EMPLOYEE

HANDBOOK

Malaysias Leading
Authentic Arabic Restaurant

Latest edition : 2015

Property of SJ AL QODWAH SDN BHD

Contents
1. Welcome To Our Team!!........................................5
2. Introduction:..........................................................5
Vision:.......................................................................7
Mission:.....................................................................7
Objectives:................................................................7
4. Organization Chart:..................................................8
5.Rules, Regulations & Company Policies:...................8
a)Appointment:......................................................8
b)Probation Period:...............................................8
c) Confirmation:.....................................................9
d) Promotion:.........................................................9
e)Transfers:............................................................9
f)Termination:........................................................9
i) Employer Termination:........................................9
ii) Self Termination:..............................................10
g)Resignation:......................................................10
h)Business Hours:...............................................11
i) Working Hours:.................................................11
j) Duty Rosters:....................................................11
k) Overtime:.........................................................11
l) Part-time Employees:......................................12
m) Rest Day:.........................................................12
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Property of SJ AL QODWAH SDN BHD

n) Public Holidays:...............................................12
o)Leave Entitlement:..........................................14
i) Annual Leave:...................................................14
ii) Unpaid Leave:..................................................15
iii) Emergency Leave:...........................................15
iv) Medical Leave:................................................16
v) Hospitalization Leave:......................................16
vi) Maternity Leave:.............................................16
vii) Compassionate Leave:...................................17
viii) Congratulatory Leave:...................................17
p)Attendance:......................................................17
q) Dress Code& Uniform:....................................18
r) Name Tag & Micros Card:...............................20
s)Staff Lockers:....................................................20
t)Duty Meals:........................................................21
u)Sexual Harassment:........................................21
v)Prohibition Of Outside Employment And
Business:...............................................................22
w)Dos And Donts...............................................22
x) Staff Communication Board:.........................23
y) Personal Information:...................................23
z) HR Documents submissions:........................24
6. Staff Accommodation:............................................24
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Property of SJ AL QODWAH SDN BHD

7.Job Application & Required Documents:..................24

8. Rehire.....................................................................25
9. Return of Company Property..................................25
10.Employee Personnel Files......................................25
11. Compensation & Statutory Requirements:...........26
i) Salary Date:......................................................26
ii) Employee Provident Fund (EPF):..................26
iii) Social Security Organization (SOCSO):......27
iv) Income Tax:.....................................................27
12.Confidentiality&Disciplinary Procedure:................27
i) Confidentiality:.................................................27
ii) Disciplinary Procedure:..................................28
13. Employee Relations Activities:.............................29

1. Welcome To Our Team!!

Welcome to Saba Restaurant, we look forward to the
opportunity to work with you and want you to know that we
recognize our employees as one of our most valuable
resources. Our continued success in providing the highest
quality of food, beverages and service to our customers
depends on having quality people like yourself and your
fellow colleagues. We want you to enjoy your time here and
we are committed to helping you succeed in your new job.
We hope you fi nd your time with us to be an enjoyable and
a rewarding experience.

Property of SJ AL QODWAH SDN BHD

2. Introduction :
This handbook serves to incorporate the general policies,
procedures of employment and to answer some of the
questions that you may have concerning about SJ
ALQODWAH SDN BHD and its policies.
This handbook which contains basic information on general
employment policies and procedures is in a simplifi ed form
for your easy reference. These terms and conditions are
strictly for all staff . Every staff is encouraged to understand
and memorize the contents of this book. Kindly take note
that ignorance of facts will not be regarded as an excuse.
Staff of SJ ALQODWAH SDN BHD are strictly to comply
with the policies and procedures stated in this book. The
management reserves the right to introduce, modify,
amend or annul any section of this handbook during its
operation and that the management decision is fi nal.
Any new amendments shall supersede the relevant articles
in this handbook. The changes will be posted on the staff
notice board from time to time. Staff are responsible in
reading what is posted on the Staff Communication Board
regularly.
If you have questions about anything, please contact your
manager for assistance. This handbook is the property of SJ
ALQODWAH SDN BHD. It must not be taken out of the
restaurant premises.
3. SJ Al Qodwah Sdn Bhd (Vision, Mission &
Objectives):
Saba Restaurant is an established Middle Eastern
Restaurant Group in Malaysia which serves fresh and
healthy Middle Eastern cuisine, including a selection of the
best authentic rice meals (Kabsah, Hanith, Mandi) Together
with mixture of the best Turkish, Arabic BBQs and
Mediterranean salads. All menus are Halal, and are
available in two locations, Cyberjaya and Kuala Lumpur.

