PSC Employee Handbook
- Jun 20, 2023
- 2 min read
Introduction Statement
This handbook is designed to acquaint you with the Company and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand and comply with all provisions of the handbook as it forms part of your employment contract with the Company.
It describes many of your responsibilities as an employee and outlines the program developed by the Company to benefit employees. One of our objective is to provide a work environment that is conducive and to promote both personal and professional growth for you and your families.
No employee handbook can anticipate every circumstance or questions about policy. As Pumps Service Centre continues to grow, the need for change may arise and Company reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur.
Employee Terms & Conditions
Working Hours
Our Company has 2 shifts of working schedules:
5 Days Working Schedule Monday to Friday: 0800 to 1700hrs Saturday & Sunday: Rest Days
5.5 Days Working Schedule Monday to Friday: 0800 to 1700hrs Saturday: 0800 to 1200hrs Sunday: Rest Day
The working hours, with reference to your Employment Contract, is a guide on how you should manage your time in the most effective and efficient manner to complete your work activities. The time set aside as working hours, is meant to allow you to have a work-life balance - regardless of where you are working.
Probation and Confirmation
Our Company has a probationary period for all new employees, this probation period is for a standard of three (3) months from the date of joining (unless stated otherwise in the Employment Contract). The employee’s probationary period may be extended or service may be terminated if the Manager finds that the performance during the probationary period is not as expected.
For existing employees, with new appointment roles, a probationary period may be required as you settle into the new role. Your Manager or the Human Resource Officer will notify you, where such a requirement is needed.
Notification Period for Leave Application
Our employment relationship is at-will employment, meaning that both the Company and you are willing parties in this employment relationship.
At any point of time, either you or the Company can terminate the employment relationship with a standard of one (1) month written notice (unless stated otherwise in the Employment Contract) or by paying the salary in lieu notice for the relevant period.
The Company can terminate an employee without notice in the event of willful negligence or breach of any terms if an employee:
You are convicted of any criminal offence and sentenced to any term of immediate or suspended imprisonment.
You are in breach of any provision, company policy or of willful negligence or breach of any terms hereof or refusal on your part to carry out the law instructions of authorised members of the Company
You are absent from work for more than 2 days continuously without approval/ notification and you shall be required to pay the Company a sum equal to the amount of salary accrued during the term of notice that you are required to serve.
Certified by a doctor that to be unfit to continue working
Becomes bankrupt or make any arrangement or composition with creditors
Employees can use their annual leaves to offset the notice period in order to bring forward their last day of employment. In that case:
Employees will only be paid up to their last day of work
The annual leave used to offset the notice period will not be paid.
However, using annual leave to offset the notice period is not the same as taking approved leave during the notice period.
Reservist training is not considered as part of the notice period, so it cannot be used to offset the notice period.
Updating Personal Particulars
Your personal particulars are important for legitimate business purposes. You are required to ensure that your particulars are up-to-date and any changes of your personal particulars or information to be submitted as soon as possible via the online form system.
Some of the personal information to update are, as follows:
Marriage Certificate
Childbirth Certificate
Change of Nationality/ PR status/ Passport
Latest Education Qualifications
Change of Name, Contact Details, Residential Address
Medical Status
Notice Period for Resignation and Termination
Our employment relationship is at-will employment, meaning that both the Company and you are willing parties in this employment relationship.
At any point of time, either you or the Company can terminate the employment relationship with a standard of one (1) month written notice (unless stated otherwise in the Employment Contract) or by paying the salary in lieu notice for the relevant period.
The Company can terminate an employee without notice in the event of willful negligence or breach of any terms if an employee:
You are convicted of any criminal offence and sentenced to any term of immediate or suspended imprisonment.
You are in breach of any provision, company policy or of willful negligence or breach of any terms hereof or refusal on your part to carry out the law instructions of authorised members of the Company
You are absent from work for more than 2 days continuously without approval/ notification and you shall be required to pay the Company a sum equal to the amount of salary accrued during the term of notice that you are required to serve.
Certified by a doctor that to be unfit to continue working
Becomes bankrupt or make any arrangement or composition with creditors
Employees can use their annual leaves to offset the notice period in order to bring forward their last day of employment. In that case:
Employees will only be paid up to their last day of work
The annual leave used to offset the notice period will not be paid.
However, using annual leave to offset the notice period is not the same as taking approved leave during the notice period.
Reservist training is not considered as part of the notice period, so it cannot be used to offset the notice period.
Code of Conduct and Discipline
The Code of Conduct is a set of information that guides you, and every other employee, at every level, on the expectations of how we must, should and be encouraged to conduct ourselves towards co-employees, customers, suppliers and any other business partners.
