5.

0 APPENDIX TO EMPLOYEE HANDBOOK

List of Appendix

APPENDIX 1 EMPLOYEE INDUCTION 1

APPENDIX 2 EMPLOYEE PROBATION 2

APPENDIX 3 PERFORMANCE REVIEW & EVALUATION 3

APPENDIX 4 TERMINATION OF EMPLOYMENT 5

OVERSEAS BUSINESS TRIP REIMBURSEMENT

APPENDIX 5 6
PROCEDURE

APPENDIX 6 LEAVE ENTITLEMENT TABLE 8

APPENDIX 6.1 MATERNITY PROTECTION & BENEFITS 8

APPENDIX 7 SERVICE RECOGNITION 9

APPENDIX 8 DISCIPLINARY ACTION PROCEDURE 9

APPENDIX 9 CONFIDENTIALITY & NONDISCLOSURE AGREEMENT 12

APPENDIX 10 INSURANCE SCHEDULE 13

APPENDIX 11 COPYRIGHT INFRINGEMENT MEMORANDUM 15

APPENDIX 12 STIPULATED HOURS OF WORK 17

APPENDIX 13 EMPLOYEE GRIEVANCE PROCESS 18

 KURIHARA KOGYO CO., LTD. – Singapore Branch

APPENDIX 1: Employee Induction

(Associated Form: KHR-01-IS)

Objective

1. Gain employee's commitment by introducing him to the job and to the Company.

2. Enable employee to integrate in the corporate culture and the structure of the organisation.

3. Ensure that induction procedure is dealt in an organised and consistent manner.

Guideline

1. Induction shall be implemented by individual department.

2. This procedure shall be guided by the Induction Checklist form (KHR-01-IS).

3. Induction shall be implemented on the day employee commence work.

4. All points of the schedule must be covered and understood by the employee.

5. Form KHR-01-IS shall be part of the employee's Personal File or uploaded in the HR database.

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

APPENDIX 2: Employee Probation

(Associated Form: KHR-02-PR)

Objective

1. Create a supportive work environment that allows new employee to settle and learn the key
elements of the job within a realistic timescale.

2. Utilise this period to assess the skills, capabilities, conduct and adaptability of the new hire before
deciding to confirm appointment.

3. Confirm the new employee’s employment based on performance and organisational fit.

4. Boost employee retention and minimize turn-over.

Guideline

1. All appointments shall have 3 months’ probation subject to extension as deemed necessary.

2. Employee shall go through a formal Probation Review interview at the end of each probation
period. This procedure shall be documented using form KHR-02-PR.

3. Verbal confirmation on whether or not the employee has completed the probation successfully
shall be given at the end of the interview.

Roles & Responsibilities

MANAGER

NEW EMPLOYEE
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 KURIHARA KOGYO CO., LTD. – Singapore Branch

5. Probation
Review will
be
documented
using form
KHR-02-PR.
Employee
and Manager
will sign the
form and will
furnish to HR.

APPENDIX 3: Performance Review & Evaluation

(Associated Form: KHR-03-PRE)

This Policy shall establish a developmental approach in managing performance and shall be a key
component of the management process to utilise human resources effectively by driving performance that
would benefit the individual, team and the whole organisation.

Objective

1. Provide a formal structure of communication between management and employee to set goals,
clarify expectations, improve performance and reinforce employee motivation.

2. Initiate a developmental approach in managing performance by ensuring employee is aware of

what is expected of him, providing timely feedback and monitoring progress.

3. Provide employee opportunity for active participation in the review process contrary to a passive
role in a traditional appraisal that is predominantly focused on salary review.

4. Attract and retain the best talents with a consistent and well-defined employee performance
management process that provides satisfaction, encouragement and opportunities for
development.

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

Guideline

1. This Policy shall be implemented with a written review

and discussion that shall be undertaken at least ones
a year, or, for the purpose of Promotion.

