EMPLOYEE HANDBOOK.pdf

EMPLOYEE HANDBOOK
COSMOPOINT
INTERNAL USE
ONLY
2015, Cosmopoint Sdn. Bhd
Revision June 2015

TABLE OF CONTENTS
PART SECTION CONTENTS PAGE
A 1 INTRODUCTION 1
1.1 DEFINITION 2
1.2 COMPANY VISION, MISSION & SHARED VALUES 3
1.3 CATEGORIES OF STAFF 4
1.4 STAFF GRADE 5
B 2 APPOINTMENT 6
3 PROBATION & CONFIRMATION 6
4 PROMOTION 7
5 TERMINATION OF EMPLOYMENT & RESIGNATION 8
6 RETIREMENT AGE 9
C 7 WORKING DAYS & HOURS 10
8 CLOCK-IN CLOCK-OUT 10
9 OVERTIME 10
D 10 GAZETTED PUBLIC HOLIDAY 13
11 LEAVE 13
11.1 ANNUAL LEAVE 13
11.2 MEDICAL LEAVE 15
11.3 PROLONGED MEDICAL LEAVE 16
11.4 MATERNITY LEAVE 17
11.5 PATERNITY LEAVE 17
11.6 COMPASSIONATE LEAVE 18
11.7 MARRIAGE LEAVE 19
11.8 UNPAID LEAVE 19
11.9 HALF DAY LEAVE 19
11.10 PILGRIMAGE (HAJJ) LEAVE 19
11.11 SPECIAL LEAVE 20
11.12 ABSENT WITHOUT LEAVE 20
COSMOPOINT
E 12 TRANSFER 21
INTERNAL USE
ONLY
F 13 COMPENSATION & BENEFITS 22
13.1 SALARY 22
13.2 SALARY INCREMENT 22
13.3 SALARY ADVANCE 22
13.4 BONUS 23
i

TABLE OF CONTENTS
PART SECTION CONTENTS PAGE
13.5 EPF & SOCSO CONTRIBUTION 23
13.6 INCOME TAX 23
G 14 CLAIMS, REIMBURSEMENTS, ALLOWANCES 24
14.1 MILEAGE REIMBURSEMENT 24
14.2 OTHER MODES OF TRANSPORT 24
14.3 OUTSTATION 24
14.4 ACCOMMODATION 25
14.5 SUBSISTANCE ALLOWANCE 26
14.6 INCONVENIENCE ALLOWANCE 27
14.7 TRANSFER/SECONDMENT ALLOWANCE 28
14.8 OTHER CLAIMS FOR OUTSTATION / 28
OVERSEAS TRAVEL
14.9 FIXED ALLOWANCE 28
14.10 OTHER CLAIMS 29
14.11 EXPENSE CLAIM 30
14.12 CASH ADVANCES & REIMBURSEMENT 30
14.13 MATERNITY EXPENSES REIMBURSEMENT 30
H 15 TRAINING & EDUCATION & FURTHER STUDY 31
15.1 TRAINING CONTRACT 31
15.2 LOCAL & INTERNAL COMPANY SPONSORED 31
TRAINING
15.3 PRIVATE STUDY 32
15.4 EMPLOYEE FEE DISCOUNT – FURTHER STUDY 32
I 16 MEDICAL BENEFITS 35
16.1 OUTPATIENT 35
16.2 DENTAL 35
16.3 INSURANCE COVERAGE 35
COSMOPOINT
J 17 ANNUAL PERFORMANCE REVIEW 37
INTERNAL USE
ONLY
ii

TABLE OF CONTENTS
PART SECTION CONTENTS PAGE
K 18 CONDUCT, DISCIPLINE, EFFICIENCY 38
18.1 CODE OF CONDUCT 38
18.2 BUSINESS COURTESIS 39
18.3 BORROWING 40
18.4 OTHER FULL TIME EMPLOYMENT 40
18.5 CONFIDENTIAL RECORD & INFORMATION 40
18.6 COPYRIGHT & OWNERSHIP 40
18.7 COMMUNICATION WITH PRESS, RADIO, 41
TELEVISION OR OTHER MASS MEDIA
18.8 INEFFICIENCY 41
L 19 DISCIPLINARY PROCEDURE 42
19.1 PRELIMINARY INQUIRY 42
19.2 ATTENDANCE OF THE ACCUSED EMPLOYEE 42
19.3 SUSPENSION OF SERVICE 42
19.4 RIGHT OF APPEAL 43
19.5 REFERENCE TO CHIEF EXECUTIVE OFFICER 43
19.6 CHIEF EXECUTIVE OFFICER’S DECISION 43
M 20 GRIEVANCE PROCEDURES 44
N 21 REVIEW OF TERMS & CONDITION OF 45
EMPLOYMENT
22 REHIRING
O 23 APPENDIXES 46
COSMOPOINT
INTERNAL USE
ONLY
iii

PART A
1 INTRODUCTION
1.1 DEFINITION
1.2 COMPANY VISION, MISSION & SHARED VALUES
1.3 CATEGORIES OF STAFF
1.4 STAFF GRADE
COSMOPOINT
INTERNAL USE
ONLY

Cosmopoint Sdn Bhd • Employee Handbook
1.1 DEFINITION
Cosmopoint Group of Companies - The term “Group” refers to the Cosmopoint Group of
Companies that consist of Cosmopoint Sdn. Bhd, KLMUC and Cosmopoint Colleges.
Division Heads - Vice Chancellor, Academic Operations Director, Chief Executive Cosmopoint
Colleges, Sales & Mktg SVP, Financial Controller, Human Resources VP and the CEO.
Department Heads – All Head of Departments/Units/Sections
Acronyms
a) CEO - Chief Executive Officer
b) CECC - Chief Executive Cosmopoint Colleges
c) VC - Vice Chancellor
d) SVP - Senior Vice President
e) VP - Vice President
f) HODiv - Head of Division
g) HOD - Head of Department
h) ICT - Information and Communication Technology
i) KLMUC - Kuala Lumpur Metropolitan University College
j) CC - Cosmopoint Colleges
k) HRD - Human Resource Department
l) PMS - Performance Management System
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
2

Cosmopoint Sdn Bhd • Employee Handbook
1.2 COMPANY VISION, MISSION & SHARED VALUES
VISION
To be the region’s leader in providing affordable, quality education, training and ICT
solutions while competing internationally
MISSION
The Group endeavors to provide quality higher education training with an emphasis on skills
and comprehension for social as well as technological progress.
Cosmopoint is committed to provide affordable educational programs in collaboration with
industrial partners within the fields of science, commerce and technology.
The Group strives to develop customized business and multimedia solutions to assist both
local as well as international clients in customer satisfaction through ICT technology.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
3

Cosmopoint Sdn Bhd • Employee Handbook
1.3 CATEGORIES OF STAFF
Full Time
Expatriate
Contract
Part Time
Full time employee is a person who is given a full time tenure
to join the Company with a starting gross salary in accordance
with the established criteria of the Company.
An expatriate is an employee working in a country other than
their country of origin.
Expatriates need a work permit which will be applied as soon
as they accept a job offer from the Company.
Upon approval of the work permit, the expatriate will be
appointed as an employee of the Company based on a yearly
contract.
Contract employee is a person who is given a contract with
specified period of tenure with the Company, where the
contract is to be reviewed annually for opportunity for
continuity of service, termination or permanent tenure.
Part time employee is a person generally employed due to the
Company’s needs of his/her wide industry experience or
specific niche skills to accomplish the company’s objectives.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
4

Cosmopoint Sdn Bhd • Employee Handbook
1.4 STAFF GRADE
The prescribed personnel policies and procedures described in this handbook are structured
according to the staff grading structure as follows:-
JOB GRADE
CEO
SM2
SM1
M4
LEVEL
Non- Academic Academic Office Bearer
CEO
Senior Management
Professor
Professor
Associate Professor
COSMOPOINT
Vice chancellor
Deputy Vice
Chancellor
Deans
M3 Associate Professor Deans
Middle Management
M2 Senior Lecturer Head of School
M1 Senior Lecturer Head of School
E3
E2
E1
NE3_4
NE1_2
Executive
Non- Executive
Lecturer
Lecturer
Tutors, etc.
INTERNAL USE
ONLY
Revision June 2015
5

Cosmopoint Sdn Bhd • Employee Handbook
PART B
2 APPOINTMENT
3 PROBATION & CONFIRMATION
4 PROMOTION
5 TERMINATION OF EMPLOYMENT & RESIGNATION
6 RETIREMENT AGE
COSMOPOINT
INTERNAL USE
ONLY

Cosmopoint Sdn Bhd • Employee Handbook
PART B
2 APPOINTMENTS
2.1 All appointments shall be made by letter of appointment on the Company's
letterhead, signed by a duly authorized officer of the Company and issued by the
Human Resources Department.
2.2 If at any time subsequent to the appointment of any employee, the Company find
that any statement entered in the application form of appointment and/or
statutory declaration form is in any respect untrue, the employees will be liable to
instant dismissal
3 PROBATION AND CONFIRMATION
3.1 All new employees engaged in a permanent employment shall serve a
probationary period of three (3) months to ascertain their suitability for the post.
3.2 The Company may, at its sole discretion, extend or reduce the probationary period,
depending on the employee’s performance and conduct. The employee may be
extended by another 3 months before they are either confirmed or not. In the
event of any extension, the employee shall be informed in writing of the extended
probationary period and conduct monthly assessment during the extension
period.
3.3 On completion of the probationary period, the employee shall be confirmed in
regular employment with the Company and shall be given a “Letter of
Confirmation.”
3.4 All employees who have met the following conditions may be confirmed in service,
at the discretion of the Company:
a) Completed the probationary period
b) Demonstrate a satisfactory work performance
COSMOPOINT
3.5 Upon confirmation by the Company, an employee’s employment with the
company shall be deemed to have commenced from the date of appointment.
INTERNAL USE
ONLY
Revision June 2015
6

Cosmopoint Sdn Bhd • Employee Handbook
4 PROMOTIONS
4.1 The Company shall maintain a policy that employees of the Company are eligible
to be considered for promotion when a vacancy arises or when a new position is
created except for employee still on probation.
4.2 The promotion of suitable employees shall be on the basis of performance or merit
that fits the respective job description.
4.3 The Company’s selection of any employee for promotion shall be final and the
employee will be notified in writing.
4.4 The changes in salary, benefits and terms and conditions of service to the higher
grade on promotion (if any), shall be effective from the date the employee
commences in the higher grade.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
7

