

PERFO RMANCE

MANA GEMENT PROCESS

1

2

SETTING KPI/

PLANNING

MID YEAR

REVIEW

• Check in with your reporting officer

to review your performance.

• Review your learning and

development plans with your

reporting officer.

• Review your performance against

the targets set with your reporting

officer.

• Review your learning and

development plans with your

reporting officer.

PERFORMANCE

MANAGEMENT

PROCESS

3

4

YEAR END REVIEW

JOB GRADING

• Allow moderation of differences in

assessment standard among

supervisors.

• Reinforces performance-based

philosophy: Help in identification

and reward of better officers in a

cohort. Identifies poorer performing

officers to signal the need to

improve.