Page 19 - LGB Group

b) An eligible Employee who intends to apply for such leave must submit
his application at least one (1) month in advance. The application must
be supported by documentary evidence such as letter of confirmation
by Tabung Haji or the relevant religious bodies or a confirmed return
air ticket for the trip.

19.10 Unpaid Leave

Employees are not encouraged to apply for unpaid leave. However, the
Company will consider granting such leave when all available paid leave
has been utilised and the Employee has to attend to personal matters such
as extended maternity leave, serious illness of family members etc.

Unpaid leave shall be approved in accordance with the Leave Application
Procedure.

20. TERMINATION AND LAY-OFF

a) The Company will give priority to deploy Employees who are made redundant
due to completion of projects, change in operational requirement, business
restructuring etc. by seconding or transferring the affected Employees to
other departments or companies within the Group. However, when all
avenues have been exhausted and the surplus of manpower still persists, the
Company would have to consider a retrenchment exercise.

b) In the event an Employee’s service is terminated or laid-off due to redundancy
or on medical grounds, he shall be eligible to receive termination benefits in
accordance with the provisions in the Employment (Termination and Lay-off
Benefits) Regulations 1980, as follows:

Termination Benefits

Years of service Entitlement per year of service

Less than 1 year Nil
1 to less than 2 years 10 days wages

2 to less than 5 years 15 days wages

5 years and above 20 days wages

c) Termination of service on medical ground shall be substantiated by a medical
report issued by the Company panel doctor or a Government medical officer
or the SOCSO Board. Where necessary, a second medical opinion may be
sought at the request of the Company.

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