Property of SJ AL QODWAH SDN BHD

Strategically located in downtown Kuala Lumpur and

Cyberjaya near residential as well as business area, will
quickly become one of the main lunch and dinner
destination downtown, serving locals, expatriates and
students. Saba restaurant will attract 35% new customers a
year after the second year and will reach profi tability by
the end of two years.
The company was founded in 2007 and one of its brands is
Saba restaurant (the name of the restaurant is derived
from the kingdom of Saba which is known to have existed
in the region of Yemen. By 1000 BC caravan trains of
camels journeyed from what is now Yemen in south-east
Arabia to the Mediterranean).
Saba Restaurant started in 2007 in the area of Cyberjaya in
a close distance to the Multimedia University. It was the
first Arab restaurant to open in Cyberjaya. Initially simple
Arabian food was introduced to gauge the acceptability of
the Arab cuisine in that area. The turnout was
overwhelming. Many dishes were added to the menu to
accommodate all taste buds.
The increasing number of the Arab students and
expatriates in Kuala Lumpur motivated the company to
open the second branch in Setiawangsa, Kuala Lumpur.
Saba Setiawangsa is located at the first and second fl oor of
Dataran Jelatek next to Seri Maya condominium. The menu
is exactly the same as the first branch. The restaurant can
accommodate more than 200 persons at any time.

Vision:
To be a renowned brand name regionally and internationally.

Mission:
To ensure high quality food is served.

Property of SJ AL QODWAH SDN BHD

Objectives:
The objectives for Saba restaurant in the first three years of
operation include:
To exceed customers expectations for food service and food
service products.
To increase the number of clients served by 25% per year
through superior service.
To expand and establish its brand as one of the top Middle
Eastern restaurants in Malaysia.
Increase the number of Arab and Middle Eastern dishes as well
as differentiating itself from competitors.
Build solid working relationships with Malaysians, as well as
Kuala Lumpurs growing Arab, Middle Eastern and foreign
population.

4. Organization Chart:
The Organization Chart is a guideline to the various
positions and hierarchy in the company, all are to respect
the chain of command. Please find the company
Organization Chart on the following page:

5.Rules, Regulations & Company Policies:

a)Appointment:
Human Resources Department will ensure that the new
employee completes all required forms and provides the
Company with all relevant documents. The new employee
will be given an employee number and all the necessary
items relevant to his/her position. At any time subsequent

Property of SJ AL QODWAH SDN BHD

to the appointment of an employee, if any particulars given

by the employee i n his/her application for Employment
Form at any time is fraud, misleading or false, the
Company shall have the power to summarily dismiss the
employee
without
compensation
even
though
the
probationary period may have ended.
You must inform the management in writing of any change
in your address, marital status, telephone number,
additional qualifi cation or skill or any other relevant
particulars as and when the need arises.

b)Probation Period:
The probation period is the initial period of service during
which the new employee will demonstrate to the company
whether he/she is suitable for the job. The probationary
periods are:
3 months for Executive and above
3 months for Non-Executive staff
The company shall inform new employees in writing, of
their confi rmation upon successful completion of the
probationary period. The company reserves the right to
extend the probationary period for any new employee who
does not perform to the expected standards to a maximum
period of three months.

c) Confirmation:
The Employees will be received for permanent employment
on contractual basis upon successful completion of their
probation period.

d) Promotion:
The employee selected for promotion will be notifi ed in
writing of his new duties and responsibilities. He/she may
be required to serve a probationary of three months. In the

Property of SJ AL QODWAH SDN BHD

event if the performance level is not up to the

management's expectation, the Management shall review
the new position.

e)Transfers:
The Company may at its discretion transfer/re-designate
employees to another location, department or position
where the services of the employees are required. Such
transfer will not result in loss of salary to the employee. An
employee who refuses a transfer is liable to be terminated.

f)Termination:
i) Employer Termination:
The employer has the right to terminate a staff based on
poor work performance and after due disciplinary actions
has been taken against the staff consistently. His/her salary
will be paid up till the last day of work only.
.

ii) Self Termination:

An employee shall be deemed to have broken his/her contract of
service with the company if he/she has been continuously absent
from work for more than two consecutive working days without
prior leave from his employer, unless he/she has a reasonable
excuse for such absence and has informed or attempted to
inform his/her manager of such excuse prior to or at the earliest
opportunity during such absence as governed by Section 15
(2) of the Employment Act.(If an employee is proven to
have committed acts of misconduct and dismissed by the
Company then the Company is not obligated to pay any
form of compensation in lieu of notice.)The company also
will not pay the current monthly salary for the selftermination employee case.

g)Resignation:
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Property of SJ AL QODWAH SDN BHD

In cases where an employee voluntarily resigns from the

company, a written notice should be submitted as follows:
During probationary period: 1 week notice or payment-in-lieu.
After confirmation o f service the notice period will be as
follows:

LENGTH OF
SERVICE
Less than 2
years
More than 2
years but less
than 5 years
More than 5
year

NON-KEY
POSITIONS
NO. OF DAYS

KEY POSITIONS

1 weeks or
payment-in-lieu
1 weeks or
payment-in-lieu

1 months or
payment-in-lieu
1 months
payment-in-lieu

1 weeks or
payment-in-lieu

1 months
payment-in-lieu

NO. OF DAYS

Note: Key Positions in SABA Restaurant are Restaurant

Manager, Assistant Manager, Supervisor, HR Manager, HR &
Admin Executive, HR Admin Assistant, Accounts Manager,
Accounts Executive, Accounts Clerk, etc

h)Business Hours:
The restaurant operates 13 hours a day except on Friday
which it operates for 9.5 hours (Cyberjaya) & 10 hours
(Kuala Lumpur) and 7 days a week. The restaurant business
hours shall be as below:
Saturday to Thursdays
12.00 am

: 11.00 am to

Friday (Cyberjaya)
12.00 am

: 02.30 pm to

Friday (Kuala Lumpur)

12.00 am

: 02.00 pm to

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Property of SJ AL QODWAH SDN BHD

Business hours can vary in the near future due to business

requirements.

i) Working Hours:
Your working hours will vary based on your contract. This
working hours include 1 hour break-time.

j) Duty Rosters:
Floor Manager/In-charge will prepare a monthly/weekly
roster for all department 3 days before the roaster has
start. It is your duty to check your hours of work and days
off . Any request and questions should be channeled
through your immediate superior.

k) Overtime:
You may be required to work in excess of the normal
working hours at the request of your supervisor. Only the
Operations Director/HR Manager is authorized to endorse
staff whose Basic Salary is more than RM 2,000 for
overtime. As in the case of SABA Kuala Lumpur it will be
decided by the Chief Operating Offi cer.
Overtime rates and calculations as below:
No.
01.
02.
03.
04.
05.

Work Day Type

Work On Off Day
Work On Public Holiday
Overtime On Work Day
Overtime On Off Day
Overtime on Public Holiday

Rate
1.0
2.0
1.5
2.0
3.0

Calculation Formula: Basic Salary / 26 Days / Working

Hours x Rate x Total Hours Of
Overtime

l) Part-time Employees:
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Property of SJ AL QODWAH SDN BHD

The hours worked by part-time staff will be based on the

requirements and the needs of the restaurant business.
Variation in business may cause diffi culty in providing parttime employees with precise rosters. However, the outlet
manager will try to inform them of any notice of change of
the scheduled hours. Maximum hours of work in a week
must not exceed 14.5 hours, which is 30% of a full-time
employees working hours in a week. This is as per the local
labor laws.

m) Rest Day:
Every employee is entitled to ONE (1) or TWO (2) rest days
per week based on his/her contract. Employee who is
interested to work on his/her rest day is required to get
prior approval from his/her supervisor. If the employee is
required to work on a his Rest Day and in such event, the
employee is entitled to one (1) days wage at the ordinary
rate of pay.
.

n) Public Holidays:
Every employee shall be granted 11 paid public/state holidays in
each calendar year as specified below. He/she will be paid his/her
ordinary rate of pay as gazette by State or Federal Government.
The company is prohibited from substituting 5 public holidays as
listed below for any other days. The company may substitute any
other days for the remaining gazette public holidays within three
months from the actual public holiday.
i) The National Day;
ii) The Birthday of the Yang di-Pertuan Agong;
iii) The Birthday of the Ruler or the Yang di-Pertua Negeri,
as the case may be, of the State in which he employee
wholly or mainly works under his contract of service, or the
Federal Territory Day, if the employee wholly or mainly
works in the Federal Territory, and the Workers' Day.