2. The procedure shall be conducted using the Form

KHR-03-PRE which will have 4 sections: A. Overall
Performance Review, B. Work Improvement Plan, C.
Development Plan, D. Salary Evaluation

3. Form KHR-03-PRE shall be given 1 week in advance

to give both manager and employee the time to
prepare for the discussion interview.

4. Both manager and employee shall be furnished by

HR Department with copies of the past review as
reference in conducting an objective evaluation.

Procedure

1. HR Department shall fix the schedule for the review and evaluation period and inform the
division concerned.

2. HR Department shall provide the division with all the associated documents for the review.

3. Past review records shall be furnished as reference of what has been accomplished from the
goals set in the past review.

4. Manager shall plan his schedule on how to conduct the review for his department.

5. Manager shall notify employee in advance of his respective review schedule to enable him to
prepare for the discussion.

6. The review process shall be guided by the Performance Review Guide.

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

APPENDIX 4: Termination of Employment

(Associated Forms: 1. KHR-04A-CM 2. KHR-04B-EC 3. KHR-04C-ES)

Objective

1. Ensure that Company termination procedure shall be implemented in a fair and consistent
manner.

2. Comply with employment regulation on termination to avoid legal implication.

Types of Termination

1. Resignation - it is a voluntary separation where employee decides to leave the company

2. Dismissal - it is an involuntary separation where a non-probationary regular employee is

dismissed by the Company due to a gross disciplinary infraction

3. Lay-off - (temporary or permanent) is a termination of employment when there is a need to

reduce manpower (Temporary Lay-off provision Section 5 of this Manual)

4. AWOL - when a staff has been absent from work for 3 consecutive days without notice, he
is deemed to have quit the job

5. Retirement - when employee reaches the statutory retirement age (62) (Refer to Retirement
Section 6 of of the Human Resource Policy Manual)

Exit Procedure regardless of the type of Termination

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

APPENDIX 5: Overseas Business Trip Reimbursement Procedure

(Associated Form: KHR-05-OBTR)

Objective

1. Ensure that overseas trip supports the Business Trip

Reimbursement Policy (Section 1.8.2 of this Policy Manual)

2. Set a standard procedure in the settlement of reimbursement

claims for business trip.

3. Ensure that this procedure is consistently implemented.

Guideline

1. Overseas business trip itinerary shall be scheduled in the most economical cost possible.

2. No family member shall accompany staff on business trip.

3. Traveling expenses shall be settled at cost.

4. Staff shall be entitled to an “outfit allowance” or "per diem" set by the Company. Allowance shall
be based on pay class, area of travel and period of travel.

5. Advanced payment may be obtained from Accounts Department based on the planned and
estimated cost of travel.

6. Miscellaneous expenses without receipts shall be claimed using the reimbursement voucher, only
up to a maximum of $500 per voucher, with clear details of claims, and shall be approved by GM
or Accounts Manager.

7. All claims for reimbursement shall be submitted for processing without delay: within a month from
the period of travel.

8. Any special case not covered by this general guideline requires endorsement from Senior
Manager and approval from General Manager.

9. Overseas reimbursement claim shall be covered under the Overseas Business Trip Report form,
and attached with the required supporting documents.

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

Procedure

Required details to be
provided in the OBTR
Form:

a. Purpose of the
trip

b. Group Name &

Project Code

c. Staff Name

d. Destination

e. Period of travel /
travel dates with
brief description
of itinerary

f. Flight & hotel

accommodation if
fixed

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

APPENDIX 6: Leave Entitlement Table

(Associated Form: KHR-06-LAF)