Cosmopoint Sdn Bhd • Employee Handbook
5 TERMINATION OF EMPLOYMENT & RESIGNATION
5.1 An employee who intends to terminate his service with the company must notify
the company in writing of his intention to terminate his service within the period
as per stipulated in the employment contract or pay the company salary in lieu of
such notice.
5.2 The company may, on the merits of the case, waive the period of notice
requirements.
5.3 The period of notice of termination by Job Grade or Position shall be stated in the
individual appointment letter. The period of notice depends on the employee’s Job
Grade as follows:
Job Grade Confirmed/Contract Staff During Probation
E1 & above 3 months 1 month
Non-executive 1 month 1 month
5.4 An employee shall be terminated without notice or salary in lieu of notice in any
of the following events:-
a) If an employee has in the opinion of the Company been found to be guilty of
dishonesty, misconduct or negligence in the performance of his duties.
b) If an employee has after showing cause in writing was found to have
committed any serious breach of any of his duties or obligations under his
appointment.
c) If an employee has made monetary profits or received any gratuities or other
rewards (whether in cash or kind) out of any of the Company’s affairs.
5.5 An employee shall be deemed to have terminated his employment with the
Company if he has been continuously absent from work for more than two (2)
consecutive working days without a reasonable excuse for such absence or has not
informed or attempted to inform his Supervisor or Human Resource Department
of his absence. In such circumstance, the Company shall claim indemnity for such
breach of contract.
COSMOPOINT
5.6 In the event of resignation from an academic staff, the staff is required to complete
the semester and submit all relevant marks and assessments required for the
Board of Examination before the last working day.
INTERNAL USE
ONLY
5.7 An employee shall submit his “Letter of Resignation” to the respective
supervisor for acknowledgement before submitting to HR.
5.8 Before an employee terminates his employment with the Company, he will be
required to attend an exit interview conducted by the respective Head of
Department or Human Resource Department.
Refer to Appendix 1 – Exit Interview Form.
8
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
5.9 The employee shall return all properties provided or issued by the Company to his
Supervisor/Head of Department on his last working day. The Company reserves
the right to request the employee to replace or reimburse the cost of any
properties that is lost by the employee or is faulty upon returning.
5.10 Head of Department and Human Resource is required to ensure that the resigning
staff/staff who is terminated hands over his files containing the job description,
office keys, staff identification card and other related documents to his respective
Supervisor/Head of Department.
Refer to Appendix 2 – Handover Notes Form.
6 RETIREMENT AGE
6.1 The retirement age for both male and female employees shall be sixty (60) years
of age.
6.2 Re-employment or new employment of an employee after his retirement shall be
at the sole discretion of the Company. The terms and conditions of such reemployment
will be determined based on the merits and circumstances of each
case.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
9

Cosmopoint Sdn Bhd • Employee Handbook
PART C
7 WORKING DAYS & HOURS
8 CLOCK-IN CLOCK-OUT
9 OVERTIME
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
PART C
7 WORKING DAYS AND HOURS
7.1 Cosmopoint observes the following office working hours:
Monday – Friday : 9.00 am – 6.00 pm
OR Sunday - Thursday (for Kelantan & Terengganu)
Saturday or Sunday: As and when required
All Employees shall be entitled to a rest day in each week as determined by the
Company. For the purposes of this clause the rest day shall be on Sunday or
depending on the rest day practice in the state where the Employee works.
7.2 The Company reserves the right to reschedule the working hours of an employee
at its discretion in accordance with the needs of the Company.
7.3 In the event of special assignment, where the employee shall be expected to work
beyond the said hours and days, the employee must seek prior approval from the
Head of Department and Human Resource.
7.4 Due to the range of teaching and learning methods, and the different needs of
various subject areas, a precise specification of teaching hours is neither possible
nor appropriate. As a general guide, however, a full time member of academic
staff might normally expect to have formal scheduled teaching responsibilities
within a band of 22 hours per week on average over an academic semester. A
summary of the approximate distribution of workload under the policy is as follow:--
TEACHING PREPARATION
OTHER
TASK
COSMOPOINT
TOTAL
Vice Chancellor 6 3 31 40
Deputy VC 9 4.5 26.5 40
Dean 12 6 22 40
Head of Department 15 7.5 17.5 40
Lecturer 22 11 7 40
INTERNAL USE
ONLY
Revision June 2015
10

Cosmopoint Sdn Bhd • Employee Handbook
8 CLOCK-IN CLOCK OUT
8.1 All employees are required to clock-in and clock-out every time they come in and
leave the office at the end of the day. An employee is considered absent from
work if he fails to do so.
8.2 Half a day of annual leave will be deducted from the leave record if an employee
of the Company fails to either to clock-in or clock-out for each occurrence. In the
event that an employee has exhausted his annual leave, half a day’s pay will be
deducted from the monthly salary.
9 OVERTIME (Appendix 3 – Overtime Claim Form)
Employees Obligation to Work Overtime
An employee may be required to work overtime, i.e. in excess of the normal working
hours, as and when the need arises and required by the Company.
9.1 Earning Less than RM2000.00 & Non-Executive
Payment of overtime shall only be claimed by non-executives, and earning less
than RM2000.00 (or any other amount that shall be prescribed by the
Employment Act 1955) if such work has been approved in advance by the
Head of Department (HOD) and Human Resource.
Payment of overtime to non-executives earning less than RM2000.00 shall be in
accordance with the provisions provided in the Employment Act 1955 and any
amendments thereto, and shall be applicable for work performed in excess of the
normal working hours on normal working days, during rest days and on gazetted
public holidays.
The table below depicts the calculation of overtime rates:
Type of Day
No of
Hours
Calculation
Example
COSMOPOINT
Weekday &
Off day
Rest Day
(Monthly Basic Salary
/ (26 X 8)) x 1.5 x
Overtime Hours
Overtime: 3 hours
RM2,000 / (26 X 8) x 1.5
x 3 hours
INTERNAL USE
ONLY
< 4 hours (Monthly Basic Salary
/ 26) x 0.5
> 4 hours
< 8 Hours
(Monthly Basic Salary
/ 26
= RM 43.30
(RM2,000 / 26) x 0.5
= RM 38.50
(RM2,000 / 26)
= RM 76.90
Revision June 2015
11

Cosmopoint Sdn Bhd • Employee Handbook
Public
Holiday
> 8 hours (Monthly Basic Salary
/ (26 X 8)) x 2 x
Overtime Hours
< 8 hours (Monthly Basic Salary
/ 26) x 2.0
> 8 hours (Monthly Basic Salary
/ (26 X 8)) x 3.0 x
Overtime Hours
9.2 Earning More than RM2000.00 & Executive Level
Excess 3 hours
RM2,000 / (26 X 8) x 2.0
x 3 hours
= RM 57.69
Total OT= RM 76.92 +
RM 57.69 = RM 134.60
(RM2,000 / 26) x 2.0
= RM 153.85
Excess 5 hours
RM2,000 / (26 X 8) x 3.0
x 5 hours
= RM 144.25
Total OT= RM 153.85 +
RM 144.23 = RM 298.10
No overtime is payable to employees who earn more than RM2000.00 (or any
other amount as shall be prescribed by the Employment Act 1955) for work done
in excess of the normal working hours on normal working days, during rest days
and on gazetted public holidays.
However, these executives will be eligible for the Inconvenience Allowance
(Appendix 4 – Inconvenience Claim Form) if such work (Special Assignments) has
been approved in advance by the respective Heads of Department and Human
Resource.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
12

Cosmopoint Sdn Bhd • Employee Handbook
PART D
10 GAZETTED PUBLIC HOLIDAY
11 LEAVE
11.1 ANNUAL LEAVE
11.2 MEDICAL LEAVE
11.3 PROLONGED MEDICAL LEAVE
11.4 MATERNITY LEAVE
11.5 PATERNITY LEAVE
11.6 COMPASSIONATE LEAVE
11.7 MARRIAGE LEAVE
11.8 UNPAID LEAVE
11.9 HALF DAY LEAVE
11.10 PILGRIMAGE (HAJJ) LEAVE
11.11 SPECIAL LEAVE
11.12 ABSENT WITHOUT LEAVE
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
PART D
10 GAZETTED PUBLIC HOLIDAYS
10.1 The Company observes all Public Holidays approved by the State and Federal
Governments.
10.2 The Company reserves the right to declare extra holidays to coincide with any
public holiday and such extra holidays are deductible from the employee’s annual
leave. In cases where the employee has still not earned his annual leave or has
fully utilized all his earned leave it will be considered as unpaid leave.
11 LEAVE (Appendix 5 – Leave Application Form)
11.1 ANNUAL LEAVE
Employees are entitled to the annual leave as specified in the Letter of
Appointment. When it is not specified in the Letter of Appointment, the
entitlement shall be as follows:
JOB GRADE
CEO
SM2
SM1
Less than 5 years
LENGTH OF SERVICE
More than 5 years
19 21
M4 18 20
M3
M2
M1
COSMOPOINT
E3
E2
E1
NE3_4
NE1_2
17 18
15 17
14 17
INTERNAL USE
ONLY
Revision June 2015
13

Cosmopoint Sdn Bhd • Employee Handbook
11.1.1 Contract staffs annual leave entitlement will vary according to the contract period
of years continuous service as follows:-
Less than 1 year More than 1 year
continuous service continuous service
6 days / year 12 days / year
11.1.2 Application for annual leave shall be submitted three (3) working days in advance
and such leave application must be approved before the employee goes on leave.
Failure to plan ahead and request for leave at short notice may result in leave
application being rejected. All application for annual leave to be made on
KaizenHR leave system unless supervisor not in system, then fill paper form for
supervisor approval.
11.1.3 In cases of emergency, the employee shall notify the Head of Department. It is
the responsibility of the employee to notify and gain approval from the respective
Head of Department. Emergency leave shall be deducted from the employee’s
annual leave entitlement.
11.1.4 Academic staffs should, if possible, avoid taking leave during the semester. If it is
absolutely necessary that the employee require the leave, the employee must
ensure that the class is replaced by a suitable lecturer and approved by the Head
of Department.
11.1.5 Annual leave entitlement should be taken during the year of entitlement.
However, where the leave could not be taken during the year of entitlement, the
leave can be brought forward to the following year (maximum of 3 days) and
subject to written application by the employee and approval of the CEO. The
remainder of the annual leave brought forward shall only be valid up to the 1 st
quarter of the following year. Any unutilized brought forward leave will be
forfeited. Payment in lieu of leave will not be entertained.
11.1.6 An employee who resigns from the Company will be entitled to annual leave
calculated on a pro rata basis which shall be utilized in lieu of notice, subject to
the Company's approval.
COSMOPOINT
11.1.7 Annual leave is the prerogative of the Company and the Company reserves the
right to recall employees from leave or to cancel their leave if their service is
required urgently.
INTERNAL USE
ONLY
11.1.8 Employees who have not been confirmed shall claim his annual leave after three
(3) months of service.
Revision June 2015
14

Cosmopoint Sdn Bhd • Employee Handbook
11.2 MEDICAL LEAVE
11.2.1 Means, fully-paid leave based upon presentation of medical certificate issued by
the registered medical practitioner i.e. doctor or dental surgeon or government
medical officer stating that the employee is unfit to work on a particular day or
number of days.
11.2.2 Paid medical leave shall be granted according to length of service as follows (in
the event where non hospitalization is necessary):
Length of Service
Maximum Paid Medical Leave A Year
Below 2 years
14 days
2-5 years 18 days
Above 5 years
22 days
11.2.3 Where hospitalization is necessary, as certified by a registered medical
practitioner or medical officer of a Government Hospital, the employee shall be
entitled to medical leave of sixty (60) days in each calendar year (inclusive of nonhospitalization
medical leave – Table 11.2.2).
11.2.4 Where the employee is entitled to both hospitalization and non-hospitalization
medical leave in one calendar year, the total number of days of entitlement to
paid medical leave shall not exceed sixty (60) days in that calendar year. If the
employee has exhausted the sixty (60) days entitlement, the employee must
utilize the annual leave. If the employee has fully utilized all the annual leave
entitlement, then it shall be treated as unpaid leave. Any unutilized medical leave
is non-cumulative.
11.2.5 Provided further that if an employee is certified by such registered medical
practitioner or medical officer of a Government Hospital to be ill enough to need
to be hospitalized, but is not hospitalized for any reason whatsoever, the
employee shall be deemed to be hospitalized.
COSMOPOINT
11.2.6 An employee who is granted medical leave should inform the Company within
twenty four (24) hours of the commencement of such leave, failing which he shall
be deemed to absent himself from work without the permission of the Company
and without reasonable excuse for the days on which he is absent from work and
shall be subject to disciplinary action.
INTERNAL USE
ONLY
11.2.7 An employee is required to submit the ‘Leave Application’ form (Appendix 5) and
attach it with the original medical chit/certificate on the next working day. Failure
to submit, shall result in the medical leave being deemed as unpaid leave or
absence and disciplinary action shall be taken.
11.2.8 Any medical leave taken from clinics outside 20km from the resident will not be
accepted.
Revision June 2015
15

