Professional Documents
Culture Documents
CONTENT
1.
GENERAL
1. Purpose
2. Scope and Applicability
3. Supplement/Revisions
2.
EMPLOYMENT
Non-Singapore
Citizen
4. Determination of Employment
5. Probationary Period for New Employee
6. Renewal of Contract of Service
7. Annual Leave
8. Swap
9. Medical Leave
10. Resignation / Termination of Employment
11. Procedure for Voluntary Termination
12. Procedure for Involuntary Termination
13. Definition of Dismissal
14. Definition of Layoff
15. Placement Transfer / Reassignment
16. Definition of Transfer / Reassignment
17. Situations Where Transfer or Reassignment May
Occur
Crew Management- HR Policy & Procedures Manual
FOR INTERNAL CIRCULATION ONLY - NOT TO BE PUBLISHED OR
DISTRIBUTED OUT OF CONSORT BUNKERS PTE LTD
Page 1
3.1
Code of Conduct
3.2
Definitions
3.3
Discipline
3.4
Disciplinary Procedure
3.5
Forms of Disciplines
3.6
Grievances
3.7
Purpose
3.8
3.9
3.10
3.11
3.12
3.13
Declaration of Gifts
ETHICS POLICY
4.1
Our Commitment
4.2
4.3
4.4
Code of Ethics
Page 2
1.
GENERAL
1.1
Purpose
1.1.1
1.1.2
These written policies should increase understanding, eliminate the need for
personal decisions on matters of our Company-wide policy, and help to assure
uniformity throughout the organisation. It is the responsibility of each and every
member of management to administer these policies in a consistent and impartial
manner.
1.1.3
Procedures and practices in the field of human resource management are subject to
modification and further development. Each member of management can assist in
keeping our human resource programme up-to-date by notifying the Department
whenever improvements can be made in the administration of our human resource
policies.
1.1.4
1.2
1.3
Supplement/Revisions
All Officers/Crews onboard will be governed by the terms and conditions
specified herein and any amendments or changes as decided by the Management
from time to time. You may refer to the Crew Manager for clarifications.
2.
EMPLOYMENT
2.1
2.1.1
2.1.2
A flight ticket (one way) from Jakarta or maximum of S$230 whichever lower
shall be reimburse to the successful New Officer/Crew employed.
2.1.3
2.1.4
In provision of work permit application for the new crew employed, the new crew
shall be eligible or entitled for maximum S$60 per day and capped at 3 days only
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(maximum) being for his lodging, meal & etc without producing any receipt to
stay in mainland, Singapore prior to board the respective vessel.
2.2
2.2.1
2.2.2
2.2.3
The Offer of Employment shall be voided if the Officers/Crews do not pass the
medical examination.
2.3
2.3.1
2.3.2
The relevant authority will process and approve or reject the application.
Depending on the nationality, qualifications, skills and experience of the applicant,
the processing time may vary from one (1) to eight (8) weeks. The non-Singapore
citizen/permanent resident is only allowed to commence work in the Company
upon issuance of a valid working permit.
2.3.3
The Offer of Employment shall be voided if the working permits for non citizens /
permanent residents are not approved by the government authorities.
2.3.4
2.3.5
2.4
Determination of Employment
2.4.1
Contract of service
All Officers and Crews are hired by Consort Bunkers Pte Ltd on a contractual
basis.
Direct contract staff are engaged directly by Consort Bunkers Pte Ltd and paid
salary on a predetermined monthly rate based on Company's prescribed working
pattern. They are on the Company's payroll.
Page 4
2.4.2
2.5.
2.5.1
2.5.2
Annual leave
Medical/hospitalisation leave
2.6.
2.6.1
2.7
Annual Leave
2.7.1
Vessel Officers/Crews are eligible and entitle to 12 days annual leave, pro-rated
for partial year contract.