LEAVE ENTITLEMENT TABLE

Type of Leave Eligibility Criteria Entitlement Implementation
Three (3) months' service. New employees will be eligible After the first year, 1 day will be added to the entitlement for each
Annual Leave 10 days*
only to pro-rated earned leave continuous year of service, subject to the maximum of 20 days.
14 days without hospitalisation
Sick Leave Three (3) months'service. 60 days*
60 days with hospitalisation
Only for the first legal marriage and when it is contracted while in the
Marriage Leave Twelve (12) months' service 4 days
employ of Kurihara
1. Female employees with ninety (90) days' service
2. Child is a Singapore citizen 16 weeks As specified by the Child Development Co-Saving Act
Maternity Leave
3. Child's parents are lawfully married
Female employees with ninety (90) days' service 12 weeks As provided for in the Employment Act
1. Male employees with three (3) months' service
Paternity Leave 2. Child is a Singapore citizen 2 work weeks As provided for in the 2013 Enhanced Marriage & Parenthood Package
3. Child's parents are lawfully married
1. Three (3) months' service
2. Child is a Singapore citizen below 7 years of age 6 days* As specified by the Child Development Co-Saving Act
Childcare Leave 3. Child's parents are lawfully married
1. Three (3) months' service
2 days* As provided for in the Employment Act
2. Child is below 7 years of age
1. Three (3) months' service
Extended Chidcare
2. Child is a Singapore citizen between 7 & 12 years of age 2 days* As specified by the Child Development Co-Saving Act
Leave
3. Child's parents are lawfully married
Compassionate Leave Twelve (12) months' service 4 days For dealth or critical illness of an immediate family member
* Per calendar year

APPENDIX 6.1: Maternity Protection & Benefits

A. Provisions of the Child Development Co-Savings Act

Eligibility Criteria
1. The child is a Singapore Citizen
2. Parents are lawfully married
3. Employee has served at least 90
days' service before the child's birth
4. Employee is eligible regardless of
the number of children she has
B. Provisions of the Employment Act
1. Employee has served at least 90 days'
service before the child's birth
Without regard to:-
The employee being unmarried
The child is not a Singapore citizen
The employee is a foreigner or PR
2. Employee is eligible only up to the
second child
Entitlement Salary To Be Paid
16 weeks in Full salary payment at the
total monthly gross rate of pay
Full salary payment at the
monthly gross rate of pay for
the first 8 weeks
Salary payment for the
12 weeks in
remaining 4 weeks is at the sole Voluntary
total
discretion of the company.
Implementation General Rules
1. Employee is entitled to take leave 1. An employee who had a
4 weeks before & 12 weeks after delivery stillbirth is entitled to a full
2. Employee has the option to take the last maternity leave. If she does not
8 weeks (maximum 48 days) of Maternity qualify under the Child
Leave flexibly over a 12-month period Development Co-Savings Act,
from the child's birth with concurrence of payment beyond the first 8
the company weeks is at the discretion of
3. A foreigner or PR can be entitled to this the company.
category of benefit provided she meets 2. Maternity leave benefit is not
the stated eligibility requirements. applicable to cases of abortion
If the employee does not meet criterion or miscarriage.
(1) & (2) at the time of the confinement 3. Any illness occuring during
but meets them within 12 months of the the first 7 months of pregnancy
child's birth, she will be eligible for the shall be deemed as normal sick
remaining maternity leave from the date leave
she meets all the criteria.
4. Application for Maternity Leave
shall be submitted no less than
Compulsory 2 weeks prior to the commence-
ment of the Maternity Leave
5. Maternity Leave application
must be supported by a certificate
from a registered medical
The last 4 weeks of the maternity leave can practitioner or a government
be taken flexibly over a 12-month period medical officer
from the child's birth

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

APPENDIX 7: Service Recognition

(Associated Form: KHR-07-TEMP)

Objective

1. Recognise loyal employees and promote Company values

2. Build the morale of the employees

3. Boost employee retention & loyalty

Guideline

1. Employee's years of service shall be counted based on employment anniversary date. Award
recognition for prescribed year shall be given after the employee has fully completed the
qualifying year.

2. The cash value or gift to be awarded is subject to change depending upon the discretion of
Management.

Categories for Service Recognition

Years Recognition Award

5 Service Award travel voucher worth $300 + certificate

10 Decade Award watch (worth 1,000 - 1,500) + certificate
20 Loyalty Award cash voucher worth $1000 + certificate
25 Quarter Century Award watch (worth 2,000-2,500) + certificate

APPENDIX 8: Disciplinary Action Procedure

(Associated Form: KHR-08-DAP)

Objective

1. Implement a progressive and corrective approach in managing disciplinary issues.

2. Ensure fairness and consistency in the implementation of disciplinary procedure.

3. Ensure that employee have a clear understanding of this policy and its procedure.

4. Serve as a basis for a fair & legally defensible employment termination in case employee cannot
or will not improve his behavior.