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Property of SJ AL QODWAH SDN BHD

If the employee is required to work on a paid gazette public

holidays and in such event, the employee is entitled to
two(2) days wages at the ordinary rate of pay.
The list of approved Public Holidays is below:
No Public Holiday
.
1. New Years Day
2. Federal Day for KL Only Or Birth of
Sultan of Selangor for Cyberjaya
Only
3. Prophet's Muhammad's Birthday
4. Workers' Day
5. National Day
6. Hari Raya Aidil Fitri
7. Hari Raya Haji
8. Birthday of the Yang di-Pertuan Agong
9. Malaysia day
10. Awal Muharam

No. of
Days
1day
1day
1day
1day
1day
2 days
1day
1day
1day
1day

If any of the above specified public holidays or any other

day substituted falls within the period during which an
employee is on a maternity leave, sick leave, annual leave,
or during the period of temporary disablement under the
Social Security Act, the employee shall be granted another
day as paid holiday in substitution thereof.

o)Leave Entitlement:
i) Annual Leave:
All confi rmed employees are entitled to annual leaves.
Annual leave entitlements are as follows:
Length of Service
Twelve (12) months continuous

No .of
days.
Eight (8)

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Property of SJ AL QODWAH SDN BHD

service but less than two (2) service

with the company
Two (2) years service but less than
five (5) years service with the
company
Above fi ve (5) years

days
Twelve (12)
days
Sixteen (16)
days

The employee will be entitled for

annual leave upon
confi rmation as permanent staff and it can be utilize as per
written in the contract based on prorated basis (SABA
Cyberjaya). As in the case of SABA Kuala Lumpur the
employee will have to complete 12 months of service in
order to apply for annual leave. Any staff wanting to apply
for leave prior to that will have to get approval from the
management. Annual Leave application form for less than 7
days leave must be submitted at least 1 week (7 days) in
advance for management's approval. For more than 7 days
the leave application must be submitted 2 weeks in
advance. Yearly Annual Leaves can only be granted at the
sole discretion of the approving authorities, subject to the
smooth running of the companys operation.
If the annual leave is not fully utilized during the contract
year, it will be forfeited. It can only be carried forward in
special
cases
by
obtaining
prior
approval
from
management.
All staff are advised to personally check with the HR
Department on the status of their leave balance prior to
applying their annual leaves.
For probationers, if there is a need to take leave, it shall be
considered as unpaid leave. Upon your confi rmation, your
annual leave entitlement shall be credited into your annual
leave balance.

ii) Unpaid Leave:

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Property of SJ AL QODWAH SDN BHD

Staff are allowed to take a maximum of 2 days Unpaid

Leave in a month. Staff s monthly performance allowance
will be deducted partially for Unpaid Leave that is applied 1
week in advance and with supported documents based on
number of unpaid days applied for
(SABA Cyberjaya). As in the case of SABA Kuala Lumpur
there is no deduction at all from the monthly performance
allowance for applied unpaid leaves supported with
documents.
For staff who do not have documents to support their
Unpaid Leave they will be considered absent and their
entire monthly performance allowance will be deducted.

iii) Emergency Leave:

In the case of emergency leave, kindly take note that you
are supposed to contact the superior to inform him/her of
the nature of your emergency and your whereabouts latest
by 12.00 noon on the same day. Supporting documents
must be submitted with the Leave Form for approval by the
Restaurant Manager, upon returning to work. If there are no
supporting documents you will be considered absent. In
this case your entire Performance Allowance will be
deducted and Disciplinary Action will follow suit. For
emergency leave the staff will have the choice to utilize
their annual leave balances, subject to approval by the HR
Department.

iv) Medical Leave:

Staff is entitled for paid medical leave as follows:
Length of Service
Less than 2 years
More than 2 years but less than 5
years
More than 5 years

No. of days
14 days
18 days
22 days

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Property of SJ AL QODWAH SDN BHD

Staff are required to inform the manger regarding their

medical leave on the same day either in person or a phone
call. Medical leave application form must be submitted
once the staff is back in the company for management's
acknowledgement together with the medical certifi cates,
failing which, it will be considered as absent. Please refer
to the Staff Communication Board on company panel of
doctors list. Medical benefit will be given only to staff that
has finished 1 month service. Upon completion of 1 month
service, medical benefit will be given to the staff . The
company will cover up to RM50 per visit however the total
should not exceed RM 300 per year.