Cosmopoint Sdn Bhd • Employee Handbook
11.3 PROLONGED MEDICAL LEAVE
11.3.1 In cases where upon prognosis by a registered medical practitioner or medical
officer of a Government Hospital that an employee is afflicted with tuberculosis,
leukemia , cancer or any other illness of a prolonged nature or due to an accident
in the course of work, the Company shall at its sole discretion grant the employee
who has not less than three (3) years continuous service with the Company,
prolonged medical leave subject to the following:
Leave Period
First three (3) months
The next six (6) consecutive months
The next twelve (12) consecutive months
Benefit
Full pay
Half pay
Without pay
11.3.2 Prolonged medical leave shall only commence after the employee has fully
utilized his medical leave/hospitalization leave.
11.3.3 The above benefit will not apply to employees who are eligible for compensation
or benefits from any recognized statutory bodies during the long leave (e.g.
SOCSO, etc.). However, the Company will advance the monies to the concerned
employees during the ‘waiting period’ for the compensation from the said bodies.
The advance money will be reimbursed to the Company upon receipt of the
benefit from the relevant bodies.
11.3.4 The employee may resume duty on production of a ‘Fit for Duty’ certificate from
the registered medical practitioner or medical officer of a Government Hospital
certifying the Employee’s fitness to resume duty.
11.3.5 If the employee is unable to perform his duties after the 9th month of the
prolonged medical leave, the Company shall consider medical boarding out the
employee in the event the employee is declared "unfit for duty".
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
16

Cosmopoint Sdn Bhd • Employee Handbook
11.4 MATERNITY LEAVE
11.4.1 Every female employee shall, in addition to medical leave provided, be entitled
to maternity leave for a period of sixty (60) days with full pay which shall
commence on such a date the medical doctor or appropriate government
authorities shall recommend.
11.4.2 A female employee shall not be entitled to paid maternity leave if at the time of
her confinement, she has five (5) or more surviving children.
11.4.3 Maternity leave shall not commence earlier than one (1) month prior to the
expected date of delivery or later than one day subsequent to the birth of the
child.
11.4.4 The female employee concerned is required to submit a birth certificate
confirming the birth of a child.
11.4.5 If the female employee encounters any miscarriage, abortion or premature birth
during the first twenty-eight (28) weeks of pregnancy, her leave shall not be
considered as maternity leave but as normal medical leave or hospitalization
leave.
11.4.6 The female employee shall be entitled to receive from the Company her salary
for the period of her maternity leave if:
a) She has been employed by the Company at any time in the four (4) months
immediately before her confinement; and
b) She has been employed by the Company for a period of, or periods
amounting in the aggregate to, not less than ninety (90) days during the
nine (9) months immediately before her confinement.
11.5 PATERNITY LEAVE (MALE EMPLOYEES)
COSMOPOINT
11.5.1 A male employee shall be granted paid paternity leave for three (3) working days
from the birth date of his child (up to his first 5 surviving children).
11.5.2 The employee must submit a copy of the birth certificate of the child as evidence
to substantiate the leave not later than five (5) working days upon returning to
work.
INTERNAL USE
ONLY
Revision June 2015
17

Cosmopoint Sdn Bhd • Employee Handbook
11.6 COMPASSIONATE LEAVE
In addition to annual leave, an employee shall be granted paid leave not
exceeding three (3) calendar days in any of the following events:
11.6.1 In the event of death / hospitalization of immediate family members (i.e. spouse,
children, parents, parents’ in-law, brothers, sisters, grandparents, grandparents
in-law)
11.6.2 In the event of natural disaster affecting the employee or members of his family,
or his property
11.6.3 The employee must inform by phone to their respective Supervisor / Head of
Department or the Human Resource Department within twenty-four (24) hours
of commencement of such leave, otherwise he shall be considered absent.
11.6.4 Where compassionate leave application is not approved, the leave shall be
deducted from the employee's annual leave entitlement, or, where the
employee’s annual leave entitlement is completely utilized, the leave shall be
treated as unpaid leave.
11.6.5 An expatriate returning to the country of origin for compassionate reasons must
have approval from the Head of Division prior to the leave being taken.
11.6.6 Upon returning to work, the employee must submit the documentary evidence
such as a death certificate, documents from the hospital or police or other
suitable documentary proof to support the application to Human Resource
Department.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
18

Cosmopoint Sdn Bhd • Employee Handbook
11.7 MARRIAGE LEAVE
11.7.1 In the case of the first legal marriage, the employee shall be granted three (3)
days paid marriage leave.
11.7.2 The leave must be applied fourteen (14) days prior to the intended leave.
11.8 UNPAID LEAVE
11.8.1 It is not the Company’s policy to grant unpaid leave to employees unless it is
unavoidable.
11.8.2 Employees are not encouraged to apply for unpaid leave and only in extenuating
circumstances shall unpaid leave be granted at the sole discretion of the Company
providing all available paid leave has been utilized and for the purpose of
attending to personal matters.
11.9 HALF DAY LEAVE
11.9.1 An employee is allowed to apply for half day leave subject to approval from the
respective Head of Department. The time to clock-in / clock-out for a half day
leave for normal working hours is as follows:
Morning
Afternoon
11.10 PILGRIMAGE (HAJJ) LEAVE
Clock-in at 2.00 pm, otherwise considered as one (1) day
Clock-out at 1.00 pm
11.10.1 A Muslim employee who has served a minimum of five (5) years with the
Company shall be granted a maximum of thirty (30) consecutive days paid
leave for performing the Hajj, subject to the approval of the Chief Executive
Officer, however, the employee will not be entitled to the annual leave
entitlement for the year.
COSMOPOINT
11.10.2 The Hajj leave shall be granted only once in the employee’s service with the
Company.
INTERNAL USE
ONLY
Revision June 2015
19

Cosmopoint Sdn Bhd • Employee Handbook
11.11 SPECIAL LEAVE
11.11.1 The Chief Executive Officer may, at its absolute discretion, grant special leave on
the eve of any of the following religious festivals/Public Holidays:
a) Eve of Hari Raya Puasa
b) Eve of Chinese New Year
c) Eve of Deepavali
d) Eve of Christmas
11.12 ABSENT WITHOUT LEAVE
11.12.1 The Company views seriously employees who are absent without prior approval.
Employees will be liable for immediate disciplinary action if they are absent
without prior approval and have not informed or attempted to inform the
Company of their absence.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
20

Cosmopoint Sdn Bhd • Employee Handbook
PART E
12 TRANSFER
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
PART E
12 TRANSFER
12.1 The Company shall at its discretion, transfer, assign or second employees to
another Division/Department/Section/Centre within the Company existing now
or in the future or where his services are so required or shall be required to take
additional duties apart from the normal duties of the post to which he is
appointed.
12.2 Employee transfer within Cosmopoint Group of Companies can be considered if
there is a suitable job opportunity. The employee’s request for transfer (Appendix
6 – Change Request Form) will be subject to the Management’s approval at both
the sending and receiving Division/Department/Section/Centre within the
Company.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
21

Cosmopoint Sdn Bhd • Employee Handbook
PART F
13 COMPENSATION & BENEFITS
13.1 SALARY
13.2 SALARY INCREMENT
13.3 SALARY ADVANCE
13.4 BONUS
13.5 EPF & SOCSO CONTRIBUTION
13.6 INCOME TAX
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
PART F
13 COMPENSATION AND BENEFITS
13.1 SALARY
13.1.1 Salary range is a controlled information. A salary range for staff member has been
established for each level to reflect academic qualifications, industry experience
and areas of specialization. The salary range will be reviewed annually to reflect
changing economic situation, market factors or circumstances.
13.1.2 Salary will be paid directly into the employee’s bank account between the 25 th to
end of each month. For part time employees, however, the salary will be paid
before the 7 th of every month.
13.2 SALARY INCREMENT
13.2.1 Employees do not normally receive an increment upon confirmation.
13.2.2 Salary increments shall be at the absolute discretion of the Company and further
subject to the employee’s satisfactory work performance, company results,
economic and market conditions and determined by a performance review and
rating exercise carried out by the Company.
13.2.3 Salary increments are not automatic and staff members are expected to perform
beyond the minimum duties given to be awarded an increment.
13.2.4 In exceptional cases the Company will merit higher increments to employees who
have performed remarkably well. This decision is at the discretion of the
Company’s management.
13.2.5 All decisions relating to salary increment are final and not negotiable.
COSMOPOINT
13.3 SALARY ADVANCE
13.3.1 Salary Advance for Major Festivals.
If major festival falls before the 16th of the month, no salary will be paid earlier
than the normal pay day. Where such festival falls after the 16th of the month,
every employee will be paid his salary (half month salary) for that month before
the date on which the festival falls.
INTERNAL USE
ONLY
Revision June 2015
22

Cosmopoint Sdn Bhd • Employee Handbook
13.4 BONUS
13.4.1 The bonus is at the sole discretion of the company. If the Company decide to pay
the bonus, it is granted subject to the employee’s performance rating from the
Annual Performance Review and the Company’s financial position.
13.5 EPF and SOCSO CONTRIBUTION
13.5.1 Employee Provident Fund (EPF)
The Company and employees shall make requisite contributions to the Employees
Provident Fund (EPF) in accordance with the present government scales as
follows, unless otherwise stipulated in the Letter of Offer:-
a) Employer – 13%
b) Employee – 11%
For staff age 55 and above, the contribution to EPF is 5% from employee and 6%
from employer.
13.5.2 Employees Social Security (SOCSO)
Under the Social Security Act 1965, employees earning up to RM2,000 per month
and employees who earn more than RM2, 000 now, but previously contributed
to SOCSO, must contribute to the scheme.
13.6 INCOME TAX
A monthly deduction from salary will be made in accordance with statutory
guidelines from the Lembaga Hasil Dalam Negeri (LHDN). Details can be obtained
from the Payroll Unit of the HR Department. Employees are responsible to declare
their annual taxes to the LHDN.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
23

