KONTRAK PENGURUSAN FASILITI KOMPLEKS KASTAM, IMIGRESEN DAN KUARANTIN (KIK) BUKIT CHAGAR JOHOR BAHRU,...

KONTRAK PENGURUSAN FASILITI KOMPLEKS KASTAM, IMIGRESEN DAN KUARANTIN (KIK)

BUKIT CHAGAR JOHOR BAHRU, JOHOR DARUL TA’ZIM

HUMAN RESOURCES INDUCTION

NEW EMPLOYMENT PROGRAMME

HUMAN RESOURCES DEPARTMENT (REV:01)

MISSION & VISION

MissionTo continuously deliver quality services to achieve

customer satisfaction through a holistic approach and in a secured and safe

environment

VisionStrives to achieve efficient, secure and safe

facility and asset management


General ManagerRUSMAN MD LIZAH

CORPORATE SERVICES(CS)

Senior ManagerLT. COL. MOHD RAZALI

CENTRALISED OPERATIONS MANAGEMENT (COM)

BUILDING MAINTENANCE MANAGEMENT (BMM)

Senior ManagerAFFINDI KASSIM

SECURITY, SAFETY, HEALTH & ENVIRONMENT

(SSHE)

OPERATIONS DIRECTORSAIPOLYAZAN M. YUSOP

MANAGING DIRECTORDATO’ YAHYA A. JALIL

THE TEAMS (JB OPERATIONS OFFICE)

General ManagerAHMAD BUSTAMAM


CENTRALISED OPERATIONS MANAGEMENT

Senior ManagerAFFINDI KASSIM


BUILDING MAINTENANCE MANAGEMENT

Technical ManagerROSLEE OTHMAN

Head, Facility (JB Sentral)NORAZLAN MASRI

Senior Engineer, Facility ManagementIDHAM MIAN

General ManagerAHMAD BUSTAMAM


SECURITY, SAFETY, HEALTH & ENVIRONMENT

Senior ManagerLT. COL. MOHD RAZALI SHAMSUDIN

Manager, SHEAZAHARI MOHAMAD

Assistant Manager, Surveillance CAPT. ABDUL RAHMAN ABU (R)

ManagerSUPT (R) MOHD ZAINAL BAHAROM


CORPORATE SERVICES

Assistant ManagerV. KRISHNAVENI A/P VILAYUDHAN

FINANCE & ADMINISTRATION

Assistant ManagerMOHD AZZURIN ABDUL SHUKOR

HUMAN RESOURCES & TRAINING

CONTRACTS

Senior ManagerSAKDON KAYON

QUALITY MANAGEMENTSYSTEM

Assistant ManagerFAKHRUL ANWAR AZHAR

General ManagerRUSMAN MD LIZAH

Assistant ManagerMOHD FAZLIN ZAINAL ABIDIN

CUSTOMER RELATIONSHIPMANAGEMENT

Assistant ManagerMOHAMAD YUSRI MUHAMAD YUSOP


EMPLOYEE GRADINGGRADE DESIGNATION

A1

A2

Chief Operating Officer / Director

General Manager

B1

B2

B3

Senior Manager

Manager

Assistant Manager

C1

C2

C3

Senior Executive/Supervisor

Executive/Supervisor

Junior Executive/Supervisor

D1

D2

D3

Senior Clerk

General Clerk

Non - Clerical

Clause 2.1, Employee Handbook


PROBATION PERIOD

A newly appointed Employee shall serve probationary period of 3 months. The Company may at its discretion, extend the probation period for a further period of up to 3 months. However, the Company may confirm the Employee prior to the completion of the probation period based on performance.

At any time during the probation period or any extension thereof, the service of an Employee may be terminated by either party giving the other party one (1) week’s written notice or payment of salary in lieu of such notice.



CONFIRMATION OF EMPLOYMENTFollowing satisfactory completion of the probation period, the Employee shall be advised in writing by the Company whether the Employee has been confirmed or not. In the absence of a confirmation letter, the Employee shall continue to be on probation.

Upon confirmation, the Employee’s length of service shall be deemed to have started from the day the Employee joined the Company.

There shall be no salary adjustment upon confirmation of employment.



PERFORMANCE REVIEW OR PMS (PERFORMANCE MANAGEMENT

SYSTEM)WHAT IS PMS?A systematic approach to improving individual and team performance in order to achieve organizational objectives.

• PMS or Performance Management System is an enhanced method of measuring people’s performance in an organization.

• It is a continuous process throughout the year to develop and coach people for success (ongoing, day to day process).

• At the end of the year, employees are not only evaluated for their past performances but evaluation also emphasizes on employees’ future development and continuous improvement.

• Staff morale is expected to increase after the year-end review session.


ATTENDANCE RECORD

Staff Attendance Register• Employees are required to use punch cards in recording the

exact time they commence work. Whenever the Employees leave the office premises, they are also required to record the actual time of leaving the office. The Company may change the attendance register system to suit the requirement from time to time.