v) Hospitalization Leave:
All staff are entitled for 60 days hospitalization leave.
However it must be supported with medical certifi cates
from registered hospital, this is in addition of the entitled
medical leave.

vi) Maternity Leave:

Female employees will be granted 60 consecutive calendar
days of maternity leave on full pay. A certifi cate from a
registered medical practitioner must support applications
for maternity leave.

vii) Compassionate Leave:

Staff are allocated 2 days compassionate leave in the
event of death of immediate family members. Defi nition of
immediate family members are: father, mother, husband,
wife, brother, sister, grandfather, and grandmother. Leave
forms must be accompanied with supporting documents as
a valid prove.

viii) Congratulatory Leave:

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Property of SJ AL QODWAH SDN BHD

Marriage: 2 days for the first legal marriage and a cash

allowance may be handed out to the respective staff based
on the managements discretion and only after completing
6 months of service.
Paternity: 1 day for male staff only.

p)Attendance:
You are to report promptly to your workstation, in full uniform
and well groomed 10 minutes prior to the commencement of
your shift or working hours. If the employee (in the case of
emergency) has to leave the restaurant premises, he/she must
liaise with the outlet head or supervisor responsible and abide by
the following procedure:
Employees are responsible of clocking-in and clocking-out both
for attending work and going for their break-times, every day of
his/her working days. Failure to do so give the employer the right
to deduct from the employee salary.
Employee must abide and follow any system that the employer
uses for the purpose of clocking in and out and any database
maintenance.
Failing to abide by the explicit or implicit rules and the
regulations tender the employee eligible for a disciplinary action
or deduction of pay.
SABA Restaurant Employees are given a total of 59 minutes for
lateness based on accumulation for each month. If the staff is
late for 1 hour (60 minutes) and more his/her entire Performance
Allowance will be deducted. Apart from the above, the basic
salary will be deducted based on total amount of lateness in that
particular month.
An employee who is absent or on no pay leave will not receive
their performance allowance either.
Staff going on Emergency Leave must obtain permission from
his/her Manager or Section Leader/In-charge before leaving the

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Property of SJ AL QODWAH SDN BHD

property. Check in with his/her Manager or Section Leader/Incharge as soon as he/she returns.
All
communications
between
Employees
and
their
Managers/Superiors must be by a telephone call or in person.
Also, the Employee will have to call personally and not the family
members unless the Employee is very ill or bedridden.

q) Dress Code& Uniform:

The following are guidelines for the dress code during
working hours:
Managers & Asst. Managers:
Formal casual style long sleeve shirt, black pants and black
leather shoes.
Supervisors:
SABA F1 Blue Jersey paired with black or blue designer
jeans. No rugged, torn or rocker jeans is allowed. As for
shoes they can wear black leather or sport shoes.
Waiters:
SABA Maroon T-shirt, Black cum Yellow striped Baseball
Cap, Apron paired with a black or blue designer jean. No
rugged, torn or rocker jeans is allowed. As for shoes they
can wear black leather or sport shoes.
Runners, Baristas & Cleaners:
SABA Black T-shirt, Orange Baseball Cap, Apron paired with
a black or blue designer jeans. No rugged, torn or rocker
jeans is allowed. As for shoes they can wear black leather
or sport shoes.
Chefs:
Chefs White Jacket, Chefs White Hat and safety boots that
are provided by the company.
Kitchen Helpers:

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Property of SJ AL QODWAH SDN BHD

SABA Black T-shirt, Black & Red Baseball Cap, Apron paired
with a black or blue designer jeans. No rugged, torn or
rocker jeans is allowed. As for shoes they can wear black
leather or sport shoes.
Female Muslim staff are allowed to wear a simple
headscarf.
Slippers or sandals are not allowed. Micro, mini, skin-tight,
transparent skirts, pants or blouses are not allowed.
All staff are entitled to receive uniforms as the following:
3
2
1
1

Tops
Aprons
Cap
Name Tag (front of house staff only)

Uniforms will be issued as the following:

Chefs every 6 months
All other staff every 1 (one) year
Any staff who has damaged (chlorox, bad ironing, etc) lost
or not return his uniforms upon resignation will have to pay
the full cost of these uniform and accessories as the
following:
.
No
.
01.
02.
03.
04.
05.
06.
07.