As an employee, you are required to be aware, understand and uphold the Code in every work activity that you are required to do to complete your job.
In conjunction with our Code of Conduct, the following information are expectations for all employees, at all levels, to know and understand.
Conflict of Interest
Employees shall not enter or maintain any business relationship with another business or individual which is in conflict or prejudicial directly or indirectly to the interest of the company unless with express approval of the Board of Directors. Employees shall avoid any situation where their personal interest or that of any related parties may conflict or may appear or be likely to conflict with the Company. You may refer to the Code of Conduct - Accountability to further understand what you must or must not do with regards to Conflict of Interest.
Confidentiality
“Confidential Information” shall include but is not limited to all information, personal data, knowledge and data which is not public domain and in which Company has business, proprietary or ownership interest or has a legal duty to protect, which Company, in its sole discretion, considers to be confidential and/ or any information which a reasonable third party acting in good faith would recognise as being confidential in nature.
Employee hereby agrees to use the Confidential Information only for the purpose of work scope and hereby undertakes that the Confidential Information shall only be disclosed to those in the scope of work assigned on a need-to-know basis for the purpose.
Upon termination, Employee shall not make further use of the Confidential Information and shall return all of the Confidential Information or destroyed in accordance with the directions of the Company and certify the Confidential Information has been returned or destroyed, as the case may be.
You may refer to the Code of Conduct - Protecting our Assets to further understand what you must or must not do with regards to Confidential Information
Intellectual Property
“Intellectual Property Rights” includes in Singapore and throughout the world and for the duration of the rights. All Intellectual Property Rights comprising any and all materials or any part thereof created or developed in connection with the Company shall, unless otherwise expressly agreed between the parties, be deemed to be irrevocably assigned to and shall vest in Company upon creation without further charge.
Privacy and Personal Data Protection
You may refer to the Code of Conduct - Compliance with Policy and the Law to further understand what you must or must not do with regards to Privacy Law.
Your may refer to Privacy Policy.
If you are unsure or unclear, you may approach our Data Protection Officer for assistance and guidance.
Employee Disciplinary Procedure
“Discipline is the soul of an army. It makes small numbers formidable; procures success to the weak, and esteem to all.” - George Washington.
Similarly, every employee’s discipline in doing what needs to be done, even if you do not want to do it, is paramount to the success of the Company.
With the Code of Conduct, Employee Handbook, Policies and Procedures set forth within the Company, it is to ensure that all employees are aligned to deliver their best with discipline. Any employee, at all levels, who violates, misconduct, fails to comply or breaches the employment terms and relationship are subjected to disciplinary actions.
The disciplinary actions are carried out in accordance with the Employee Disciplinary Procedures so as to ensure a fair and transparent treatment to all employees.
Misconduct shall include but not limited to the following:
Willful insubordination or disobedience, whether alone or in combination with others, to any lawful and reasonable orders of a superior or customer of the Company
Theft, cheating, forging, fraud or dishonesty including attempted theft, attempted fraud or attempted dishonesty in connection with the Company’s business or property or that of the Company’s customers
Violence, abusing, assaulting or threatening to assault or to do any injury to other employees, superiors or Company’s customers
Participating in unauthorized or illegal financial transactions within the Company premises
Taking or giving bribes or any illegal gratification
Habitual or substantial negligence of duties
Conviction and imprisonment of any criminal offence
Habitual breach of Company procedures
Being found guilty of drug addiction or as drug pusher
Commission of any act subversive to the discipline of the Company or general behavior
Discouraging customers from buying Company products or using Company services
Soliciting for funds or business from fellow workers or Company customers without permission
In addition, any violations to the Code of Conduct and job-related behavior issues are taken into consideration for the employee’s discipline.
Performance Appraisal
All employees, at every level, may be subjected to performance appraisal by the appointed appraiser, usually the employee upline personnel, or the designated person assigned. .
The performance appraisal is a means to measure your performance during a given period of time:
Where during the probation period, usually set at three (3) months
Where during the business activity period of your role and function, usually set at one (1) year
The purpose of the performance appraisal is to you to understand:
The responsibilities expectation
The expectation of what is required for you to accomplish
The standards used to evaluate the performance requirement.
In the event where you have concerns with regards to the performance appraisal, you may submit in writing to your upline personnel, or the designated person assigned. If further concerns are raised, you may submit to the Human Resource Personnel.
Remuneration and Benefits
Pay Day
1) Salary Arrangement
Your salary will be credited into the bank account that you have provided, latest by the last day of each month.