Cosmopoint Sdn Bhd • Employee Handbook
PART G
14 CLAIMS, REIMBURSEMENTS, ALLOWANCES
14.1 MILEAGE REIMBURSEMENT
14.2 OTHER MODES OF TRANSPORT
14.3 OUTSTATION
14.4 ACCOMMODATION
14.5 SUBSISTANCE ALLOWANCE
14.6 INCONVENIENCE ALLOWANCE
14.7 TRANSFER/SECONDMENT ALLOWANCE
14.8 OTHER CLAIMS FOR OUTSTATION / OVERSEAS TRAVEL
14.9 FIXED ALLOWANCE
14.10 OTHER CLAIMS
14.11 EXPENSE CLAIM
14.12 CASH ADVANCES & REIMBURSEMENT
14.13 MATERNITY EXPENSES REIMBURSEMENT
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
PART G
14 CLAIMS, REIMBURSEMENTS AND ALLOWANCES
14.1 MILEAGE REIMBURSEMENT (Appendix 7 – Travel Claim Form)
14.1.1 Employees who are authorized to travel in their own vehicle on official
business shall be eligible to claim the following mileage rates:
a) Motorcar : RM0.70 per km
b) Motorcycle : RM0.50 per km
14.1.2 Employees shall also be eligible to claim for car park and toll charges supported
by receipts.
14.1.3 Employees travelling beyond a 70km radiuss from their respective office must
obtain prior approval from their respective Division Heads and/or Chief Executive
officer using the Travel Approval Form (Appendix 8) prior to the travel. In
general, any employee travelling beyond a 70km radius from their respective
office on official Company business will be arranged with the necessary mode of
transport by the Company.
14.2 OTHER MODES OF TRANSPORT
Employees travelling on official company business using other than his own
vehicle is eligible for the following modes of transportation:
14.2.1 Travel by Air
All arrangements to travel by air on Company business shall be made by the
Company and shall be by 2 nd Class.
14.2.2 Travel by Train
All travel by train shall be in Economy Class
COSMOPOINT
14.2.3 Other ground transport (taxi, bus, etc.).
Full actual costs (reasonable) will be reimbursed supported by receipts.
14.3 OUTSTATION
INTERNAL USE
ONLY
An employee who is on overnight (24 hours) outstation duty beyond 70km from
his normal place of work shall be provided with an accommodation, meal
allowance and/or inconvenient allowance subjected to prior approval by the
Company. This is applicable for the overnight outstation trip only.
Revision June 2015
24

Cosmopoint Sdn Bhd • Employee Handbook
14.4 ACCOMMODATION
14.4.1 An employee who is on outstation duty shall be provided with an appropriate
accommodation at the Company’s discretion.
14.4.2 All hotel accommodation arrangements shall be made by the Company. In every
case, the Company shall determine and arrange the bookings of the hotel where
an employee shall stay.
14.4.3 If the company requested the employee to make own arrangement, i.e.
Employees who travel outstation on official company business beyond a 70 km
radius from the office and is required to stay overnight is entitle for
accommodation allowance at the rates shown below:
Destination
West Malaysia
East Malaysia &
Foreign Countries
Without receipt
14.4.4 All claims must be supported with receipts. Claims not supported by receipts shall
not be entertained.
14.4.5 If two or more employees of the same gender are sent to the same location, at
the same time, the employees are required to take the twin sharing room and
only one employee is allowed to make the claim.
COSMOPOINT
14.4.1 Meal Allowance
Manager &
above
Executive
Non-Executive
RM 150.00 RM 120.00 RM 80.00
Actual for Standard Room
RM 60.00 RM 40.00 RM 20.00
a) An employee who has been on outstation duty for 24 hours or more is
eligible to claim RM 40 per day for Meal Allowance.
INTERNAL USE
ONLY
b) Meal Allowance is not claimable if meals are provided by the organizer / the
Company and/or part of the hotel’s package.
c) In the case of no meal(s) provided, the employee is entitled to claim for the
meal(s) allowance at the following rates:
Breakfast
Lunch
- RM 8/day
- RM 16/day
Revision June 2015
25

Cosmopoint Sdn Bhd • Employee Handbook
Dinner
- RM 16/day
d) For duty more than eight (8) hours, but not requiring overnight stay, the
Company shall pay half of the meal allowance stipulated.
e) The Company shall not pay any meal allowance for outstation duties less
than eight (8) hours.
14.4.2 Outstation Allowance (for Bus Drivers only)
For outstation duty which require overnight stay the employee will be paid an
Outstation Allowance of RM 30/day (in cases where the employee is not required
to work after arriving at the destination) and no other Overtime claims can be
made.
14.5 SUBSISTENANCE ALLOWANCE (Appendix 7 – Travel Claim Form)
Destination
Malaysia
South East Asian
Countries
Other Foreign
Countries
Manager &
above
Actual
(with receipt)
or RM 40.00
Actual
(with receipt)
or RM 80.00
Executive
Actual
(with receipt)
or RM 30.00
Actual
(with receipt)
or RM 65.00
As per discretion
COSMOPOINT
Non-Executive
Actual
(with receipt)
or RM 20.00
Actual
(with receipt)
or RM 50.00
CONDITIONS FOR THE SUBSISTENCE ALLOWANCE (OTHER THAN FLAT RATE):
14.5.1 The employee is away from his base on Company business for more than 8 hours.
14.5.2 If he does not stay overnight, he is entitled to claim half of the amount stipulated
above.
14.5.3 If he returns to his normal place of work before 5pm the next day, no day
allowance will be claimed for the next day.
INTERNAL USE
ONLY
14.5.4 If he returns after 5pm the following day, a day’s allowance shall be claimed for
the next day.
14.5.5 Claims for subsistence allowance need not be supported by receipts. However,
claims for actual expenses incurred shall be supported by receipts. All claims must
be supported by receipts.
14.5.6 The Company shall pay a reasonable amount of laundry charges incurred by an
Revision June 2015
26

Cosmopoint Sdn Bhd • Employee Handbook
executive only who is away on Company business for more than a week.
14.5.7 All business trips must be approved by the respective Head of Departments /
Chief Executive Officer. Air tickets and hotel reservations should be made through
the Administration Department.
14.5.8 Claims on expenses for business trips must be made based on approved trips and
the expenses incurred must be verified by the respective Head of Department. All
claims must be made by completing the ‘Travel Claim” form (Appendix 7) and
substantiate with original receipts. The completed form must be submitted to
Human Resources Department for approval.
14.5.9 Employees on training or business shall request for advance of the daily allowance
for meals, taxi fares, etc. The allowance will vary from location to location and will
be adjusted from time to time in keeping with realistic cost. Any additional
expenses incurred over the allowance given will be the employees’ responsibility.
14.5.10 The employees who expect to incur expenses in the day-to-day execution of their
duties must do so with prior approval from their respective Head of Department
and the Chief Executive Officer.
14.6 INCONVENIENCE ALLOWANCE (Appendix 4 – Inconvenience Claim Form)
14.6.1 All Executive employees in the category of the Manager and below (Grade below
M4); shall be paid the following allowance for work done on weekends (off days
& rest days) and public holidays that is requested and approved in advance by the
Head of Department / Vice President’s and above of the Company.
14.6.2 Below are the inconvenience allowance rates:
a) For working on weekends – RM 80 per day
b) For working on public holidays – RM 160 per day
14.6.3 The above will include approved sales activities during the weekends and public
holidays. Non-sales employees and/or academic employees who have been
approved to be involved will also be eligible for the above allowance.
COSMOPOINT
14.6.4 This Inconvenience Allowance is not applicable to employees who are attending
training on weekends or public holidays as well as for a travelling day for training
on weekends or public holidays.
INTERNAL USE
ONLY
14.6.5 Employees in the Non-Executive category is not covered under this policy and will
continue to enjoy the payment of overtime as per the Employment Act 1955 for
work done at the request of the company on weekends and public holidays.
Revision June 2015
27

Cosmopoint Sdn Bhd • Employee Handbook
14.7 TRANSFER/ SECONDMENT ALLOWANCES
14.7.1 Transfer/Secondment in Same Location:
Employees who are seconded at the request of the Company within a 100km
radius from the office location will not be eligible for transfer/secondment
benefits or allowances.
14.7.2 Transfer/Secondment to Different Location for up to 12 months:
Employees, who are seconded beyond a 100km radius from the office at the
request of the Company, shall be paid a resettlement allowance as detailed in the
table below.
The employee is entitled to a monthly Relocation Allowance payment as follows:
Benefit
Resettlement
Allowance
(one time)
Job Level
Manager
& above
Entitlement (RM)
Married
Single
750.00 500.00
Executive 500.00 300.00
14.8 OTHER CLAIMS FOR OUTSTATION OR OVERSEAS TRAVEL
The Company shall reimburse employees for reasonable expenses incurred for
the following in the performance of the Company's business during official
outstation or overseas trips:
a) Transportation costs at the location
b) Official telephone calls, telegrams and other postal charges
COSMOPOINT
c) Reasonable laundry expenses supported by bills or receipts (overnight for 3
consecutive nights)
d) Entertainment expenses are payable only to certain employee at the
discretion and with prior approval of the Chief Executive Officer. Such
expenses shall be substantiated by receipts.
14.9 FIXED ALLOWANCE
INTERNAL USE
ONLY
Fixed allowance is provided for specific positions in the Company. These
allowances are, however, not given automatically and will be at the sole
discretion of the Company’s management. The following is the fixed allowance
for specific positions in the Company:
Revision June 2015
28

Cosmopoint Sdn Bhd • Employee Handbook
Chancellor RM 300.00
(per month for
handphone)
Vice Chief Executive Officer /
Vice Chancellor
Deputy Vice Chancellor
RM 200.00
(per month for
handphone)
Senior Manager / Regional RM 100.00
Centre Manager / Dean (per month for handphone)
Head of Sales RM 500.00
(RM 300.00 for travelling;
RM 200.00 for handphone)
Sales Executive RM 200.00
(RM 100.00 for travelling;
RM 100.00 for handphone)
Head of Academic & Student RM 200.00 per month
Affairs
Head of Student Life Cycle & RM 200.00 per month
Admin Support
Security Personnel
RM 300.00 per month
Driver
RM 200.00 per month
COSMOPOINT
Free Parking
These allowances will be paid in addition to your salary and do not affect the
salary grading. The Management has the right to make adjustments/changes to
the allowances given at any point of time. This decision is at the discretion of the
Chief Executive Officer.
14.10 OTHER CLAIMS
14.10.1 Fines for all trafficoffensess and accidents will have to be borne by the employee
concerned.
14.10.2 Reimbursement for other ad-hoc expenses (e.g. entertainment, photography,
etc.) will be done on a monthly basis provided the cost is approved by the
respective Head of Department and the Chief Executive Officer.
14.10.3 No expenses will be reimbursed where an employee entertains other employees
of the Company without prior authorization of the Company’s management.
INTERNAL USE
ONLY
Revision June 2015
29

Cosmopoint Sdn Bhd • Employee Handbook
14.11 EXPENSE CLAIM
14.11.1 In some circumstances, the employee shall be required to perform above and
beyond the ‘normal’ working hours. This would be with written prior agreement
and approval between the employee and the respective Head of Department.
Claims which have not received approvals from the Head of Department and the
Chief Executive Officer will not be entertained.
14.11.2 All expense claims must be submitted to Human Resource Department bthe
15th th of each month and all expense claims must be verified by the respective
Supervisors/Head of Department.
14.12 CASH ADVANCES AND REIMBURSEMENT
14.12.1 Employees who are required to travel outstation or overseas on officialcompany,
businesss or to attend official training courses allowed to apply in writing for cash
advances based on the estimated duration of travel and the relevant subsistence
reimbursement rates at the sole discretion of the Company.
14.12.2 Such request shall be made at least a week in advance prior to the date of
departure.
14.12.3 The advance shall be paid in full within seven (7) working days from the date the
employee returns to base,i.e., eachh employee is therefore required to prepare
his claim as soon as he returns to base.
14.12.4 The Company will not entertarequestsest fremployeesyee for such advances to
be settled in instalment payment.
14.12.5 Each employee shall not have in excess of 2 advances granted to him at any one
time.
14.12.6 All other approved reimbursement claims shall also be submitted by the 7 th day
of the following month after the month the expenses are incurred.
COSMOPOINT
14.13 MATERNITY EXPENSES REIMBURSEMENT
14.13.1 All confirmed staff and have been with the Company more than one (1) year shall
be entitled to the maternitexpensees reimbursement (up to three (3) children)
Job Grade
All Levels
(female staff only)
All Levels
(male staff only)
INTERNAL USE
ONLY
Amount Per Child Birth (Up To Three (3) Children)
According to bill/receipt up to a maximum of RM 500.00
RM 150.00 per child
Revision June 2015
30