Item
SABA Maroon T-shirt
SABA Black T-shirt
SABA F1 Blue Blazer
Chef White Jacket
SABA Baseball Cap
Barista Apron
Server Apron

RM
20.00
20.00
57.00
50.00
14.00
14.00
14.00

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Property of SJ AL QODWAH SDN BHD

08.
09.
10.

Chef Apron
Name Tag
Micros Card

14.00
4.00
50.00

..

r) Name Tag & Micros Card:

Name tag is the responsibility of the employee.
Identification tag must be worn at all times during working
hours. Staff are fully accountable for the Name Tag and
Micros Card if missing or damaged. Both are considered
company's property and must be returned upon the staff
leaving the company. Disciplinary action will be taken
against staff found not wearing their name tags.

s)Staff Lockers:
Each uniformed staff is provided with a locker for him/her
to store personal whilst in duty. Valuables left in the locker
are at an employees own risk. You are therefore advised
not to keep any valuables in the locker. If the locker key is
lost, a replacement can be obtained from the Cashier at a
charge of RM20 per key. It is strictly forbidden to force
open into your locker and you will bear the cost of repairing
the locker.
For health and security reasons, the management is
authorized to conduct periodic inspection of all lockers. You
shall be subject to strict disciplinary action if your locker is
found to contain property belonging to the restaurant,
off ensive weapons, drugs, inflammable materials, food,
drinks, banned publications etc, or any material which
endangers life and safety. Also, if it contravenes any laws
or any other act of misconduct as stipulated in the Staff
Lockers Rules and Regulations.

t)Duty Meals:
Duty meals allowance if given is subject to the following
rules:

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Property of SJ AL QODWAH SDN BHD

Duty meals are to be consumed during break-times and on

working days only.
Duty meals are not allowed to be shared with other staff or
friend.
No take away is allowed for daily F&B allowance.
No outside food is allowed unless permitted by the
management.
It is a collective responsibility to keep restaurant tables
and premises clean and tidy.
Leftover food after closing is allowed for staff to be taken
home provided it is supervised by a superior.

u)Sexual Harassment:
The management is committed to ensuring our work place
is one where all staff can complete their duties in any
environment of mutual respect and fairness. Sexual
harassment is unlawful discrimination under statutes of the
Art and will not be tolerated under any circumstances in
this company.
A person is considered to harass another sexually, if he or
she makes an unwelcome advance or request for sexual
favors, or engage in other unwelcome conduct of a sexual
nature, and where the subject of these attention has
reason to believe that resistance would in any way lead to
a disadvantage in his or her employment. Any complaint
you may have about sexual harassment should be brought
to the attention of the management.
All complaints will be treated seriously, sympathetically
and in the strictest confi dence. All complaints will be
investigated impartially and action will be taken to ensure
that the misconduct does not continue. Should you be a
complainant or witness, you will not be a victimized in any
way.

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Property of SJ AL QODWAH SDN BHD

v)Prohibition Of Outside Employment And

Business:
Unless specifi cally authorized in writing by the managing
director, you may not either directly or indirectly, during
the period of your employment with the restaurant:
Be engaged in any other employment either as a part time
or on permanent employment.
Be engaged in or be concern with the management or
administration of any other business whether or not such
business belong to you personally, other members of your
family, or persons or corporations.
Have any equitable or other interest in any sole
proprietorship, company, firm, organization or society with
business or business activities wholly or partially similar or
related to those of the restaurant.

w)Dos And Donts

Employees should not smoke while wearing his/her uniform
in the restaurant, toilets or close by areas such as the
restaurant walk-ways/corridors, near the lift area and staircase.
Employees must be presentable and tidy in their restaurant
uniforms at all times.
Employees must not mis-use any of the restaurant or the
company resources at any time including the micros card,
uniform, fi xtures, cutlery, machinery, premises, and/or any
other company resources.
Employees are not allowed to use personal electronic
gadgets like Mobile Phones, Ipads, Tablets, etc during
working hours for personal use.
Employees are not allowed to use the company address for
personal correspondence.

