Page 10 - 2018 MSC HR Policy
P. 10
Chapter 6
Compensation
1. Salary, Wage and Remunerations
Policy
The Company will normally pay salary or wage and other remuneration components on the last working day
of each month by depositing to the employee’s designated bank account. If the pay-day falls on a holiday,
the payment will be made on the last working day in prior.
The Company adheres onto the principle of ‘no work no pay’. Hence, it reserves the right ‘not to pay’ the wage
or salary to the employee who appears to take an absence without a proper leave approval.
The Company shall comply with the applicable law and code of various Governmental or business agencies
on salary withholding / deduction. The withheld amount shall be in accordance with the terms and conditions
required by Governmental or Business agencies and / or the latest personal status information that the
employee has provided to the Company.
Upon rendering the service of employees, performance appraisal shall be a tool and process to determine the
level of bonus / incentive as well as the increment of salary and wage. The achievement criteria take into
account the achievement against job specific performance objectives and targets, and competencies
development demonstrated through various behaviors. The process is undergone with transparency, fairness
and traceability by providing opportunity for the employee to self-evaluate and discuss the result with the line
manager and record the result in the form or system. The upper level supervisor approval is also required in
the Performance Appraisal process to leverage discrimination probability.
Guidelines in determining employee’s salary and wage
Internal Factors External Factors
Scope of work and expected job, role and Market and industry pay level.
responsibilities of the position; Overall economic outlook of the country.
Competencies (Knowledge, Skills) and experience
of employees;
Business performance of the Company.
HUMAN RESOURCES POLICY Page 10 of 49
VERSION: HR001-2018, JANUARY 1, 2018