• “The punch card system and implementation will be applicable to all employees, regardless of their seniority.”

Memorandum, Attendance & Punctuality 18.08.2010 from Managing Director


Absent from Work

An Employee shall be deemed to have terminated his/her services if he/she has been continuously absent from work for more than two (2) working days without:

(i) Prior approval from his/her immediate Superior; or

(ii) Reasonable excuse; or

(iii) Informing or attempting to inform the Superiors at the earliest opportunity of the reasons for such absence.



Attendance/Absenteeism/Lateness• Poor attendance may result in DISCIPLINARY ACTION which initially is

given in the form of VERBAL WARNING and if repeated, WRITTEN WARNING and finally, TERMINATION OF EMPLOYMENT.

• Any employee who is late coming to work for 3 consecutive days or 5 occasions in a month without a valid reason, the case will result in a disciplinary action.

• The monitoring of attendance and punctuality will form as part of the yearly performance evaluation process for each staff. The record of absenteeism and tardiness will also affect the Management's decision regarding career path, promotion and salary increment.



Cont..• The Company recognises justifiable causes for absence and

tardiness (lateness) and reasonably grants time off from work to complete personal matters. However, the Employee should give notice of absence and lateness in advance to his/her immediate superior.

• In emergencies, an Employee must notify his/her immediate superior or the Human Resources & Training Department within forty-eight (48) hours by a bearer, telephone or telegram of his/her absence. Failure to do so will constitute unauthorised absence, which will warrant disciplinary action.

• In Performance Appraisal or PMS, Employees with bad attendance records will not receive ratings.



PUBLIC HOLIDAY FOR THE YEAR 2011

NO DESCRIPTION DATE DAYSTATE

SELANGOR JOHOR

1 New Year 1 January Sat √2 Hari Hol Sultan Johor 11 January Tue √3 Chinese New Year 3 & 4 February Thu & Fri √ √4 Maulidur Rasul 15 February Tue √ √5 Labour Day 1 May Sun √ √6 Agong’s Birthday 4 Jun Sat √ √7 Awal Ramadhan 1 August Mon √8 Hari Raya Aidilfitri 30 & 31 August Tue & Wed √ √9 National Day 31 August Wed √ √

10 Malaysia Day 16 September Friday √ √11 Deepavali 26 October Wed √ √12 Hari Raya Aidiladha 6 November Sun √ √13 Sultan Johor’s Birthday 22 November Tue √14 Awal Muharram 27 November Sun √ √15 Sultan Selangor’s Birthday 11 December Sun √16 Christmas 25 December Sun √ √


SALARY

• Salary will be paid on 28th every month

• For new employee, salary will be paid on 7th, only for the 1st month of

employment

OVERTIME

• Monthly basic salary of RM1,500.00 and below

• Only at the request of the Company

• Ordinary Rate of Pay (ORP) =

• Overtime on Normal Day = 1.5 times the ORP

ELIGIBILITY

Monthly Basic Salary x 12

52 x No. of hours per week



OVERTIME

• Does not exceed ½ the normal hours of work = ½ day wages

• More than ½ but does not exceed the normal hours of work = 1 day wages

• Exceed the normal hours of work = 2.0 times the ORP

• Not exceeding the normal hours of work = 2 days wages

• Exceed the normal hours of work = 3.0 times the ORP

WORK ON REST DAY

WORK ON PUBLIC HOLIDAY



REFRESHMENT• Employee Grade C & D only

• Monthly basic greater than RM1,500.00

DESCRIPTION NORMAL DAY (RM)

REST DAY (RM)

PUBLIC HOLIDAY (RM)

First two (2) hours 10.00 20.00 30.00

More than two (2) hours 5.00 10.00 15.00

*subject to a maximum of RM50.00 per day)



ALLOWANCES

• Employee Grade C = RM100.00• Employee Grade D = RM75.00

SHIFT ALLOWANCE

• Employee Grade C & D only = RM100.00

LAUNDRY ALLOWANCE


Clause 2.11, Employee Handbook Clause 2.16, Employee Handbook


LEAVE APPLICATION PROCEDURES

• No leave shall be taken until it is approved

• All application must be submitted at least 3 days in advance

• Except for annual leave, leave applied for should be substantiated

with documentary evidence

• Annual leave will be deducted if employee entitled Medical

Certificate (MC) from other than Company’s Panel Clinic. Company

may only approve MC from Company’s Panel Clinic or it is endorsed

by the Company’s Panel Clinic.