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Property of SJ AL QODWAH SDN BHD

Visits by relatives or friends are discouraged at any time

except in an emergency; you must obtain the permission to
meet your visitors.
Any article or money found must be handed over to the
Restaurant Manager where it will be registered in the Lost
& Found Book and kept in a safe locker.
Do not speak to the media on behalf of the company, the
only authorized spokesperson is the CEO.
Do not ask or gesture for tips/gifts from restaurant guests.

x) Staff Communication Board:

The HR Department & the Operations team will post
important memos pertaining to employee, customers and
business matters from time to time on the Staff
Communication Board. It is your sole responsibility to check
the Staff Communication Board regularly to ensure that you
are well informed.

y) Personal Information:

It is the duty of all staff to inform the HR Department if

there is any change in:
Home address
I.C. number
Passport number for renewals (foreigners)
Visa expiry date for renewals (foreigners)
Bank account number
Mobile number
Any other important information
Note: For some of the above the Bank & Income Tax
Department may also need to be updated.

z) HR Documents submissions:
It is the responsibility of all staff to communicate to their
Managers on their leaves or absence from work for any

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reason. Also, it is the duty of every individual staff to

submit their form that has been approved by manager
together with their supporting documents (mcs death
certificate, doctors letter in-case of immediate family
member falling very ill, etc).Please refer to the Staff
Communication
Board
for
documents
submission
guidelines.

6. Staff Accommodation:
The staff accommodation is solely meant for the employees
of SABA Restaurant. Therefore, no friends or guests are
allowed to stay at the lodging. It is supposed to be a
resting place and all should cooperate in living together
with one another. Noise from verbal communication or
music audio should be kept at the minimum levels as there
could be staff who are resting/sleeping. It is very important
to maintain high levels of safety and cleanliness. The
consumption of liquor and drugs is totally forbidden. Also,
dangerous weapons, substances, liquids and chemicals are
not allowed to be stored in the lodging. If you are not sure
about anything please check with the HR Department.

7.Job Application & Required Documents:

On commencing, among other things you will have to
furnish relevant information and fill out forms that deal
with:
Personal details
Employment record declaration
Maybank Account Number
Income Tax File Number
EPF Number
SOCSO Number
Typhoid Vaccination Card
Food Handling Certificate
IC or Passport Copy
4 Passport Sized Colour Photographs

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Property of SJ AL QODWAH SDN BHD

8. Rehire
Former employees who left this company in good standing and
were classified as eligible for rehire may be considered for reemployment. An application must be submitted to the Human
Resource department, and the applicant must meet all minimum
qualifications and requirements of the position.
Supervisors must obtain approval from the Human Resource
Manager prior to rehiring a former employee. A rehired
employees benefit is similar to any other new employee.
Previous tenure will not be considered in calculating longevity,
leave accruals or any other benefits.
An applicant or employee who is terminated for violating policy
or who resigned in lieu of termination from employment due to a
policy violation will be ineligible for rehire.

9. Return of Company Property

The separating employee must return all company property at
the time of separation, including uniforms, cell phones, keys,
PCs, medical card and staff cards. Failure to return some items
may result in deductions from the final paycheck. If any items is
lost, destroyed or cannot be re-used the employee will be
required to sign the Wage Deduction Authorization Agreement to
deduct the costs of such items from the final paycheck.

10.Employee Personnel Files

Employee files are maintained by the Human Resource department and
are considered confidential. Managers and Supervisors may only have
access to personnel file information on a need-to-know basis by human
resources approval.
A Manager or Supervisor considering the hire of a former employee or
transfer of a current employee may be granted access to the file, or limited
parts of it, in accordance with anti-discrimination laws.

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Property of SJ AL QODWAH SDN BHD

Personnel file access by current employees and former employees upon

request will generally be permitted within three days of the request unless
otherwise required under state law. Personnel files are to be reviewed in
the Human Resource department. Personnel files may not be taken
outside the department.

11. Compensation & Statutory Requirements:

i) Salary Date:
The salary will be released to all staff between the 1 st to
the 7 th day of each month. This policy is applicable for all
employees. It is the companys policy to pay your wages
monthly into your personal bank account by direct deposit.
You will receive from the HR Department a pay slip
indicating details of your wages and deductions through
your Restaurant Manager. Any complains or questions
regarding the salary should be made to the Restaurant
Manager on the same day of receiving the pay slip.
Corrections will be made accordingly by the Payroll
Personnel if necessary. Any complains made after that will
not be entertained.

ii) Employee Provident Fund (EPF):

All employees are required to contribute to EPF at the
current statutory rate of 11% of their monthly basic salary
upon joining the company. The Company's distribu tion to
the EPF shall be 13%. Contribution to EPF will commence
on the fi rst calendar month of employment. Existing
members of EPF are required to furnish their EPF
membership number to the Human Resources Department.
So that their contributions can be credited to their ac count
accordingly. Employees who are not members of EPF are
required to register immediately. Staff who are not
registered are to furnish a copy of their identify cards and