A payslip can view and download from eHR software for your reference as well.
For any salary arrangement questions, please directly approach the Human Resource Officer for assistance and guidance.
You should NOT be disclosing your salary arrangement or any other personal financial information that you received with your co-employees, customers, suppliers or any other business partners. By doing so, you are only risking your personal information to be exposed.
2) Regulatory Contributions
In Singapore, and for employees who are situated in Singapore, the Company shall contribute the following:
CPF Contribution
Company will contribute CPF for Singapore Citizens (SC) and Singapore Permanent Residents (SPR) who are working under Employment Contract’s employees, based on the prevailing CPF rates published by the CPF Board.
Self-Help Group (SHGs) Contribution
Company will pay on behalf of employees for the Self-Help Groups (SHGs) contribution.
These SHGs Funds are set up to uplift the less privileged and low income households in the Chinese, Eurasian, Muslim and Indian communities respectively.
The SHGs Funds are as follow:
Chinese Development Assistance Council (CDAC) Fund, administered by CDAC
Eurasian Community Fund (ECF), administered by the Eurasian Association (EA)
Mosque Building and Mendaki Fund (MBMF), administered by Majlis Ugama Islam Singapura (MUIS)
Singapore Indian Development Association (SINDA) Fund, administered by SINDA
For employees, who are situated outside of Singapore, the local regulatory contributions shall apply. For more information, please approach the Human Resource Officer for assistance and guidance.
Claim Policy
Our Company’s Claim Policy for employees are intended to assist employees with regards to reimbursement of claims that are either for legitimate business purposes or entitlement for employees.
You are required to find out if you are eligible on the types of claims before proceeding to make any transactions.
The following types of claims are extended to all employees:
Expenses Claim
All claims for expenses must be supported by original receipts and submitted via eHR software with approval from respective Managers. Claims must be submitted before the 25th of the month.
Payment will be credited for approval claims on the Pay Day.
Medical Claims
Employees who have completed 3 months of service are entitled for medical claim benefits.
Medical claim benefits only for PSC employees who are using MHC program under GP panel clinics only. For MHC non-panel clinics, medical claims are unclaimable.
Leave Entitlement
Our Company strongly encourages employees to utilize the appropriate leaves to manage your personal affairs. However, the Company strongly does not tolerate the abuse of any entitlement, in whichever form that you have.
The leave entitlement may vary depending on the country that you are situated in.
At any point in time, you find out about your leave entitlement from your Employment Contract or check with the Human Resource Officer of the leave entitlement that you have, or have utilized, or have balanced to use within the business period.
Note: As this document is reviewed on a periodic basis, the prevailing MOM's regulatory requirements will supersede for this section only.
Annual Leave
Full Time Employee:
Employees who have completed 3 months of service, Employees will be entitled to 7 days of Annual Leave for 12 months of continuous service.
For every additional 12 months of continuous service, you will get 1 more day of paid leave, up to a maximum of 14 days.
If an employee has served more than 3 months of continuous service but has not completed each year of service, the leave entitlement will be prorated accordingly. Pro-rated annual leave is computed in proportion to the number of completed months of service in the year.
Balance of Annual Leave:
Employees can carry forward their leave to next 12 months based on anniversary year
If employees still do not clear their carried forward annual leave after 12 months, those leave will be forfeited.
No encashment for balance of annual leave
Block Leave:
All employees are not compulsory to take block leave unless got special case
Purpose is to let employees put down their jobs and have a short break to recharge themself, planning for holidays etc.
Employees are required to check the balance of annual leave before take block leave
Employees are not allowed to take unpaid leave unless special exceptional case
Before block leave, all on hand jobs must be handover properly
Not suggest employees during block leave period still working
Approval for block leave will be based on project period, balance of annual leave, any staff is on leave during the same period
If got employees would like to take block leave at the same time, approval will based on take turns method to approve
Public Holidays
The Company follows the gazette public holidays indicated by the regulatory authorities. In any event, where you are required to perform any work activities for our customers, suppliers or business partners on a public holiday, you are to notify your Manager prior to the job activity. If employees are required to work on a public holiday, employees will be paid an additional one day’s basic pay and travel allowance for that day (if any).
Medical Leaves
Employees who have completed 3 months of service, Employees are entitled maximum 14 days of paid outpatient sick leave and maximum 60 days of paid hospitalisation leave each year.
The 60 days paid hospitalisation leave includes the 14 days paid outpatient sick leave entitlement.
Pro-rated paid sick leave for new hires (under 6 months)
If you are a new employee, paid sick leave is pro-rated according to your length of service.