2.7.2
2.7.3
Any entitled annual leave application less than the minimum period of application
period will be considered as urgent leave. Urgent leave application will be
subject to Crews Managements approval, where Crews Executive or Port
Captain should provide recommendation and Crews Manager will provide an
approval (if permitted) to the urgent leave applied.
2.7.4
Vessel Master/Chief Officers entitled annual leave application form should only
be sign & recommend by the Crews Executive or Port Captain and approved
by Companys Manager.
2.7.5
Vessel Deck Crews entitled annual leave application form should only be sign &
recommend by the respective vessels master/chief officer and approved by
Crews Executive or Port Captain.
2.7.6
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2.7.7
2.7.8
The Vessel Officer/Crews are NOT eligible for gazetted Public Holidays
2.8
Swap
2.8.1
2.8.2
The swap should be mutually agreed between parties where the form should be
submitted by the initiator before mid month prior to next month applied or
minimum of 21 days prior the date of swapping.
2.8.3
2.9
Medical Leave
2.9.1
The Officer/Crew are eligible for 14 days medical leave and 60 days
hospitalisation leave, pro-rated for partial year contract. The Officer/Crews who
are hospitalised for less than 46 days in any one year, his/her entitlement to paid
sick leave for that year cannot exceed the aggregate of 14 days and the number of
days on which he was hospitalised.
2.9.2
The Officer/Crew is to notify and to submit medical sick leave to the Company
immediately in case of his absence from work due to illness after certification of
sick leave by Companys doctor or Singapore Government doctor.
2.9.3
2.10
2.10.1
The purpose of this section is to define the various possibilities of termination and
to establish a systematic procedure applicable to all categories of Officers/Crews
by which Officers/Crews are treated equitably upon termination and in compliance
with all legal requirements or customary practice.
2.10.2
Definition of Termination
A termination is defined as either voluntary or involuntary. .
2.10.2.1
Voluntary Termination
This is a resignation initiated by the Officer/Crew. It could be the following:
1)
A deliberate resignation requested by the Officer/Crew out of a
personal desire to leave the Company, or
2)
An induced resignation submitted by the Officer/Crew to avoid a
dismissal.
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2.10.2.2
Involuntary Termination
This is termination initiated by the Company because of unsatisfactory work
performance, behaviour, misconduct, or layoff.
2.10.3
2.11
2.11.1
2.11.2
2.12
2.12.1
Page 7
2.12.2
2.12.3
2.13
Definition of Dismissal
2.13.1
2.13.2
Where a dismissal is carried out for gross misconduct, the dismissal could be
immediate without prior warning depending on the nature of the offence.
2.13.3
2.14
Definition of Layoff
2.14.1
2.15
2.15.1
2.16
Definition of Transfer/Reassignment
2.16.1
Transfer shall be defined as a lateral move from one job to another job of like
value and importance within the same job grade. It could entail changes in job
title, duties, supervision, work conditions, but not salary, job grade and seniority.
A transfer exercise may come about either from the Officer/Crew's application or
Crew Management's own initiative. The prerogative however rests with the Crew
Management. A request for transfer from an unconfirmed employee will not be
considered.
2.16.2
2.16.3
Page 8
2.17
2.17.1
2)
3)
3)
6)
All transfers, loans or re-assignments for business trips may be for a fixed
duration or for an unspecified period of time, and shall be carried out in
accordance with the Crew Management's Employment Procedure
currently in force. No Officer/Crew shall have the right to refuse such a
request unless an acceptable reason for so doing is given or where he is
required to undergo a further or new period of probation or where he
would suffer undue hardship as a result.
7)
8)
2.18
2.18.1
Page 9
10
2.19
2)
3)
4)
Receiving vessel will assess the suitability of the Officer/Crew and inform
the Crew Management accordingly within two (2) weeks.
a)
If the Officer/Crew were found suitable, the releasing vessel will
have to indicate the timeframe he would like the transfer to be
effected
b)
The receiving Vessel Master should also consent to the transfer.
c)
Crew Management will inform the Officer/crew if he is not found
suitable.