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Property of SJ AL QODWAH SDN BHD

The EPF registration

Department.

forms

to

the

Human

Resources

iii) Social Security Organization (SOCSO):

All employees earning a monthly salary of RM2, 000.00 or
less are required by law to contribute to the SOCSO upon
joining the Company. Employees earning more than
RM2,000.00 a month and have previously con tributed to
SOCSO are required by law to continue contributing to
SOCSO. The amount of contribution for both employee and
the company are as per scale stipulated by SOCSO and it
shall be deducted directly from the employees monthly
salary.

iv) Income Tax:

An employee shall be responsible for his/her own income tax as
assessed by Lembaga Hasil Dalam Negeri Malaysia. However, the
company shall deduct directly from the employees monthly
salary the income tax amounts as directed by the authority
concerned. For foreign staff the Accounts Department will assist
them in filing in their yearly tax returns.

12.Confidentiality&Disciplinary Procedure:
i) Confidentiality:
An employee shall under no circumstances divulge or make
public any Company information imparted to or gained by
them in the course of their duties as an employee of the
Company. The employee is required to keep all client in formation and discussions strictly confi dential.

ii) Disciplinary Procedure:

Any employee who commits a breach of the rules established by
the Company or any other act of misconduct or inefficiency shall
be subjected to the following disciplinary action / (s) if found
guilty:

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Property of SJ AL QODWAH SDN BHD

Written Warning:
* Verbal Written Warning
* 1st Warning Letter & Counseling
* 2nd Warning Letter & Counseling
* 3rd and Final Warning Letter & Counseling
Suspension (this method is used for major offences such as
fighting, stealing, alcohol/drug consumption, Sexual harassment
etc pending investigation).
Cessation of Increment or Bonus
Downgrading of Position & Salary (based on regular Performance
Reviews and Disciplinary Action & Counseling)
Termination of Service (when all efforts have failed or in the case
of major offences)
Any other action permitted by law depending on the gravity of
the offence committed
Any employee, who is in police custody on criminal charges, may
be subjected to disciplinary actions.
Example of Misconduct:
Insubordination
Theft or embezzlement
Willful damage to or misuse of Company's properties such as
office phone, motorcycle, car etc.
Assault and battery (violent and, or threatening behavior)
Consumption of alcoholic or illegal substances
Conviction and imprisonment due to consumption and/or
trafficking of illegal substances
Misrepresentation or deliberate concealment of Company records
Causing nuisance whether private or public
Accepting money or gift for reasons related to the business
activities of the Company without prior approval from the
Company
Posting of bulletin (s) without permission from the management
Vandalism

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Property of SJ AL QODWAH SDN BHD

Gambling
Refusal of transfer for genuine operational needs
Disclosure of trade secret
Illegal strike
Absenteeism and tardiness
Unsatisfactory performance
The above acts are treated as MISCONDUCT, and this list is not
exhaustive.

13. Employee Relations Activities:

The company has introduced employee relations programs in
order to motivate staff and as the following;
Employee of The Month
Employee of The Year
Monthly Birthday Celebrations

Employee Handbook Acknowledgment and Receipt

I have received my copy of the Employee Handbook.
This Employee Handbook does not constitute a contract of
employment either in whole or in part. The restaurant, reserves
the right to add, delete, or change any portion of the Employee
Handbook with or without notice. I acknowledge receipt of, and

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Property of SJ AL QODWAH SDN BHD

have read, the Employee Handbook that outlines my benefits

and obligations as an employee of our restaurant. I understand
the Standards of Conduct and each of the rules and regulations
which I am expected to follow, as well as the additional policies. I
agree to abide by all of them. All employees are expected to
conform their conduct to the Rules and regulations asset out in
this handbook, and understand that they are at will employees.
The contents of any Employee Handbook, including this one, that
maybe distributed during the course of their employment shall
not be construed to be a contract or in any way binding. The
restaurant reserves the right to change, at its discretion, the
contents of this handbook.
I have received the handbook, and I understand that it is my
responsibility to read and comply with the policies contained in
this handbook and any revisions made to it.
________________________________________
Employee's Signature
_______________________________________
Employee's Name
_________________
Date
TO BE PLACED IN EMPLOYEE'S PERSONNEL FILE

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Property of SJ AL QODWAH SDN BHD