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

Guideline

1. Discipline is part of performance management; Manager should be able to identify when it is

necessary, and, to exercise the proportionate level of discipline to the employee's conduct.

2. Open communication is a vital component in managing employee performance, particularly where

issues on discipline are concerned.

3. Managers have the responsibility to correct and monitor problems, and to prevent future problems
as well.

Procedure

1. Verbal Counseling

For minor misconduct and/or performance related issues such as frequent tardiness or absences.
It can be an informal instruction or a close-door counseling session between employee and
supervisor for misbehavior deemed less serious in nature. No official documentation shall be
issued in such case. However, manager shall keep a record of such meeting for the purpose of
monitoring.

2. First Written Warning

For a repeated violation or misbehavior even after a verbal counseling has been administered.
Or, for a serious offense that arise from the performance of duties, relationship at work, health
and safety, or a misdemeanor outside of duty that has compromised the reputation of the
Company. In this case a written warning shall be issued to the employee, and a copy shall be
furnished to HR Department.

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

3. Final Written Warning

For repeated transgressions after verbal counseling and first written warning has been
administered, or, for a serious offense related to the performance of duties, relationship at work,
health and safety or violation of Company policy. A written warning shall be issued and copy shall
be furnished to HR Department.

4. Suspension

Suspension shall be warranted for offenses that are severe in nature yet not sufficiently severe to
justify a dismissal. In such case, an investigation involving the immediate supervisor, the
department manager or Senior Manager and HR representative shall be conducted before
suspension is imposed. This is to ensure that: 1) relevant information were gathered 2) sufficient
time has been utilised to evaluate the issue 3) the employee was given opportunity to give light to
the issue, and, 4) decision was made objectively and fairly.

5. Dismissal

Employment may be terminated after other disciplinary measures have failed, or, on the grounds
of extremely serious offense or a "gross misconduct”. In such case, employee may be discharged
at any time without consideration to any progressive steps or corrective action.

Gross misconduct includes, but not limited, to the followings:-

 Reporting for work while under the influence of drugs or alcohol

 Consuming drugs or alcohol while on duty

 Violating company policy

 Violating safety policy

 Destroying or attempt to destroy Company property

 Theft or fraud

 Gross insubordination

 Verbal abuse against co-employee

 Absence without leave for three continuous working days

 Working for another company, without prior approval

 Has vested interested in a business or trade, without prior approval

 Physically assaulting a co-employee

 Gross negligence of duty that has caused physical injury of co-employee and/or
damage to Company property

 Misdemeanor outside the scope of duty that has compromised the reputation, or
has caused liability to the Company

 Guilty of a criminal offence.

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

APPENDIX 9: Confidentiality & Non-Disclosure Agreement

(Associated Form: KHR-09-NDA)

Objective

1. Protect the intellectual asset and trade secrets of Kurihara with a

legal contract.

2. Protect the employee from any future legal complications with matters covering intellectual
property by ensuring that he/she understands the confidential nature of the job and the
corresponding ethical obligations that he/she must comply with in relation to the performance of
his/her duties.

Guideline

1. All employees who have access to confidential information whether direct or indirect in nature
shall be subjected to the Non-Disclosure Agreement (NDA).

2. Appropriate definition of terms, exhaustive explanation of purpose, scope and content of the NDA
shall be provided to the employee.

3. Employee covered by this Policy shall be given ample time to consider this Agreement and not to
be required to accept and sign on the spot. Form KHR-09-NDA shall be given 1 day, to a
maximum of 5 working days, before signing.

4. Ensure employee fully understands the responsibilities and obligations stipulated in the NDA
when he signs the document.