5)
6)
7)
The releasing vessel will have to forward to the Crew Management the
performance plan of the Officer/crew with an assessment of his
performance.
8)
Crew Management will send email to inform all relevant parties of the
transfer so that they can make the changes.
2.20
2.20.1
General
2.20.2
This policy defines the official working pattern of the Company applicable to all
employees Officers/Crews, except for the shore-based staff.
Working Pattern
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11
i.
ii.
2.20.3
All staff will be required to report to Jetty (either Marina South Pier or West Coast
pier) by 10.00am on the changing duty day (via phone roll call) to board the
chartered launch for change over duty.
2.20.4
All staff will be required to observe any change of location schedule that the Crew
Management or respective barge Master/Chief Officer may decide upon.
2.20.5
If duty personnel came after 10.30am on the changing duty day to the desire Jetty
to report for duty, subject to Crew Management approval, where the cost for the
launch may not bear by Company or he may be consider as AWOL.
2.20.6
2.21
Personal Records
2.21.1
General
The purpose of this section is to establish the procedures for keeping an updated
personal record.
2.21.2
Crew Management will update the Officer /Crew records where changes occur.
2.21.3
2)
3)
4)
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12
3.1
Code of Conduct
3.1.1
Purpose
3.1.1.1
3.1.1.2
An employee is expected to behave himself at all times and discharge his duties to
the Company for what he is paid.
3.1.1.3
The Company may, after due inquiry, dismiss without notice an employee on the
grounds of misconduct. Any violation of the Code of Conduct will lead to
disciplinary action, including dismissal.
3.2
Definitions
3.2.1
Misconduct
Misconduct can be considered as failing into two general categories, based on the
seriousness of the offence: Gross Misconduct and Lesser Offences.
3.2.2
Gross misconduct are those offences which are so serious in nature that dismissal
is appropriate without regard to the employee's past conduct record. Lesser
offences are all instances of misconduct which cannot be considered as falling
into the gross misconduct category. There is no hard and fast definition of all
cases of gross misconduct or lesser offences as the circumstances in each case
vary.
3.2.3
2)
3)
Sabotage.
4)
5)
6)
7)
8)
9)
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13
3.2.4
10)
11)
12)
13)
14)
15)
16)
17)
18)
19)
20)
Lesser Offences
1)
2)
3)
4)
5)
6)
7)
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14
3.3
Discipline
3.3.1
Purpose
3.3.1.1
3.3.1.2
Verbal Warning;
2)
3)
Termination.
3.4
Disciplinary Procedure
3.4.1
3.4.2
2)
3)
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15
4)
b)
c)
d)
e)
f)
g)
In the event that after verbal and written warning and there is no
improvement, the Department head may decide to recommend dismissal.
The approval of the dismissal is subject to the approval of the Senior
Management. The employee shall be served the Termination or Dismissal
letter by the Corporate Matters Department in the presence of his
immediate supervisor. All technicalities in respect of termination or
dismissal shall be handled by the Corporate Matters Department. The
termination or dismissal letter shall be written and signed by the General
Manager.
3.5
Forms of Disciplines
3.5.1
Depending on the severity of the misconduct, the forms of disciplines shall include
but not limited to the following:
1)
2)
3)
Dismissal
4)
5)
Reduction in pay
6)
Demotion
3.5.2
Serious offences may also render the employee liable to prosecution under the
jurisdiction of the courts of Singapore.
3.6
Grievances
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3.6.1
Purpose
3.6.1.1
to foster at all times, high morale that makes for self-discipline in every
employee and group discipline within every work team.
3.6.1.2
The Company recognises the value and benefit of mutual discussions. In situations
when any employee feels aggrieved or in disagreement with the Companys
practice, he is encouraged to discuss such matters with the Senior Management.
Employees and/or immediate superiors are encouraged to make an attempt to
settle differences or problems at the lowest level possible with reference to the
following procedure. All correspondence will be dealt with the strictest
confidence.
