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PRIVATE & CONFIDENTIAL

PART C: DISCIPLINE AND CODE OF CONDUCT MANAGEMENT

10.0 GRIEVANCE PROCEDURE
In order to achieve its mission and labour peace from its workforce, company
needs to build into its sets of formal procedures a speed and effective mechanism
to address Employee complaints, concerns and dissatisfaction. This is generally
called grievance procedure and whilst there is not one ideal process, nor is one laid
down by law, the Company structures its grievance so as to meet two (2) main
objectives:
a) To speedily and effectively address Employee concerns and complaints: and
b) To contribute towards its labour peace and, thus, provide the best employee
experience.

10.1 What is Grievance Procedure?
A grievance procedure is a clearly formulated and written process, which is set
down for resolving Employee’s complaints. The procedure generally specifies how
grievances must be dealt with, by whom, the senior levels to which grievances can
be referred and the time limit within which the grievance must be lodged by the
Employee and dealt with by the relevant level of Management.

A grievance is any feeling of dissatisfaction that an Employee or group of
Employees has with the employer, although generally excluded from grievance
procedures are appeals from disciplinary action, which should be dealt with the
terms of the appeal procedure and certain collective matters that are more
properly dealt with in a negotiation forum or via a dispute procedure.

The action is generally initiated by an Employee in terms of the grievance
procedure when that Employee wishes to express dissatisfaction with some aspect
of his/her job situation or perceived a violation of his/her employment rights.

If you face any problem at your workplace, you are encouraged to talk to your
immediate Superior or Head of Department. If the problem is not resolved within
four (4) working days, you can then approach the Human Resource Manager for
help. Allow the Human Resource Manager three (3) working days to resolve the
problem. Should there be no resolution, you may then make an appointment to
meet Labour Office/Industrial Relation Office.

However, issues involving “management prerogative” should not be raised or
be negotiable. The items are as follow:

(i) Salary structure or salary scale;
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