Employee Handbook
Welcome to Shekra Sdn Bhd
We're thrilled to have you join our team. This handbook serves as a guide to help you
understand our company policies, procedures, and expectations. If you have any questions or
need further clarification, don't hesitate to reach out to your manager or the HR department.
Table of Contents
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13.
Introduction
Company Overview
Employment Policies
Work Schedule and Attendance
Compensation and Benefits
Performance Management
Workplace Health and Safety
Technology and Communication
Leave Policies
Employee Conduct and Disciplinary Action
Termination of Employment
Penalties:
Acknowledgment of Receipt
Last updated by JY on 29/01/2024
1. Introduction
This handbook is designed to provide you with information about our company and its policies.
Please read it carefully and refer to it whenever you have questions about your employment
with us.
2. Company Overview
Shekra Sdn Bhd was established on January 29th, 2010. Our first clinic was inaugurated under
the trade name 'Klinik Alam Medic Sentul,' which has since become one of the leading clinics for
General Practice and Family Medicine in the Sentul area. We are proud members of the ALAM
MEDIC Group and cater to over 300 organizations in Kuala Lumpur and Selangor.
Over the years, we have expanded our branches throughout the Klang Valley region, boasting
dedicated doctors, nurses, and a robust management team.
3. Employment Policies
3.1. Equal Employment Opportunity: We are committed to providing equal employment
opportunities to all employees and applicants without regard to race, color, religion, sex,
national origin, age, disability, or any other protected status.
3.2. Anti-Harassment and Non-Discrimination: We do not tolerate harassment or
discrimination of any kind. All employees are expected to treat each other with respect
and dignity.
3.3. Code of Conduct: Our code of conduct outlines the behavior and ethical standards
expected of all employees.
3.4. Confidentiality: Employees are required to maintain the confidentiality of company
information and customer data.
3.5. Conflict of Interest: Employees must avoid conflicts of interest and disclose any
potential conflicts to management.
4. Work Schedule and Attendance
4.1 Employees are expected to adhere to their assigned work schedules and notify their
immediate supervisor/manager in advance of any absences or tardiness.
4.2. Reporting for duty late by more than 10 minutes will incur a salary deduction as below:
(i) Late attendances by 10 minutes
= RM 5.00
(ii) Late attendances by 30 minutes
= RM 10.00
(iii) Late attendances by 1 hours
= RM 15.00
4.3. Off Day: You are entitled to 1 off day per week only. If you are requested to work on your
off day, you shall be paid in accordance with the Employment Act. You are not allowed
to carry forward your off day.
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5. Compensation and Benefits
5.1. Payroll: Payroll details, such as pay periods and payment methods, are outlined in the
employee offer letter.
5.2. Benefits: The company offers outpatient medical coverage to employees and their
immediate family members only.
5.3. Time Off: Details regarding annual leave, sick leave, and other time-off policies are
provided in the employee offer letter.
6. Performance Management
We value the contributions of every employee and provide opportunities for career
development and advancement via HRD Corp Claimable Course.
7. Workplace Health and Safety
We are committed to providing a safe and healthy work environment for all employees.
8. Technology and Communication
Employees are expected to use company technology and communication tools responsibly
and professionally.
9. Leave Policies
9.1. Annual Leave:
9.1.1. Employees are entitled to annual leave based on their length of service:
Less than 5 years: 12 days per year
5 years or more: 16 days per year
9.1.2. Annual leave is proprate from the date of joining, can be taken as it’s earned over
the months of continuous service.
9.1.3. All annual leave applications must be submitted to the immediate
supervisor/manager a minimum of two (2) weeks before the leave date. Annual
leave application is subject to management approval.
9.1.3. Unused annual leave cannot be carried forward to the next year, but it must be
utilized within the current calendar year.
9.2. Sick Leave:
9.2.1. Employees are entitled to sick leave with full pay for up to 14 days per year for
temporary illness or incapacity certified by a medical practitioner.
9.2.2. After four months of continuous service, employees are entitled to sick leave
benefits for hospitalization not exceeding 60 days per year.
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9.3. Maternity Leave:
9.3.1. Even if a female employee meets other requirements, she won't get maternity
allowance if she already has five (5) or more children when she gives birth. In this
context:
(i) children" refers to all her natural children, no matter their age.
(ii) "eligible period" means she must take maternity leave for at least ninety-eight
(98) consecutive days.
9.3.2. A female employee can receive maternity allowance from her employer for the
eligible period if:
(i) She worked for the employer for at least ninety days (90) in the nine months
leading up to her childbirth.
(ii) She worked for the employer at some point in the four (4) months just before
her childbirth.
9.3.3. A female employee must inform her employer about her pregnancy and intended
start date for maternity leave at least sixty days before her due date by submitting
the REGISTER OF MATERNITY LEAVE AND ALLOWANCES (IC) form to her
immediate supervisor/manager. Failure to submit this form will result in the
employee being ineligible for maternity allowance, even if she has already
commenced leave.
9.3.4. If a female employee resigns or is terminated from her position, she must provide
written notification to her immediate supervisor/manager if she is pregnant and
due to give birth within four months. Failure to do so will result in the employee
not being entitled to any maternity allowance.
9.4. Paternity Leave:
Male employees are entitled to paternity leave of up to 3 days for the birth of their child.
9.5. Public Holidays:
9.5.1. There are 12 public holidays gazetted as stated below, and employees are
entitled to paid leave on these days:
1. New Year
2. Chinese New Year - 1st Day only
3. Thaipusam
4. Labour Day
5. The Yang di-Pertuan Agong's Birthday
6. Hari Raya Aidilfitri
7. Hari Raya Aidilfitri - 2nd Day
8. National Day (Merdeka Day)
9. Hari Raya Haji
10. Malaysia Day
11. Deepavali
12. Christmas
9.5.2. If an employee is required to work on a public holiday, they are entitled to an
additional day off or extra pay.
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9.6. Other Leave:
A compassionate leave of three (3) days is granted for immediate family emergencies
or funerals only.
10. Employee Conduct and Disciplinary Action
Employees are expected to adhere to company policies and guidelines. Violations may
result in disciplinary action, up to and including termination of employment.
11. Termination of Employment
Information about the circumstances under which employment may be terminated is
provided in this section.
12. Penalties:
The management strictly observes the following, and it's subject to penalties if you are
caught during your duty hours:
● Not allowed to use mobile phones, penalty = RM 50.
● Not allowed to use company computers for personal use, penalty = RM 50.
● Absent without leave, penalty = RM 100 per day.
● Didn’t clock in & out for attendance, penalty RM 15 per day.
● Didn’t wear a uniform, penalty = RM 10.
13. Acknowledgment of Receipt
By signing below, you acknowledge that you have received a copy of the employee handbook
and agree to abide by its policies and guidelines.
Signed by
:
Name
:
NRIC No.
:
Date
:
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