STANDARD EMPLOYMENT POLICY
References to “the Company” are to Heguru Method Pte Ltd and Heguru Method (CCK) Pte Ltd
1. Terms of Service
1.1 WORKING HOURS
Our normal workweek is over 5 days, Wednesday to Friday from 9.00am to 6.30pm, and Saturday to Sunday from 8.00am
to 6.30pm.
Business requirements and working schedule commitments may require working hours to vary within teams or departments.
You shall therefore be accountable to your department head who will determine your working hours.
Punctuality is advocated for professional and operational efficiency. Persistent lateness is liable for disciplinary action
and a ground for summary dismissal.
Time attendance must be clocked everyday unless there is a valid reason with approval from relevant person in charge
otherwise will be considered absent from work without a valid reason.
1.2 PROBATION
New employees of the Company will serve a three (3) month period of probation (unless otherwise stipulated in your
letter of appointment) effective from the date of commencement of work. This probationary term may be extended at the
discretion of the Company. At the end of the stipulated probationary period, appointment as a permanent member of the
Company will be confirmed in writing together with, if any, adjustment to the basic salary.
During the probation period, you are not entitled to any paid Annual Leave, Medical Leave or Medical Claims.
1.3 RESIGNATION
A resignation must be served in writing to your Head of Department. In accordance with the terms of employment, the
required notice must be served or payment in lieu appropriated for the said notice.
1.4 TERMINATION IN-LIEU OF NOTICE
An employment contract may be terminated by either party giving to the other party the required notice in writing as
determined by the letter of appointment and any amendments thereto. Payment in lieu of notice may be exercised by both
parties in terminating the employment without waiting for the required notice period to expire.
1.5 DISMISSAL
All employees found guilty of misconduct, negligence, misdemeanour or in breach of any of the terms and conditions of
service or rules & regulations laid down by the Company, may have their services terminated by the Company without
notice or payment in lieu of notice.
An employee shall be deemed to have broken his/her contract of service with the Company if he/she has been
continuously absent from work for more than one (1) day without prior leave, reasonable excuse or without informing or
attempting to inform the Company of said absence. Late performance or non-performance of responsibilities/obligations
as an employee without reasonable excuse shall also be deemed as a breach in contract.
All employees hereby acknowledge and agree that all properties in physical or digital/electronic/data form, including,
without limitation, all books, manuals, records, reports, notes, contracts, lists, blueprints, and other documents, or
materials, or copies thereof, and equipment furnished to or prepared by employee in the course of or incident to the
employee's employment, belong to Company and shall be immediately returned to the Company upon termination of the
employee's employment, or at the request of the Company prior to the termination.
1.6 RETIREMENT AGE
The retirement age for all employees shall be in accordance with the Retirement Age Act.
1.7 TRANSFER
The Company reserves the right to transfer an employee to another department or branch. Any such transfer shall not
constitute a break in the service of the employee in the Company.
1.8 CONDITIONS FOR APPOINTMENT
The terms and conditions in this Standard Employment Policy form part of the terms and conditions stated in your letter of
appointment. You are therefore expected to fulfil the following criterion as a requirement of your appointment: -
1.8.1 the absence of any unfavourable comments or adverse records arising from character reference or credit checks.
1.8.2 not being an undercharged or declared bankrupt and free from pecuniary embarrassment.
1.8.3 free from any criminal or narcotic charges/records.
1.8.4 agreement to contribute to the Central Provident Fund (CPF) or to such other Provident Fund that may be
required by Law. (Unless otherwise exempted)
1.8.5 agreement to abide by the policies, terms of employment rules and regulations of Heguru, in force or to be
enforced and/or amended from time to time.
1.8.6 declaration of any outside directorships, trusteeships, employment or business, remunerated or otherwise, which
may or may not be a conflict of interest with your business in the Company. Any future intention to undertake
the aforementioned activities should be made known to and/or for the approval of, the Company
1.8.7 declaration of any relationships (whether family, relative or friends) with the management or staff of any of the
Heguru Franchisees in Singapore and overseas.