5. Original copy of NDA shall be kept in the Employee's personal file.

6. Employee shall be furnished with a photocopy of the NDA.

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

APPENDIX 10: Insurance Schedule

Insurance Benefits from the Company

Type of Basic Sum

Scope of cover Maximum Benefits Exclusions
Insurance Assured

1 Personal Against death or permanent Assistant Managers a) On Death - The sum insured 1) Intentional self-injury, suicide, attempted
disablement caused by an & above - in one lump sum suicide (whether felonious or not), provoked
Accident accident only S$150,000 per assault, intoxication, drugs, intemperance or
person b) On Permanent insanity;
All others - Disablement - A percentage 2) Pre-existing physical defect or infirmity,
S$100,000 per of the sum insured (refer to pregnancy or childbirth or sexually transmitted
person Schedule of Indemnity) disease

1) If the employment being on a part-time basis

2 Term Life Pays in the event of death or
total and permanent
disablement due to any cause
Assistant Managers Pay sum insured in a lump or his absence from work because of illness or
& above - sum upon death or total & bodily injury do exceed 6 months.
S$100,000 per permanent disablement
2) Full-time military, naval or air services
person illness if there is no prior claim
All others - for Critical Illness 3) War, Invasion, Act of Foreign Enemy
S$70,000 per
person

1) Pre-existing conditions unless the Insured

3 Hospital & Hospitalisation expenses Assistant Member has been insured continuously for 12
incurred as a result of an illness Managers & above Please refer to Group Hospital months under this policy; or
Surgical or accident - Plan 1 2) Nervous Breakdown or mental disorder; or
& Surgical Benefit Plan -
Engineers, 3) Attempted suicide or self-inflicted injuries,
Secretaries and Schedule 1 regardless of the mental condition of the Insured
Executives - Plan 2 Member; or
Assistant Engineers 4) Violation or attempted violation of law, or
and below - Plan 3" resistance to lawful arrest or imprisonment

5) Rest cures, sanitaria care or special nursing

care; or

4 Major Pay 80% of the total covered All - up to 80% of Please refer to Major Medical 1)6)Pre-existing
Communicable diseases
conditions requiring
will isolation or
not be insured
eligible medical expenses the total covered Insurance Benefit Plan - unless Insured Member
quarantine has been
under insured
the law; or
Medical incurred in excess of the benefits eligible medical Schedule 2 continuously for 12 months under this policy
payable under the basic Hospital expenses incurred. 7) Sexually transmitted diseases, Acquired
& Surgical Insurance 2) No benefit shall be payable if the insured
Immune Deficiency Syndrome (AIDS), or any
member has sought medical treatment and/or
AIDS-related condition
advice 12 months before the cover issue date.

8) Routine physical examination, investigation,

medical check-up or preventive care; or

9) The influence of alcohol, narcotics or drugs; or

10) Dental care or surgery, except where

necessary to treat or to replace sound natural
teeth damaged or lost as a result of an Accident;
or