Cosmopoint Sdn Bhd • Employee Handbook
PART H
15 TRAINING & EDUCATION & FURTHER STUDY
15.1 TRAINING CONTRACT
15.2 LOCAL & INTERNAL COMPANY SPONSORED TRAINING
15.3 PRIVATE STUDY
15.4 EMPLOYEE FEE DISCOUNT – FURTHER STUDY
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
PART H
15 TRAINING, EDUCATION & FURTHER STUDY
Objectives
The Company shall provide training facilities to employees with a view to achieve two
fold objectives:-
a) To raise the level of effectiveness of employees by improving the performance in
their present job;
b) In the long term to prepare those employees with recognized potential for future
advancement and responsibility in their service with the Company.
Employees shall be given the opportunity to receive training either overseas, locally or
internally in technical or management fields.
15.1 TRAINING CONTRACT
A service bond will be imposed on an employee attending company sponsored
courses or trainings as follows:
Course Fees (RM)
No. of Years Bond
3,000 – 10,000 1 year bond
10,001 – 15,000 2 years bond
Above 15,000
3 years bond
Course fees will include the cost of subsistence allowance paid, if any.
Employee will be notified of service bond before attending training if any.
15.2 LOCAL AND INTERNAL COMPANY’S SPONSORED TRAINING
15.2.1 Travel
When a trainee uses his own transport, he will be eligible to claim mileage
allowance in accordance with Regulation 14.1. All travelling arrangements by
air/train shall be made by the Company.
COSMOPOINT
15.2.2 Accommodation
When the training is conducted outside 70km radius of his work base, an
employee shall claim accommodation allowance and subsistence as provided
under Regulation 14.4 and 14.5.
INTERNAL USE
ONLY
15.2.3 Residential Courses
If accommodation and meals are incorporated in the course fee, the trainee will
NOT be eligible to make a further claim for accommodation and meals. The
trainee shall claim a laundry allowance at a current rate commencing from the
5th day.
Revision June 2015
31

Cosmopoint Sdn Bhd • Employee Handbook
15.3 PRIVATE STUDY
15.3.1 It is the policy of the Company to encourage employees to study in their spare
time to acquire higher qualification fromrecognizedd institutions of higher
learning. Such qualifications should be relevant to an employee's present job or
any future jobs in the Company.
15.4 EMPLOYEE FEE DISCOUNT - FURTHER STUDY
15.4.1 It is the policy of the Company to encourage employees of Cosmopoint Group of
Companies to undertake further studies in courses offered by KLMUC and
Cosmopoint Colleges. The Company is providing opportunities for eligible
employees and their immediate family members by offering a substantial
discount to undertake programs of study at undergraduate or postgraduate
education levels at KLMUC and/or Cosmopoint Colleges. Programs do not need
to have a work-related purpose in order to obtain the discount.
15.4.2 Fee Discount Schemerefersr to a scheme whereby a reduction in program tuition
fee charges is given in discount form to eligible employees or his/her immediate
family who undertake programs of study at undergraduate or postgraduate
education levels at KLMUC and/or Cosmopoint Colleges.
15.4.3 Eligible employees refer to an academic or non-academic employee who is a;
Confirmed full-time employee OR Fixed term contract staff with not less than12
months remaining contract period at the point of admission. Immediate family
member is defined as a legally married spouse and dependent child. Refer
Appendix 9 – Employee Fee Discount - Further Study Application Form.
15.4.4 Fee Discount Scheme
15.4.4.1 The discount scheme provided to eligible employees and their immediate family
is as follows:-
COSMOPOINT
Years of Service
Discount
Less than 5 years 10%
5 years and above 20%
15.4.4.2 Discount is on published gross tuition fees ONLY and will take effect when
payment is made by fully self-funded employees or immediate family. If you are
in receipt of a tuition fee scholarship or loan, i.e. from PTPTN, MARA or others,
the discounted rate will be refunded after graduation.
INTERNAL USE
ONLY
15.4.4.3 The discount rate is locked based on the years of service at the point of admission.
Revision June 2015
32

Cosmopoint Sdn Bhd • Employee Handbook
15.4.4.4 The employee is also entitled to a further 5% discount on gross tuition fees given
under the Fee Discount Scheme by maintaining a minimum ‘Cumulative Grade
Point Average’ (CGPA) of 3.00 or above in any semester. The discounted amount
will take effect and refunded after semester completed and MUST be
substantiated with examination result slip and tuition fee payment receipt.
15.4.4.5 The employee is also entitled to a further 5% discount on gross tuition fees given
under the Fee Discount Scheme by maintaining an average score of 4 and above
in the Annual PMS rating. The discounted amount will take effect and refunded
based on final published rates and MUST be substantiated with tuition fee
payment receipt.
15.4.4.6 The employee and their immediate family members are also entitled to full
waiver of published initial fee, i.e. for program application, registration and
orientation kit fee per admission. Example on the Calculation for discount on
gross fee by semester:-
Gross Tuition
Fee Amount in
MYR
Tuition Fee
discount in
MYR
CGPA 3.0
discount in
MYR
Rating 4 in
PMS in
MYR
Total
Discount
in MYR
(10%) (5%) (5%)
Semester 6,500.00 650.00 325.00 325.00 1,300.00
1
Semester 4,000.00 400.00 200.00 200.00 800.00
2
Semester 4,000.00 400.00 200.00 200.00 800.00
3
Semester 4,000.00 400.00 200.00 200.00 800.00
4
Semester 4,000.00 400.00 200.00 200.00 800.00
5
Semester 4,000.00 400.00 200.00 200.00 800.00
6
Semester 4,000.00 400.00 200.00 200.00 800.00
7
Semester 4,000.00 400.00 200.00 200.00 800.00
8
Semester 3,500.00 350.00 175.00 175.00 700.00
9
Total Net 38,000.00 3,800.00 1,900.00 1,900.00 7,600.00
Tuition Fee
Total Semester Fee (after discount) 30,400.00
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
33

Cosmopoint Sdn Bhd • Employee Handbook
15.4.5 Examination Leave
15.4.5.1 The Company shall entirely at its discretion, grant paid leave for those days on
which an employee is required to sit for an examination.
15.4.5.2 Exam leave is given for each day of the exam. An examination timetable and
details of the course must be submitted by the employee when applying to take
exam leave. No limits apply, however adequate notice (minimum 5 working days),
must be given to the immediate superior prior to the leave being taken.
15.4.5.3 For the postgraduate student in Master or PhD with no examination i.e. full
dissertation or thesis options is allowed to replace the exam leave with the
required paper presentation as per term of graduation.
15.4.5.4 The employee must forward Leave Application form (Appendix 5 – Leave
Application Form) and substantiate with examination timetable and details of the
course to their immediate superior who then authorizes the document and
forwards it to HR, for processing.
15.4.5.5 The Company reserves the right to take disciplinary action against any employee
found to be abusing the examination leave.
15.4.6 Terms and Condition
15.4.6.1 Employees and their immediate family pursuing undergraduate and/or
postgraduate studies shall observe:
15.4.6.1a Rules and regulations stipulated by the KLMUC and/or Cosmopoint Colleges
authorities which are applicable.
15.4.6.1b Regulations governing undergraduate and/or postgraduate studies as stated in
the Student Handbook.
15.4.6.1c Eligibility for KLMUC/Cosmopoint Colleges fee discount scheme for staff
members and immediate family will cease at the termination of employment.
COSMOPOINT
15.4.6.1d For any full time employees who resign before program completion, the
employee shall be required to reimburse in full the discounted amount that has
been given prior to the resignation.
INTERNAL USE
ONLY
15.4.6.1e If the employee’s CGPA is unsatisfactory and is dismissed from the
KLMUC/Cosmopoint Colleges, the employee shall be required to reimburse in full
the discounted amount that has been given prior to the dismissal.
Revision June 2015
34

Cosmopoint Sdn Bhd • Employee Handbook
16 MEDICAL BENEFITS (Appendix 10 – Medical Claim Form)
16.1 OUTPATIENT
16.1.1 Outpatient medical expenses claim are available to full-time employees of the
Company. Employee and employees’ dependents are covered under the
outpatient treatment, medical benefit (cover non-working spouse and children

Cosmopoint Sdn Bhd • Employee Handbook
required supporting documents such as medical report, bills and receipts
immediately upon discharge from hospital or completion of a surgery so
that the Company can make a claim on his behalf.
(e)
Insurance effected under the Group Hospitalisation and Surgical
Insurance Scheme shall be terminated on the date of resignation or
termination of employment with the Company.
(f) Details of insurance coverage, according to the various plans shall change
from time to time. Please refer to the HR Department for the details.
16.3.2 Group Personal Accident Insurance Policy
(a)
(b)
(c)
(d)
(e)
The Company shall at its discretion, provide Group Personal Accident
Insurance coverage to all employees in respect of death and total
permanent disability arising from an accident upon commencement of
employment with the Company.
The amount of coverage (principal sum) shall be in accordance with the
Schedule of Coverage which is in force at the time of the claim.
The payment of benefits shall be subject to the terms and conditions of the
insurance company selected to underwrite this scheme.
It is the responsibility of the employee to furnish the Company with all
required supporting documents such as medical or police report, bills and
receipts, etc. so that the Company can make a claim on his behalf.
Insurance affected under the Group Personal Accident Insurance Scheme
shall be terminated on the date of resignation or termination of
employment with the Company.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
36

Cosmopoint Sdn Bhd • Employee Handbook
PART J
17 ANNUAL PERFORMANCE REVIEW
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
PART J
17 ANNUAL PERFORMANCE REVIEW (Appendix 11 – Performance Appraisal Form)
17.1 The Company shall undertake an Annual Staff performance review or refered as
Performance Management System (PMS) during the fourth quarter of each year.
17.2 All full-time permanent & contract employee, with the exceptions of short-term
contracts (less than 1 year), third party contract, on long-term sick-leave (more
than 7 months) & new joiner that joined the organization after 31 st July of the
year shall be subjected to the annual performance review.
17.3 The award of an incremental and consideration for promotion to any vacancy in
a higher grade will be based on the above said review.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
37