3.6.2
3.6.2.1
An employee with a grievance should raise the issue with his immediate
supervisor, who will investigate and provide a solution or explanation to
the employee within three working days after the grievance has been
brought up.
2)
If the immediate supervisor is the problem, then the employee should raise
the issue in writing in confidence to the Corporate Matters Manager.
3)
4)
As a final resort, the employee shall have the opportunity to raise the
grievance with Senior Management, who shall within a work week make
all the necessary investigations and provide a decision. The decision of
the Senior Management shall be final.
3.6.2.2
3.6.2.3
If for valid reasons, an employee feels that his grievance is too personal for
discussion with his immediate superior, he may seek recourse through Corporate
Matters Department. Alternatively, if the employee has a personal problem with
his immediate superior, he could seek recourse to the Corporate Matters
Department but it shall be done with the knowledge of his immediate superior.
3.7
Security Responsibilities
3.7.1
Purpose
3.7.1.1
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3.7.1.2
3.8
3.8.1
Visitors / Guests
1)
Employees, authorized visitors and guests are the only personnel allowed
to enter Company's premises.
2)
Employees who have visitors will have to meet their visitors at the
Reception Counter and bring them to the meeting place and at the end of
the meeting, escort them out to the Reception Counter. Under no
circumstances are visitors allowed to wander about the office unescorted.
3.9
3.9.1
The purpose sought to include and foster these is to ensure that official
information is protected.
3.9.2
Employees are not allowed to take any company documents home without prior
approval from the immediate supervisor and upon such approval must return to
the Company all materials, data and documents provided to them in the course of
their work upon termination of service or upon request by the Company.
3.9.3
The employee will use the information that he obtain by virtue of his employment
in the Company, exclusively in performing his work. The employee will not
disclose, in whole or in part, the information to any person without the prior
written approval of the Company.
3.10
3.10.1
3.10.2
All contract/temporary staff on project assignment with the Company will also
have to undertake to safeguard official information to ensure that they do not
release the Company's confidential information to the public.
3.10.3
This condition shall apply both during and after the employment / engagement of
the permanent/contract/temporary staff with the Company. Any breach or neglect
of this undertaking is an offence, and may also render them liable to prosecution
under the jurisdiction of the Courts of Singapore.
3.10.4
Employees are to exercise discretion when surfing the Internet. The purpose is to
prevent virus, spyware and malicious software from inadvertently breaching the
Companys internal networks.
3.11
3.11.1
An employees who has terminated his services with the Company will be sent a
Clearance Form and Exit Interview Form by the Corporate Matters Department.
3.11.2
Corporate Matters Department will also inform the various Departments on the
resignation of the staff for their appropriate action.
3.12
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If you find something that does not belong to you, please turn it in to the
Administration Department. Alternatively, if you lose something, please also
check with the Administration Department.
3.13
Declaration of Gifts
3.13.1
All gifts received by an employee, which could be from a client, supplier, course
provider, vendor or other business associate, are to be declared to the Corporate
Matters Department if above the value of $100.
3.13.2
Ethics Policy
4.1
Our Commitment
4.1.1
4..1.2
This Ethics Policy supplements but does not replace the Company's policies and
procedures, and shall form a code of conduct we expect of all employees to
upkeep our commitment towards ethical conduct. Adherence to the Ethics Policy
is the responsibility of each employee and is a condition for continued
employment, and shall be the subject of management attention, periodic internal
audits and reviews.
4.2
4.2.1
4.3
4.3.1
Company
The Company will provide guidelines on matters of everyday business conduct. It
will also ensure through established communication and training programs that
all employees are aware of and understand the Ethics Policy. The Company will
also enforce the compliance with the Ethics Policy, and guarantee that there will
be no retribution for reporting an alleged violation of the Ethics Policy or the
Company's policies and procedures.