11) Constructive or plastic surgery, cosmetic

treatment or other elective treatment for
beautification purposes; or

12) Sleep apnoea; or

13) Obesity, weight reduction or weight

improvement; or

14) Hereditary conditions or congenital illness or

abnormalities; or

15) Voluntary termination of pregnancy which is

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not recommended by aof Appendix
Medical Practitioner or
Specialist, contraception, birth control, fertility
treatment, varicocele, pregnancy, childbirth,
pre-natal or postnatal care, and any resulting
 KURIHARA KOGYO CO., LTD. – Singapore Branch
5 Pays in the event of the insured person Assistant Managers & CRITICAL ILLNESSES COVER:
Critical is diagnosed with one of 30 critical above - S$40,000 per 1. Stroke
Illness illness person 2.Heart Attack
3. Critical Cancer
All others - S$28,000 4. Kidney Failure
per person 5. Coronary Artery By-Pass Surgery
6. Paralysis
The sum assured is 7. Major Organ Transplant
part of that for Group 8. Multiple Sclerosis
Term Life Insurance. 9. Blindness
10. Coma
11. Muscular Dystrophy
12. Primary Pulmonary Arterial
Hypertension
13. Fulminant Viral Hepatitis
14. Major Burns
15. Heart Valve Surgery
16. Deafness
17. Aorta Surgery
18. Loss of speech
19. Alzheimer’s Disease
20. Terminal Illness
21. Motor Neuron Disease
22. Aids due to Blood Transfusion
23. Parkinson’s Disease
24. Chronic Liver Disease
25. Chronic Lung Disease
26. Major Head Trauma
27. Aplastic Anaemia
28. Apallic Syndrome
29. Progressive Scleroderma
30. Benign Brain Tumour
Details of the above insurance policies are provided in the Employee Insurance Handbook, published by the
insurance broker.
The Insured Member has received medical treatment or
sought medical attention prior to the start of his cover for
any of the following specified medical conditions in
relation to each critical illness:
a) Heart attack, coronary artery bypass surgery, stroke or
renal failure
Medical conditions: Circulatory disease or disorders,
hypertension,
diabetes, kidney or urinary tract diseases or
disorders.
b) Major Cancers
Medical conditions: malignant, early malignant or pre-
malignant
tumour or condition.
c) Major Organ / Bone Marrow Transplantation
Medical conditions: leukaemia, aplastic or hypoplastic
anaemia, immunological defects or disease or disorders
of
the bone marrow, heart, lung, liver, kidney or pancreas,
unless the Insured Member:
i) has been insured under the Policy for at least 2
consecutive years; and
ii) has not received any medical treatment or medical
advice for at least 2 consecutive years from the start of
his cover for such specified
medical conditions in relation to each critical illness; or
The Critical Illness was caused or contributed by:
a) Attempted suicide or self-inflicted injuries, regardless
the Insured
Member’s mental condition;
b) The influence of narcotics or drugs which were not
prescribed by a Medical Practitioner.
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 KURIHARA KOGYO CO., LTD. – Singapore Branch

APPENDIX 11: Copyright Infringement Memorandum

Hi All,

This memo serves the purpose of reminding you the Company’s policy concerning copyright
infringement – copying and using of unlicensed, unauthorized, or pirated software.

The need to use only licensed and legal software within companies has become critical, now that the
Singapore Government has amended its Copyright Legislation to impose stronger penalties on
copyright infringement. In the context of software, under-licensing – running a copy of software on
multiple machines – can constitute violation of copyright agreements; meaning this can put
employee and Company to civil and criminal liability under the copyright law. (Please refer to the
next page for criminal penalties and civil redress for copyright infringement)

As such, the Company would like to impose the following across all staff:-

 No unauthorized copies of software in any form and to/from any party

 No downloading/uploading of unauthorized software from the Internet, but not limited to,
downloading peer-to-peer (P2P) client software that may be used for trading copyrighted
works
 Using of software licensed by the Company must be permitted by writing by the
responsible Manager or Department

An internal software audit would be performed to protect the company from legal fees,
financial penalties, and bad press that tend to accompany piracy infractions.

Please disseminate this memo to your staff to take action to uninstall unlicensed copies, and
where necessary replace with licensed ones.

Lastly, it is emphasized that upon the dissemination of this memo, it is understood that every
staff is aware of the copyright infringement consequences and would be responsible and liable
for his/her own offence to be prosecuted accordingly by law.

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

Criminal penalties and civil redress for copyright infringement

Under the Singapore’s Copy right Law, it is a criminal offence for businesses or corporations to
willfully infringe copyright for commercial advantage. Companies can face prosecution for use
of unlicensed or pirated software in the workplace.

First time offenders can face up to a fine up to S$20,000, or imprisonment of up to six months,
or both. Repeat offenders face a fine of up to S$50,000, or imprisonment of up to three years,
or both.

Additionally, the Copyright Act allows for the copyright owner in a civil action to seek statutory
damages against an infringer of up to S$10,000 for each work infringed and up to S$200,000 in
aggregate. Even greater amounts can be awarded if the copyright owner can prove that the
actual loss suffered by him is greater.