Cosmopoint Sdn Bhd • Employee Handbook
PART K
18 CONDUCT, DISCIPLINE, EFFICIENCY
18.1 CONDUCT
18.2 BUSINESS COURTESIS
18.3 BORROWING
18.4 OTHER FULL TIME EMPLOYMENT
18.5 CONFIDENTIAL RECORD & INFORMATION
18.6 COPYRIGHT & OWNERSHIP
18.7 COMMUNICATION WITH PRESS, RADIO, TELEVISION OR OTHER MASS MEDIA
18.8 INEFFICIENCY
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
PART K
18 CONDUCT, DISCIPLINE AND EFFICIENCY
18.1 Code of Conduct
The Company expects all its employees to conduct themselves in a manner which
will credit not onlthemselves, butut also the Company at all times such as
punctuality and regular attendance, doing a fair day’s work, obeying instructions
from their superiors, working in harmony with their colleagues and being always
mindful of their own safety and the safety of others. They are also expected to
maintain a high standard of quality in their performance to achieve the targeted
productivity.
As an employee:
18.1.1 You shall at all times and all occasions give your undivided loyalty and
commitment to the Company.
18.1.2 You shall not conduct yourself in such a manner which will likely bring your
personal matters into conflict with your official duties.
18.1.3 You shall not conduct yourself as to bring the Company into dispute.
18.1.4 You shall not conduct yourself in such a manner as can reasonably be construed
as lacking in efficiency.
18.1.5 You shall be honest and shall not behave dishonestly towards the Company.
18.1.6 You shall not engage yourself in irresponsible, abusive, inappropriate or illegal
behaviour.
18.1.7 You shall not conduct yourself in such a manner that shall be construed as an act
of insubordination.
COSMOPOINT
18.1.8 You shall keep secret all transactions, accounts, information, dealing, business
affairs affecting the Company and/or any persons that the Company shall have
dealings with.
18.1.9 You shall dress in a presentable manner so as not to impair the image of the
Company or the effective working of other employees.
INTERNAL USE
ONLY
18.1.10 You shall not fraternize with students i.e. entertain students, socialize with
students, or spend an excess amount of time with students in such a manner as
to reasonably create the impression to others that an unprofessional relationship
exists.
18.1.11 Any breach of this Regulation shall render the employee liable to dismissal.
Revision June 2015
38

Cosmopoint Sdn Bhd • Employee Handbook
18.2 BUSINESS COURTESIES
18.2.1 In the event, where external parties intend to extend business courtesies to the
Company, the employee should channel them to the Finance Department /
Financial Controller.
18.2.2 Our policy prohibits all employees from accepting gratuities valued more than
RM250.00, such as gifts, entertainment (such as a restaurant meal or athletic
event etc. personally hosted by a vendor representative and held in conjunction
with business discussions) or travel etc., from vendors and suppliers to avoid even
the appearance of bias or favoritism in purchasing goods and services. This is to
avoid any improper or inappropriate circumstances that may impose a sense of
obligation, special treatment etc. to the giver.
18.2.3 Accepting gifts of cash are absolutely prohibited. However, if the gratuities,
irrespective of the value, may be construed as given to influence decision making
in the Company, it should not be accepted.
18.2.4 If refusal or return would damage an important company relationship, then the
gift (including customary festivities / gifts) should be declared and turned over to
the company. Any exception to the above could only be approved by the CEO
through the attached Declaration Form (Appendix 12).
18.2.5 The above may include any item or gesture of value to employees or their family
members, including food hampers, beverages, gift certificates, golf invitations,
use of property or facilities, vouchers, entertainment etc.
18.2.6 All employees are required to observe a high ethical business standard of honesty
and integrity and to apply these values in all aspects of our business and
professional practices.
18.2.7 Our policy on giving gifts to government officials, including those who work for
government-owned companies, is the same as gifts to employees of other
companies with whom we do business.
COSMOPOINT
18.2.8 No employee may give without approval a gift of more than RM250 to a supplier,
customer or other person unless it is clear that, under the circumstances, the gift
meets all these criterias:
INTERNAL USE
ONLY
a) The value of the item given is customary and in no way would appear
improper or inappropriate to the recipient or another observer;
b) The gift imposes no sense of obligation on the giver or the recipient;
c) The gift does not result in any special or favored treatment between the
giver and recipient; and
d) The item given would not be considered extravagant or excessive by the
recipient or another observer.
Revision June 2015
39

Cosmopoint Sdn Bhd • Employee Handbook
18.2.9 Likewise, you may not use anyone else to present a gift that is prohibited by the
company's policy. Approval for the giving of gifts from the Chief Executive Officer
must be obtained through the attached Declaration Form.
18.3 BORROWING
18.3.1 No employee shall borrow from, or in any other way place himself under a
pecuniary obligation to a person who is in any way subject to his official authority,
or with any person with whom he has official dealings provided that this shall not
apply to borrowing from banks, insurance companies, co-operative societies,
building societies, or the making of a hire-purchase agreement.
18.4 OTHER FULL TIME EMPLOYMENT
18.4.1 No employee shall, without the written consent of the Company, undertake
private employment with outside enterprise or business concerns; nor shall they
retain any emoluments received from such employment but shall refund the
amount of any such receipt to the Company. No employee is therefore allowed
to serve as a working director or a paid employee of any Company outside the
Group. This rule applies at all times, even when an employee is on annual leave.
Permission is also required before an employee shall take on voluntary unpaid
work which will involve the individual in any duties during office hours.
18.5 CONFIDENTIAL RECORDS & INFORMATION
18.5.1 The staff member shall not discuss, disclose or divulge, at any time during your
service with the Company or thereafter, any trade secrets, transactions or
informationonn or relating to the Company’s trade which shall come to your
knowledge or possession in the course of your employment with us. All works
(such as lecture materials, course materials, etc.) are copyrighted by the Company
and cannot be published or replicated in any manner whatsoever without the
prior written approval of the Chief Executive Officer.
COSMOPOINT
18.6 COPYRIGHT & OWNERSHIP
18.6.1 All materials in the following forms; course notes, book, slides, software,
artworks, design, systems, etc whereas the list is non-exhaustive produced during
the course of work either derived from the nature of job assignments or special
company assignment will remain as the company rights and owned, and
employee has to surrender all materials upon leaving the organization.
INTERNAL USE
ONLY
Revision June 2015
40

Cosmopoint Sdn Bhd • Employee Handbook
18.7 COMMUNICATION WITH PRESS, RADIO, TELEVISION OR OTHER MASS MEDIA
18.7.1 No employee shall communicate with the Press, Radio, Television or other mass
media on any matter pertaining to the Company. All inquiries received from Press,
Radio, Television in such matter shall be referred to the The Chief Executive
Officer, or a person authorised by the Chief Executive Officer, whether such
information shall be released or not.
18.8 INEFFICIENCY
18.8.1 Should the Company consider an employee fails to carry out this duties efficiently,
a warning letter will be addressed to him after due investigation. After three (3)
such written warnings have been issued at intervals of not less than three (3)
months, within a period of not more than two (2) years, the Company shall be
entitled to dispense the services of the employee in question or alternatively to
withhold any increment for which the employee is eligible.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
41

Cosmopoint Sdn Bhd • Employee Handbook
PART L
19 DISCIPLINARY PROCEDURE
19.1 PRELIMINARY INQUIRY
19.2 ATTENDANCE OF THE ACCUSED EMPLOYEE
19.3 SUSPENSION OF SERVICE
19.4 RIGHT OF APPEAL
19.5 REFERENCE TO CHIEF EXECUTIVE OFFICER
19.6 CHIEF EXECUTIVE OFFICER’S DECISION
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
PART L
19 DISCIPLINARY PROCEDURE
19.1 PRELIMINARY INQUIRY
19.1.1 If an employee is accused of any breach of discipline or of dishonesty or of
misconduct in the exercise of his official duty or of accepting a bribe or accepting
gifts (exceeding the limit permitted by the Company) or of conduct likely to bring
the Company or its employee into disrepute, then a preliminary inquiry shall be
held by the Chief Executive Officer, or any other officer delegated by him, who
shall prepare a written record of the proceedings.
19.2 ATTENDANCE OF THE ACCUSED EMPLOYEE
19.2.1 1 The accused employee will be present during the whole or part of the inquiry at
the discretion of the Chief Executive Officer, or any other officer delegated by
him, and is allowed tmake a statement byby way of explanation, to
producwitnessesss and to cross examine any witness.
19.2.2 When the Company institutes an inquiry the Company will inform the employee
concerned in writing, stating the charges against him, the time, date and location
of such inquiry and at such inquiry allow the representation of the employee
concerned on his own.
19.2.3 In all such cases, the employee shall be notified in writing of the Company's
decision.
19.3 SUSPENSION OF SERVICE
19.3.1 The Chief Executive Officer or any other officer authorized by him shall suspend
an employee before or after an investigation has been carried out and the
employee shall be notified of his suspension.
COSMOPOINT
19.3.2 For the purpose of the Inquiry, the Company shall suspend the employee for a
period not exceeding two (2) weeks during which he shall be paid half of the basic
salary only.
INTERNAL USE
ONLY
19.3.3 Provided that if the inquiry does not disclose any misconduct on the part of the
employee of the Company will restore the full basic salary so withheld.
19.3.4 During any period of suspension for the purpose of any inquiry, the employee
shall be notified in writing to report at his normal place of work on such days and
at such time during working hours as shall be required to enable the Company to
carry this inquiry.
Revision June 2015
42

Cosmopoint Sdn Bhd • Employee Handbook
19.3.5 An employee who has been suspended from duty and who has been issued with
property or equipment belonging to the Company shall return, when expressly
requested, such articles within the suspension period.
19.4 RIGHT OF APPEAL
19.4.1 An employee who is subjected to any disciplinary action provided under this
Regulation shall have the right of appeal to the Chief Executive Officer whose
decision shall be final.
19.5 REFERENCE TO CHIEF EXECUTIVE OFFICER
19.5.1 At the close of such inquiry, the committee shall submit the records of such
inquiry together with his findings to the Chief Executive Officer for a decision.
19.6 CHIEF EXECUTIVE OFFICER’S DECISION
19.6.1 Depending on the nature of the inefficiency, misconduct in discipline, negligence,
carelessness and other default, etc., the Company shall take disciplinary action
against the employee in question as follows:-
19.6.1a
19.6.1b
19.6.1c
19.6.1d
Give him a verbal or written warning; and/or
Suspend him with or without pay, for a period to be determined by the Chief
Executive Officer; and/or
Withhold his increment for a period to be determined by the Chief Executive
Officer; and/or
COSMOPOINT
19.6.1e
19.6.1f
Stop payment of his bonus if such a bonus is declared; and/or
Dismiss the employee with one month's notice or pay in lieu
Emplace him on a lower salary; and/or demote him; and/or summarily dismiss
him in the event of criminal breach of trust or other serious offenses
INTERNAL USE
ONLY
Revision June 2015
43

Cosmopoint Sdn Bhd • Employee Handbook
PART M
20 GRIEVENCE PROCEDURES
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
PART M
20 GRIEVANCE PROCEDURE
20.1 The grievance procedure is a process through which the Company’s employee can
bring workplace concerns to upper level of management. This process must be
followed strictly as failure to follow these strict procedures will forfeit your right to
this process.
20.2 An employee shall express his grievance through the following procedures:
20.2.1 The employee concerned presents his grievance/complaint to his immediate superior
in an effort to obtain a reasonable and acceptable settlement of his problem within
seven (7) days of raising his grievance. A reply or explanation must be given by the
superior within three (3) working days.
20.2.2 If the employee is not satisfied with the decision reached with his immediate
superior, he shall take his complaint to the Head of Department / Manager who will
give a reply within three (3) working days.
20.2.3 If there is no reply from the Head of Department / Manager or the reply given is
unsatisfactory, the employee shall take the complaint to the Human Resource
Department. With a view to reach settlement, Human Resource Manager shall call a
formal discussion/meeting between the concerned employee and the Head of
Department / Manager.
20.2.4 If any complaint or grievance remains unsettled after a formal discussion/meeting or
any subsequent discussion/meeting, then the Human Resource Department will
bring the matter to the attention of the Chief Executive Officer. The decision of the
Chief Executive Officer shall be final.
20.2.5 At all stages of the procedure where a time limit is specified, such time limit shall be
extended by agreement between the employee and the respective Head of
Department / Manager / Human Resource Department.
COSMOPOINT
20.2.6 If at any time a grievance is not brought to the next step by the employee or if the
employee fails to attend any meeting arranged in connection with the grievance, the
grievance will be considered as settled.
INTERNAL USE
ONLY
Revision June 2015
44