TYPES OF LEAVE*ANNUAL LEAVE

PATERNITY, COMPASSIONATE, NO PAY LEAVE

HAJ, MATERNITY, MARRIAGE, EXAMINATION, PROLONGED ILLNESS

EMERGENCY

*Terms & Conditions applied. Clause 3.0 (3.1 – 3.11), Employee Handbook


MEDICALBENEFIT

OUTPATIENT TREATMENT & CONSULTATION • for employee & his/her family

JOHOR SELANGOR

PANEL LOCATION PANEL LOCATION

Poliklinik Penawar All branches in Johor Poliklinik Kg Tungku

Kg Tungku, Petaling Jaya

Poliklinik Yuslina Taman Johor Jaya WQ Park Kelana Jaya, Selangor

Poliklinik Nur Hidayah Taman Universiti Medi Perdana Jalan 222, Petaling Jaya

Poliklinik Sarah Sri Bayu, Permas Jaya

Klinik Faizal Bandar Baru Uda

Klinik Muru Kolam Air


MEDICAL BENEFIT

HOSPITALISATION & SURGICAL BENEFITS

DENTAL TREATMENT MATERNITY BENEFIT

• for employee & his/her family

• for employee & his/her family

• exclude beautification purposes

• RM500.00 per year

• for female confirmed employee & spouse of confirmed male employee up to the birth of 5 surviving children



INSURANCE SCHEME

GROUP HOSPITALISATION & SURGICAL

GROUP PERSONAL ACCIDENT

• Beneficiaries shall be the

Employee or the Employee’s nominated

beneficiaries

• Covers employee and his/her family

• Detail breakdown as per schedule of benefits stated in Employee Handbook

GROUP TERM LIFE

Clause 4.4 & 4.5, Employee Handbook


SOCIAL SECURITY ORGANISATION (“SOCSO”)

• This scheme provides compensation to employee should they get

injured or die accidentally at work place or arising out of their

employment

• Employees whose gross earnings are up to RM3,000.00 per month

and who are less than (55) years are covered under this scheme

• Contributions by the Employer is based on the gross earnings of

the employee and payment schedule provided by SOCSO


DRESS CODE (ATTIRE AT WORK)

• All employee (exclude manager and above which has to wear the

White Corporate Shirt from Monday to Friday) are strictly required

to wear the designated attire as follows;

NO DAY ITEM1 Monday White Corporate Shirt

2 Tuesday Green Corporate T-Shirt

3 Wednesday Appropriate Office Attire

4 Thursday Green Corporate T-Shirt

5 Friday White Corporate Shirt

6Saturday/Sunday/

Public HolidayWhite Corporate Shirt/

Green Corporate T-Shirt


GROUNDS FOR DISCIPLINARY ACTION

Accepting Money / Gifts

Immoral Act

Disclosure of Trade Secrets

Riotous & Disorderly Behavior

Illegal Industrial Action

Sleeping On the Job

Leaving work early / Late for work

Gambling

Tardiness

Refusal of Transfer

Insubordination

Theft / Embezzlement

Damage to Company’s Property

Violence

Intoxication

Conviction

Misrepresentation

Unauthorized Use of Access Cards

Absent from work

Habitual absenteeism

Appendix A, Employee Handbook


GRIEVANCE

EMPLOYEE GRIEVANCE

Defined as a complaint by the Employee concerned who brings it to the attention of his/her immediate superior but who has not resolved this to the satisfaction of the Employee



GRIEVANCE PROCEDURE

Step 1 : Review problem with immediate superior

Step 2 : If not satisfied, review with immediate superior’s supervisor

Step 3 : If not satisfied, review with Head of Department with complaint written down

Step 4 : If still not satisfied review with General Manager, Human Resources with written complaint including steps that has been taken to

resolve the problem

Step 5 : If problem still unresolved, write formal letter to the Managing Director stating nature of the problem and steps that has

been taken to resolve problem without success

Step 6 : Managing Director will review with the General Manager, Human Resources, a personal interview with the employee in the

presence of General Manager, Human Resources. The Managing Director’s Decision shall be final and this will be explained to the Employee.



RESIDENT USERS


PENOLONG PEGAWAI KESELAMATANEn. Rosli Bin Dalli

SENARAI R.U TERTINGGI

BAHAGIAN PENGURUSAN HARTANAH, JABATAN PERDANA MENTERI

PEGAWAI KESELAMATANEn. Azali Bin Bachok


JABATAN KERJA RAYA CAWANGAN SENGGARA

PENOLONG PENGARAH KANAN EN. MOHD ISA BIN SULAIMAN

KETUA PENOLONG PENGARAH (UKUR BAHAN) SR. HJH.ZAIHA ARIFFIN


Advanced Maintenance Precision Management Sdn Bhd

THANK YOU

KONTRAK PENGURUSAN FASILITI KOMPLEKS KASTAM, IMIGRESEN DAN KUARANTIN (KIK) BUKIT CHAGAR JOHOR BAHRU,...

Documents

Transcript of KONTRAK PENGURUSAN FASILITI KOMPLEKS KASTAM, IMIGRESEN DAN KUARANTIN (KIK) BUKIT CHAGAR JOHOR BAHRU,...