For any clarification and enquiry, please contact Eddie at ext. 283.

Distributions:
Mr. Shinichi Takada/ Mr. Seishi Nishiyama/

Division Managers
Mr. William Tan/ Mr. T.K Tan / Mr. Joe Ng / Mr. L.S Ang/

Department Managers
Mr. C.B Lee/ Mr. Nelson Chou/ Mr. E.C Lai/ Mr. Keith Chua/ Mr. Gabriel Chan/ Mr. Tan Chee
Ho/ Mr. David Xie/ Mr. Raymond Lee/ Mr. Neo Chin Sun/

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

APPENDIX 12: Stipulated Hours of Work

An employee who is requested to work on a Sunday shall be granted a day-off in lieu and such day-off
shall be taken within a month from the Sunday worked.

The Division Manager shall administer the day-off in lieu application to minimise disruption to business
operations.

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

APPENDIX 13: Employee Grievance Process and Procedures

Employee grievance process and procedures

It is a philosophy and policy that a conducive, cordial and positive employee relation
environment is the primary goal and objective in Kurihara Singapore. In any working
relationship, there will be situations and incidents whereby employees may feel unhappy or
dissatisfied about. Such feeling if unattended to, could create a non conducive working
relationship and environment, will ultimately affected the productivity and morale of the
employees. To provide a means/opportunity for any employee to voice his or her concerns,
unhappiness or dissatisfaction, we thus provide an employee grievance process whereby
employee can formally voice their grievances.

This policy is not intended to override the communication between employees and their
respective immediate managers. Employees are encouraged to talk to their Division Managers
first if they have any grievances. If however they are uncomfortable with their grievances to be
dealt with by their respective Division Heads, then employee can then use this formalized
grievance process to voice their concerns.

This Employee Grievance Process is intended to be administered internally with as little

outside parties’ involvement as possible. Nevertheless if the matter concerned involved a
breach or any illegal conduct or incident, which is against the Laws of Singapore, then such
matters should be beyond the jurisdiction of our internal company authority and shall be
referred to and dealt with by the appropriate parties in the Singapore Legal context. For other
matters involving only internal company matters or matters which do not contravene the Laws
of Singapore, the following process shall applies:-

1) Any complaints against the Japanese Expatriate Employees shall be referred to Kurihara
Japan HQ for attention.
2) Any complaints against any members of the local management (employees holding the
appointments of Assistant Managers and above) shall be referred to the General Manager
for attention and action.
3) Any other complaints against any other members or employees of Kurihara Singapore shall
be referred to the HR/Admin Manager for attention and action.
Any complaint against any members of Kurihara Kogyo Singapore branch shall be made in
writing and directly initially to the HR/Admin Manager’s attention except for complaints or
matters concerning Japanese Expatriates. Such latter complaints or matters concerning the
Japanese Expatriate can be sent directly to Kurihara Japan HQ for attention (M. Suzuki San)

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 KURIHARA KOGYO CO., LTD. – Singapore Branch

The HR/Admin Manager upon receiving a written concern from an employee shall respond to
the employee within 7 working days on what action will be or has been taken. If the matter
cannot be resolved with the 7 working days period, the employee will be informed of what
further action will be taken on the matter.

If the resolution after the HR/Admin Manager’s investigation and decision on the matter is not
satisfactory to the employee, the employee shall then be free to refer the matter to General
Manager. The General Manager shall then decide on what action need to be taken. The
employee is also free at this moment to decide if the concern/matter be further referred to
Kurihara Japan HQ.

For matters involving any of the Japanese Expatriate employees, the matter will be referred to
and decided by Kurihara Japan HQ. The final decision of Kurihara Japan HQ will then be
communicated to the employees by the General Manager or HR/Admin Manager.

In dealing with all matters pertaining to this policy, the identity of the employee concerned
shall remain anonymous; known only to the HR/Admin Manager. The employee can be assured
that no adverse consequences will be taken against him or her.

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