Cosmopoint Sdn Bhd • Employee Handbook
PART N
21 REVIEW OF TERMS & CONDITION OF EMPLOYEMENT
22 REHIRING
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
PART N
21 REVIEW OF TERMS AND CONDITIONS OF EMPLOYMENT
21.1 The terms and Conditions of Employment embodied here shall be amended from
time to time by the CEO or VP, HR.
22 REHIRING
22.1 It is the policy of the Cosmopoint Group of Companies to determine if an employee
who is terminating employment, whether voluntarily or involuntarily, is eligible for
rehire and if any conditions are associated with the rehire eligibility process.
22.2 The following categories and definitions shall be used to code re-hire eligibility.
22.2.1 NO REHIRE
Employees who abscond from employment are not eligible for rehire, and
Employees terminated for serious rule violations or disciplinary cases (e.g.
Fraud, theft, assault, fighting, falsification of records, possession or using
prohibited narcotics or consumption of alcohol during work hours, gross
negligence or insubordination, this is not an all-inclusive list) shall be marked
as not eligible for rehire to any type of employment.
22.2.2 YES REHIRE
Employees who leave the organization in good standing, with good
performance record and fully met the prerequisite list for rehire are eligible
for rehire to any type of employment.
The following is a list of prerequisites that must be met to be eligible for rehire:
Successful completion of the original probationary period;
Appropriate notice of resignation; or fully paid in lieu
Participation in an exit interview per HR policy 5.8
Performance evaluations reflecting that the employee’s performance
consistently met the requirements of the job.
22.2.3 If a former employee is rehired, the employee will be considered a new
employee and will not be eligible for prior service recognition or compensation
and benefits plan participation purposes.
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015
45