You must have worked for at least 3 months to be entitled to paid outpatient sick leave or paid hospitalization leave.
Between 3 and 6 months of service, your entitlement is pro-rated as follows based on the standard MOM's prevailing guidelines
Employees must notify the Company as soon as possible if the Employee is absent on sick leave. Employees will be required to produce a medical certificate.
Medical certificates by Traditional Chinese Medical (TCM) Practitioners, foreign medical institutions (example private or government medical institutions) or for cosmetic procedures will not be accepted.
If an employee has exhausted all 7 days of medical leave without being hospitalised, it is deemed that his eligibility for further medical leave could not be extended. Subsequent application(s) will be under unpaid medical leave.
In the event that an employee is hospitalised, employees shall be granted hospitalisation leave up to an aggregate of 60 days in each calendar year less any outpatient sick leave taken during the year.
Employees are to apply for full day’s medical leave even if they appeared for work for half a working day.
Maternity Leaves
You are entitled to maternity leave benefits and protection if you meet the eligibility criteria.
Payment is based on the number of days you are contracted to work, at your gross rate of pay.
Maternity Leave Eligibility and Entitlement
As a working mother, you will be entitled to either 16 weeks of Government-Paid Maternity Leave (GPML) under the Children Co-Savings Act (CDCA) or 12 weeks of maternity leave, depending on whether your child is a Singapore citizen and other criteria:
Your child is a Singapore Citizen.
You have served your employer for a continuous period of at least 3 months before the birth of your child.
You have given your employer at least 1 weeks’ notice before going on maternity leave and informed them as soon as possible of your delivery. Otherwise, you are only entitled to half the payment during maternity leave, unless you have a good enough reason for not giving the notice.
For GPML of 16 weeks, the last 8 weeks of maternity leave (9th to 16th week) can be taken flexibly over a period of 12 months from the date of confinement if there is mutual agreement between the employee and the Manager.
For female employees eligible for maternity leave of 12 weeks, the last 4 weeks of maternity leave is unpaid.
Paternity Leaves
You are entitled to paternity leave benefits if you meet the eligibility criteria.
Payment is based on the number of days you are contracted to work, at your gross rate of pay.
Paternity Leave Eligibility and Entitlement
From 1 January 2017, eligible working fathers are entitled to 2 weeks of Government-Paid Paternity Leave (GPPL) funded by the Government.
Your child is a Singapore citizen.
You are or had been lawfully married to the child’s mother between conception and birth.
You have served your employer for a continuous period of at least 3 months before the birth of your child.
Adoptive fathers who meet the following requirements are also entitled to GPPL for all births:
Your child is a Singapore citizen.
You have served your employer for a continuous period of at least 3 months before the birth of your child.
Employees are to apply for the GPPL within 16 weeks after the birth of the child. Submission of the child birth cert must be submitted to the HR department upon application of leave.
Shared Parental Leaves
You are entitled to shared parental leave benefits if you meet the eligibility criteria.
Payment is based on the number of days you are contracted to work, at your gross rate of pay.
Shared Parental Leave Eligibility and Entitlement
As a working father, you can currently apply to share up to 4 weeks of your wife’s 16 weeks of Government-Paid Maternity Leave, subject to your wife’s agreement.
Your child is a Singapore citizen.
The child's mother qualifies for Government-Paid Maternity Leave (GPML).
You are lawfully married to the child's mother.
If your citizen child is born or has an estimated delivery date (EDD) on or after 1 July 2017, you are entitled to take up to 4 weeks of shared parental leave, capped at $2,500 per week, including CPF. The shared parental leave is allocated in blocks of full weeks, e.g. your wife can allocate 1 to 4 weeks of shared parental leave.
If your citizen child is born, or has an EDD before 1 July 2017, you will be entitled to 1 week of shared parental leave, capped at $2,500, including CPF.
Childcare Leaves
You are entitled to childcare leave and extended childcare leave benefits if you meet the eligibility criteria.
Full Time Employee:
Eligible working parents of Singapore citizen children who have completed 3 months of service, will be entitled to 6 days of childcare leave for the first 12 months of continuous service.
Parents of non-citizens can get 2 days of childcare leave a year in accordance with the Employment Act.
Childcare Leave Eligibility and Entitlement
My child is a Singapore citizen.
My youngest child is below 7 years old.
You have served your employer for a continuous period of at least 3 months.
Extended Childcare Leaves
You may be entitled to 2 days of extended childcare leave every year if your youngest child is in primary school.
Eligibility
Your youngest child is between 7 and 12 years old (inclusive).
Your child is a Singapore citizen.
You have served your employer for a continuous period of at least 3 months.