4.3.2
Managers/Supervisors
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We will ensure that all staff under our supervision, directly or indirectly, are given
a copy of the Ethics Policy, share the Company's commitment to uphold the Ethics
Policy, and understand their roles and responsibilities. As supervisors or
managers, we will also conduct ourselves in accordance to the Ethics Policy, and
demonstrate through our actions and words, our commitment to the standards. We
will also maintain a workplace environment and culture that encourages frank
and open communication, free of fear or anxiety of reprisal, concerning the
upholding of the Ethics Policy. We will also report any knowledge of violation or
possible violation directly to the Ethics Policy Committee for appropriate action,
and treat each with the utmost confidentiality possible under the circumstances.
4.3.3
All Employees
We will review and refresh our knowledge and understanding of the Ethics Policy,
and uphold the Ethics Policy and make it an active port of our everyday business
life. We will practise due diligence and be sensitive to situations that could result
in actions by any colleague that are illegal, unethical, violates the Ethics Policy
or improper. We will also encourage our fellow colleagues to uphold the Ethics
Policy, and report actual or perceived violation of the Ethics Policy or the
Company's policies and procedures for appropriate action.
4.4
Code of Ethics
The following sets forth the general ethical standards that shall be met by all
employees. However, the standards are not necessarily all of the obligations that
apply to our conduct. In general, we must take care to avoid any conduct that
could reasonably appear improper or might injure the Company's reputation for
integrity in its activities. We will act in good faith, in the interest of the Company,
without violation of the laws, Company's Ethics Policy and/or policies and
procedures.
4.4.1
Conflict of Interest
No employee may have a personal, business or financial interest that is
incompatible with the loyalty and responsibility owed to the Company. He will be
required to disclose to the Company if he or any of his family members has or
acquires, by gift, inheritance or otherwise, an interest in a supplier, customer,
competitor or its business, or is performing services for such a firm as such
relationship could have an appearance of potentially biasing his judgement or
activities relating to our Company. He will declare on an annual basis, such
interest. He will however not wait for the annual exercise to declare such interest,
and undertakes to declare such interest as and when a potential conflict of interest
is perceived.
4.4.2
Gratification
An employee or any member of his family shall not accept compensation, loan
(other than personal loans from a recognised lending institution made in the
ordinary course of business on usual and customary terms), or anything else of
personal financial advantage from outside parties in connection with any
transaction in which the Company might have an interest.
In occasions whereby it is not possible to turn down a gift regardless of value,
such as a hamper delivered to the home/office of the employee, the employee shall
declare and handover the gift to the Corporate Matters Manager, As such,
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Discrimination
There will be no discrimination against an employee on the grounds of race,
colour, religion, sex, age, disability or any other factor not pertinent to
performance. This applies to all phases of employment including recruitment,
promotion, transfer or compensation.
4.4.4
Proprietary information
The Company's trade secrets and proprietary data are parts of the Company's
invaluable intellectual property. Protection of their confidentiality is vital. No
employee shall use this information for personal benefit or for the benefit of
anyone else. No employee shall also disclose such information without the
authorisation of the General Manager, Consort Bunkers. All employees are
therefore required to take reasonable precautions to protect such information from
inadvertent disclosure. In the course of work, employees may also receive of have
access to trade secrets or proprietary data of a government agency or other
companies. The employees shall handle them in accordance with any agreements
concerning their use or disclosure, and with the same care and under the same
restrictions as if they were trade secrets or proprietary data owned by the
Company. The employees will not disclose to other companies or use for the
benefit of the Company the trade secrets and proprietary data of their former
employers.
4.4.5
Gifts to Others
No gift (regardless of value) shall be given to an employee of a customer, vendor
or other entity with the intent to influence corruptly that employee's conduct.
While we cannot accept ourselves to be bribed or influenced corruptly, we will not
conduct ourselves in any similar manner onto others, No employee shall also
promise, offer or make any payments in money, products, or services, either
directly or indirectly, to any government employee for in order to induce
favourable business treatment or to affect governmental decisions.
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