Cosmopoint Sdn Bhd • Employee Handbook
PART O
23
23.1
23.2
23.3
23.4
23.5
23.6
23.7
23.8
23.9
23.10
23.11
23.12
APPENDIXES
EXIT INTERVIEW FORM
HANDOVER NOTES
OVERTIME CLAIM FORM
INCONVENIENCE CLAIM FORM
LEAVE APPLICATION FORM
CHANGE REQUEST FORM
TRAVEL CLAIM FORM
TRAVEL APPROVAL FORM
EMPLOYEE DISCOUNT FORM – FURTHER
STUDY MEDICAL CLAIM FORM
PERFORMANCE APPRAISAL FORM
DECLARATION FORM
COSMOPOINT
INTERNAL USE
ONLY
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
STAFF PARTICULARS
COSMOPOINT SDN BHD
HUMAN RESOURCES DEPARTMENT
EXIT INTERVIEW FORM
Name : Position :
Department : Centre : Date Joined:
Last Working Date: Last Service Date :
GUIDELINES
1. The employee should complete parts 1 to 10. An interview should then be conducted to seek clarification or obtain
further information that may have been left out.
2. Please return the completed form to the HR Department.
INSTRUCTION
Please circle the response that best describe your feeling using the following options:-
1 2 3 4 5
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
1. WORKING ENVIRONMENT
(a) Overall, I was satisfied with the general physical environment that I worked in. 1 2 3 4 5
2. NATURE OF JOB
(a)
My job function was clear and I was given enough help to find my way around most of
the time.
1 2 3 4 5
(b) I received adequate support from the management (materials, resources, facilities). 1 2 3 4 5
(c)
I knew exactly who I was responsible to and there was little interference from other
people towards my work.
1 2 3 4 5
(d) I was able to make good use of my skills and abilities. 1 2 3 4 5
(e) I had necessary freedom to make my own decision. 1 2 3 4 5
(f) I found my job to be challenging and interesting. 1 2 3 4 5
(g) There was little pressure on the job. 1 2 3 4 5
(h) I found my workload to be inadequate. 1 2 3 4 5
(i) The work I was doing was approximately that I originally expected to be doing. 1 2 3 4 5
(j) Other comments. (Please state below).
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
3. THE MANAGEMENT
(a) The management style of the Management was strictly professional. 1 2 3 4 5
(b) The Company’s performance appraisal system is fair and accurate. 1 2 3 4 5
(c) Other comments. (Please state below).
4. HEAD OF DEPARTMENT/CENTRE MANAGER
(a) I had easy access to my HOD/CM. 1 2 3 4 5
(b) My HOD/CM treated me fairly. 1 2 3 4 5
(c) My HOD/CM supported me adequately. 1 2 3 4 5
(d) My HOD/CM was generally sensitive to the needs of his/her subordinates. 1 2 3 4 5
(e) My HOD/CM was willing to guide me in planning my career path. 1 2 3 4 5
(f) My HOD/CM gave positive encouragement to me for work well done. 1 2 3 4 5
(g)
(h)
(i)
My HOD/CM listened and responded positively whenever I brought a problem to
him/her.
My HOD/CM always asked for and listened to suggestions from subordinates on work
problems.
Other comments. (Please state below).
1 2 3 4 5
1 2 3 4 5
5. COLLEAGUES
(a) The people I worked with were interesting and stimulating. 1 2 3 4 5
(b) I found my co-workers to be more mostly supportive and friendly. 1 2 3 4 5
(c) Other comments. (Please state below).
6. CAREER DEVELOPMENT
(a) I was given opportunities to advance within the Company. 1 2 3 4 5
(b) The Company gave me enough opportunities to exercise my leadership. 1 2 3 4 5
(c) I had ample opportunities for personal training and career development. 1 2 3 4 5
(d) Other comments. (Please state below).
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
7. FRINGE BENEFITS
(a) The fringe benefits accorded to me was good and to my expectation. 1 2 3 4 5
(b) Other comments. (Please state below).
8. EMPLOYEE SUGGESTIONS (if any)
9. REASON(S) FOR LEAVING
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
10. EMPLOYEE IS LEAVING FOR ANOTHER JOB
Name of Organisation/Company :
New Designation :
Salary Increased : %
Working Day :
Days/Week
-------------------------------------------------------------------------------------------------------------------
(To be filled by the HR Department/President Only)
INTERVIEWER COMMENTS
Name: Signature: Date :
Date Received By HR Department :
Reviewed by :
Comments:
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
Name
Position
Group
Division
Department
Unit
Date Joined
COSMOPOINT SDN BHD
HANDOVER NOTES
Job Grade
Last Day of Duty
I attached herewith the following document(s):
Handover Notes
Desk File
Manual of Work Procedures
Submitted by:
Checked by:
Signature: _______________________ Signature: ________________________________
Name:
Name:
*(Immediate Supervisor/HR Manager/ Deputy
President/President)
Name
Position
Group
Division
Department
Unit
Date Joined
ACCEPTANCE OF HANDOVER NOTES
Job Grade
I hereby accept the following document(s):
Handover Notes
Desk File
Manual of Work Procedures
Submitted by:
Checked by:
Signature: ________________________ Signature: ______________________________
Name:
* Delete whichever is inapplicable.
Name:
*(Immediate Supervisor/HR Manager/ Deputy
President/President)
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
1. LIST OF DUTIES
List all your roles, responsibilities and duties in this position.
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
2. LIST OF ONGOING PROJECTS/DUTIES/TASKS
Ongoing Projects/Duties/Tasks Status Follow Up Action
Reference Number / File Number /
Person-in-Charge / Group / Division /
Department / Unit
Notes
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
3. LIST OF OFFICE’S ASSETS
Employees will be required to return all company’s property allocated during the course of employment,
on or before the last day worked. This will include car, mobile phone, portable computer, all
documentation, files and other paperwork, identity card, any keys or other equipment.
No Item Quantity
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
4. DEPARTMENT CLEARANCE
The following departments shall ensure and sign, if the staff has returned everything that belongs to each
department.
DEPARTMENT REMARKS SIGNATURE
IT
Signature:
Name:
FINANCE
Signature:
Name:
LIBRARY
Signature:
Name:
ADMIN / HR OPERATIONS
Signature:
Name:
PAYROLL
Signature:
Name:
OTHERS
Signature:
Name:
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
5. FINANCIAL STATUS/OTHERS (if applicable)
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
6. DESK FILE(Attach as “Appendix A”)
Content of Desk File:
- Organization Chart of Unit/Department/Division/Group
- Organization Chart of the Department’s Teams
- Objective of Unit/Department/Division/Group
- Objective of Job/Position
- Job Targets/Tasks
- Duty List
- Supervision List/List of Individual Reporting to This Position
- Administrative Directive For Each Job Activity
- List of Forms Related To The Current Duty
- List of Committees Joined/Represented
- State the date, your name and attest with your signature.
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
7. MANUAL OF WORK PROCEDURES (Attach as “Appendix B”)
Content of Manual of Work Procedures:
- Background of Department
- Objective of Department
- Organization Chart of Department
- Function of Department
- Activities for Functions
- Work Process for Functions
- Work Process for Department’s Activities
- Work Flow Chart
- Documents/Forms
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
OT FORM Updated 01/04/2012 (HRA Div)
OVERTIME FORM FOR PRE APPROVAL
NORMAL OT/ OFF DAY/ REST DAY & INCONVENIENCE ALLOWANCE
Name :
Staff No :
Month/Year:
Div./Dept :
Team/Shift:
A) HOD/Supervisor Approval (To be fill in before Overtime Perform)
Date Reason for Overtime to be Perform
Date Signature HOD/Supv.
B) OVERTIME CLAIM
NORMAL
OVERTIME
HOURS
INCONVENIENCE
VERIFIED
DATE WORKING HOURS
WORKING HOURS
Normal OT Off Day Rest Day ALLOWANCE COMPLETED TASK/ASSIGNMENT
(By HOD/Supervisor)
Start End Start End Total (Hours) 1.5x (hours) 2x (hours) 3x (hours) AMOUNT (RM)
SUB TOTAL
TOTAL
Staff Signature : ………………………………………………… Date : ……………………………… HOD Signature : …………………………………
Date : …………………..
(Approved)
Dean / Centre
Manager
: ………………………………………………… Date : ……………………………… HR/Payroll : …………………………………
Processing / Payment : Date : …………………..
(Approved)
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
Finance Department
FIN005 Inconvenient Allowance Claim
(This form must be COMPLETED with all details and submitted to HR Dept for processing)
Centre/Campus
A. Applicant’s Details
Name
Department/Faculty
Designation
B. Particulars on Claim
Staff ID
Date Description Amount (RM)
Grand Total
Submitted by
(signature)
Date
C. Recommendation D. Verification: Finance Dept E. Approval: CEO
By Head of Dept/Head of
School/Dean/Centre Manager
Approved NOT Approved
Signature
All receipts are checked & verified.
Yes No
Signature
Approved NOT Approved
Name
Name
Date Date Date
F. FOR OFFICE USE only
Received & Processed
by
G. Verification on Receive
Amount Received
Signature
Name & Date
Processing Officer
(signature)
Name
RM
Date
Date
Date
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
Finance Department
FIN003 Travel Expenses Claim
(This form must be COMPLETED with all details and submitted to HR Dept for processing)
Centre/Campus
H. Applicant’s Details
Name
Department/Faculty
Designation
I. Particulars on Claim
Date of Travel
Description *
(ALL receipts of expenses must be
attached
to this application)
Name & Contact No of the person met
Staff ID
Amount (RM)
Grand Total
Less: Advance Taken
Balance to be Refunded
* Options for expense claim are accommodation, meal allowance, entertainment, air or rail, taxi, bus, parking & toll. Use
appendix if necessary.
Submitted by
(signature)
Date
J. Recommendation K. Verification: Finance or HR Dept L. Approval: CEO
By Head of Dept/Head of
School/Dean/Centre Manager
Approved NOT Approved
Signature
All receipts are checked & verified.
Yes No
Signature
Approved NOT Approved
Name
Name
Date Date Date
M. FOR OFFICE USE only
Received &
Processed by
N. Verification on Receive
Amount Received
Signature
Name & Date
Processing Officer
(signature)
Name
RM
Date
Date
Date
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
Human Resource Department
HRD011 Travel Approval Form
(This form must be COMPLETED with all details and submitted to HR Dept for processing)
To : ____________________________________ Date : _____________________
From
: ____________________________________
May I have your approval to travel to ____________________________________________.
From : ______________________ To : ___________________
Trip Objective
_____________________________________________________________________
________________________________________________________________________________________
________________________________________________________________________________________
Itinerary
Date Time Place Purpose
_____________________________
Applicant
_____________________________
Approved by:
__________________________
Countersigned by: CEO
Date: ___________________
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
Human Resource Department
HRD Employee Fee Discount
(This form must be COMPLETED with all details and submitted to HR Dept for processing. This form must be supported with the program registration
form for further review. Kindly submit the form for processing minimum ONE(1) month before the course intake dates. Eligibility for the discounts is
determined by the employee’s status and years of service. )
Centre/Campus
A. Employee Details
Name
Staff ID
Department/Faculty
Designation
Employment Type
Academic Non-Academic
Full-time Contract: end date (/ / (with at least a further 12 months appointment)
E-mail
Contact No
(mobile)
Contact No
(office)
Fax No
(office)
Course Title Level Diploma Degree Master PhD
Duration (years) Full-time Part-Time : years
Registration / /
Date
(dd/mm/yyyy)
Location of Course of
KLMUC
Study
B. Student Applicant Details
Application for
Cosmopoint Colleges : Branch _____________________________________
Employee OR Immediate Family* ( Relationship: ____________________________)
Complete this section if you are applying for Immediate Family:-
Applicant Name
Date of Birth
/ /
(dd/mm/yyyy)
E-mail
Nationality
Malaysian
Others: ______________________
(provide details)
IC/Passport Gender Male Female
Contact Address
Contact No
(mobile)
Postcode: City: State :
Contact No
(office)
Fax No
(office)
Highest Academic PhD MSc Degree Diploma STPM/ O Level SPM / A Level Others:_____________________
Qualification
(provide details)
Declaration of employee: I affirm the information provided above is true and accurate. I have read and understand the eligibility requirements, and
agree with the terms and condition as detailed on the reverse of this form. I undertake to inform the Admission Unit immediately if there is any
change in my employment status or in my relationship to the student applicant.
......................................................................................... ............................
Applicant’s signature
Date
C. Verification: by HR Dept
Date of join
Entitle Discount rate
Kaizen verified by
The applicant to attend the stated program is
If NOT Approved, Reason for non-approval
Approved NOT Approved
Years of Service
Date
Name
Designation
Date
Signature
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
D. Approval: by CEO
The applicant to attend the stated program is
If NOT Approved, Reason for non-approval
Approved NOT Approved
Name
Date
E. For Admission Unit Use
Form Received by
Name
Designation
Date
Signature
Signature
F. Information about the Fee Discount Scheme for admission at KLMUC and/or Cosmopoint Colleges
Fee Discount Scheme Policy
The Company is providing opportunities for eligible employees and their immediate family members by offering a substantial discount to undertake
programs of study at undergraduate or postgraduate education levels at KLMUC and/or Cosmopoint Colleges. Programs do not need to have a
work-related purpose in order to obtain the discount.
Fee Discount Scheme
The discount scheme provided to eligible employees and their immediate family is as follows:-
Years of Service Discount
Less than 5 years 10%
5 years and above 20%
Discount is on published gross tuition fees ONLY and will take effect when payment is made by fully self-funded employees or immediate family.
If you are in receipt of a tuition fee scholarship or loan, i.e. from PTPTN, MARA or others, the discounted rate will be refunded after graduation.
The discount rate is locked based on the years of service at the point of admission.
The employee is also entitled to a further 5% discount on gross tuition fees given under the Fee Discount Scheme by maintaining a minimum
‘Cumulative Grade Point Average’ (CGPA) of 3.00 or above in any semester. The discounted amount will take effect and refunded after semester
completed and MUST be substantiated with examination result slip and tuition fee payment receipt.
The employee is also entitled to a further 5% discount on gross tuition fees given under the Fee Discount Scheme by maintaining an average
score of 4 and above in the Annual PMS rating. The discounted amount will take effect and refunded based on final published rating and MUST be
substantiated with tuition fee payment receipt.
The employees and their immediate family members are also entitled for full waiver of published initial fee, i.e. for program application,
registration and orientation kit fee per admission.
Eligible employees
Academic or non-academic employee who is a confirmed full-time employee OR fixed term contract staff with not less than12 months remaining
contract period at the point of admission.
Immediate family
Immediate family member is defined as a legally married spouse and dependent child. For spouse, the relationship must be active when the
application is lodged.
Terms and Condition
Employees and their immediate family pursuing undergraduate and/or postgraduate studies shall observe:
1. Rules and regulations stipulated by the KLMUC and/or Cosmopoint Colleges authorities which are applicable.
2. Regulations governing undergraduate and/or postgraduate studies as stated in the Student Handbook.
3. Eligibility for KLMUC/Cosmopoint Colleges fee discount scheme for staff members and immediate family will cease at the termination of
employment.
4. For any full time employees who resign before program completion, the employee shall be required to reimburse in full the discounted
amount that has been given prior to the resignation.
5. If the employee’s CGPA is unsatisfactory and is dismissed from the KLMUC/Cosmopoint Colleges, the employee shall be required to reimburse
in full the discounted amount that has been given prior to the dismissal.
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
Finance Department
FIN004 Medical Expenses Claim
(This form must be COMPLETED with all details and submitted to HR Dept for processing)
Centre/Campus
O. Applicant’s Details
Name
Staff ID
Department/Faculty
Designation
P. Particulars on Claim
Date Description *(ALL receipts of expenses must be attached to this application) Amount (RM)
Grand Total
Submitted by
(signature)
Date
Q. Recommendation R. Verification: Finance or HR Dept S. Approval: CEO
By Head of Dept/Head of
School/Dean/Centre Manager
Approved NOT Approved
Signature
All receipts are checked & verified.
Yes No
Signature
Approved NOT Approved
Name
Name
Date Date Date
T. FOR OFFICE USE only
Received &
Processed by
U. Verification on Receive
Amount Received
Signature
Name & Date
Processing Officer
(signature)
Name
RM
Date
Date
Date
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
PERFORMANCE APPRAISAL FORM
YEAR:
EMPLOYEE DETAILS
Name:
Designation:
Department:
Staff No:
Job Grade:
Division:
Review Period: From To Review Period: From To
(Partial) Please state reason(s):
REVIEWER (Immediate Supervisor)
Reviewer is the direct superior of the appraisee. He/she sets the appraisee’s targets and is accountable for his/her performance evaluation.
Name: Staff No: Designation:
NEXT LEVEL REVIEWER (Head of Business Unit / Department / Division)
Next Level Reviewer is the person who is responsible for the overall performance of the business Unit / Department / Division (i.e. the direct/indirect superior of the reviewer). He/she
calibrates/validates and approves the performance targets.
Name: Staff No: Designation:
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
KEY PERFORMANCE INDICATORS ASSESSMENT
Level description: 5. Outstanding 4. Exceeds 3. On Target 2.More Expected 1.Unsatisfactory
Performance Planning & Contracting
To be filled at the beginning of the assessment period
Performance Assessment
To be filled at the specified assessment period
No.
1
2
3
4
5
KPIs
(Min. of 3 and Max of.5 KPIs)
KPIs Measurement
Actual Achievements
(Please mark in the result box and initial beside it)
Level Specific, Measureable and Achievable Description Mid-Year Year End
5 ☐ ☐
4 ☐ ☐
3 ☐ ☐
2 ☐ ☐
1 ☐ ☐
5 ☐ ☐
4 ☐ ☐
3 ☐ ☐
2 ☐ ☐
1 ☐ ☐
5 ☐ ☐
4 ☐ ☐
3 ☐ ☐
2 ☐ ☐
1 ☐ ☐
5 ☐ ☐
4 ☐ ☐
3 ☐ ☐
2 ☐ ☐
1 ☐ ☐
5 ☐ ☐
4 ☐ ☐
3 ☐ ☐
2 ☐ ☐
1 ☐ ☐
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
EMPLOYEE
KEY PERFORMANCE INDICATORS REVIEW AND ACKNOWLEDGEMENT
REVIEWER
(Immediate Supervisor)
NEXT LEVEL REVIEWER
(Head of Business Unit / Department / Division)
Name: Name: Name:
Performance
Contracting
Signature: Date: Signature: Date: Signature: Date:
Comment: Comment: Comment:
Name: Name: Name:
Signature: Date: Signature: Date: Signature: Date:
Mid-Year Assessment
Comment: Comment: Comment:
Mid- Year achievement: Number of KPIs achieved On-target and/or above : out of TOTAL KPIs
(fill up by the reviewer)
Name: Name: Name:
Signature: Date: Signature: Date: Signature: Date:
Year-End Assessment
Comment: Comment: Comment:
Year-End achievement: Number of KPIs achieved On-target and/or above : out of TOTAL KPIs
(fill up by the reviewer)
END
Revision June 2015

Cosmopoint Sdn Bhd • Employee Handbook
BUSINESS COURTESIES DECLARATION FORM
A. INFORMANT’S PARTICULARS
NAME
Designation
STAFF NO
DEPARTMENT
B. DETAILS OF BUSINESS COURTESIES
COURTESIES RECEIVED
Description of item received
COURTESIES GIVEN OUT
Description of item given out
Date Received : Date Issued :
Received from
Recepient
(Name of individual/ company)
Estimated value/ costs: RM250++
Actual costs: RM
Reason / Purpose of courtesies
Justification for giving courtesies
I hereby declare that the information provided above as true to the best of my knowledge and undertake to update should there be any variation to the information already provided in this
declaration.
DECLARED BY
VERIFIED BY
HEAD OF DEPARTMENT
DATE
DATE
C. COURTESIES ABOVE RM250 FOR FINANCE USE ONLY
APPROVED / REJECTED BY: RECEIVED BY DATE
REVIEWED BY
CEO
REMARKS
DATE
DATE
Notes:
1. All business courtesies shall be acknowledged by the respective HOD and declared to Finance Department.
2. Courtesies received or given out with value of more than RM250 shall require approval from CEO.
3. Courtesies valued less than RM250 which can be construed as given to influence decision making shall also
require approval from CEO.
Revision June 2015