The above terms and conditions shall be reviewed from time to time with material changes to your employment terms to be
made known to you in writing.
Our normal workweek is over 5 days, Wednesday to Friday from 9.00am to 6.30pm, and Saturday to Sunday from 8.00am
to 6.30pm.
Business requirements and working schedule commitments may require working hours to vary within teams or departments.
You shall therefore be accountable to your department head who will determine your working hours.
Punctuality is advocated for professional and operational efficiency. Persistent lateness is liable for disciplinary action
and a ground for summary dismissal.
Time attendance must be clocked everyday unless there is a valid reason with approval from relevant person in charge
otherwise will be considered absent from work without a valid reason.
1.2 PROBATION
New employees of the Company will serve a three (3) month period of probation (unless otherwise stipulated in your
letter of appointment) effective from the date of commencement of work. This probationary term may be extended at the
discretion of the Company. At the end of the stipulated probationary period, appointment as a permanent member of the
Company will be confirmed in writing together with, if any, adjustment to the basic salary.
During the probation period, you are not entitled to any paid Annual Leave, Medical Leave or Medical Claims.
1.3 RESIGNATION
A resignation must be served in writing to your Head of Department. In accordance with the terms of employment, the
required notice must be served or payment in lieu appropriated for the said notice.
1.4 TERMINATION IN-LIEU OF NOTICE
An employment contract may be terminated by either party giving to the other party the required notice in writing as
determined by the letter of appointment and any amendments thereto. Payment in lieu of notice may be exercised by both
parties in terminating the employment without waiting for the required notice period to expire.
1.5 DISMISSAL
All employees found guilty of misconduct, negligence, misdemeanour or in breach of any of the terms and conditions of
service or rules & regulations laid down by the Company, may have their services terminated by the Company without
notice or payment in lieu of notice.
An employee shall be deemed to have broken his/her contract of service with the Company if he/she has been
continuously absent from work for more than one (1) day without prior leave, reasonable excuse or without informing or
attempting to inform the Company of said absence. Late performance or non-performance of responsibilities/obligations
as an employee without reasonable excuse shall also be deemed as a breach in contract.
All employees hereby acknowledge and agree that all properties in physical or digital/electronic/data form, including,
without limitation, all books, manuals, records, reports, notes, contracts, lists, blueprints, and other documents, or
materials, or copies thereof, and equipment furnished to or prepared by employee in the course of or incident to the
employee's employment, belong to Company and shall be immediately returned to the Company upon termination of the
employee's employment, or at the request of the Company prior to the termination.
1.6 RETIREMENT AGE
The retirement age for all employees shall be in accordance with the Retirement Age Act.
1.7 TRANSFER
The Company reserves the right to transfer an employee to another department or branch. Any such transfer shall not
constitute a break in the service of the employee in the Company.
1.8 CONDITIONS FOR APPOINTMENT
The terms and conditions in this Standard Employment Policy form part of the terms and conditions stated in your letter of
appointment. You are therefore expected to fulfil the following criterion as a requirement of your appointment: -
1.8.1 the absence of any unfavourable comments or adverse records arising from character reference or credit checks.
1.8.2 not being an undercharged or declared bankrupt and free from pecuniary embarrassment.
1.8.3 free from any criminal or narcotic charges/records.
1.8.4 agreement to contribute to the Central Provident Fund (CPF) or to such other Provident Fund that may be
required by Law. (Unless otherwise exempted)
1.8.5 agreement to abide by the policies, terms of employment rules and regulations of Heguru, in force or to be
enforced and/or amended from time to time.
1.8.6 declaration of any outside directorships, trusteeships, employment or business, remunerated or otherwise, which
may or may not be a conflict of interest with your business in the Company. Any future intention to undertake
the aforementioned activities should be made known to and/or for the approval of, the Company
1.8.7 declaration of any relationships (whether family, relative or friends) with the management or staff of any of the
Heguru Franchisees in Singapore and overseas.
The above terms and conditions shall be reviewed from time to time with material changes to your employment terms to be
made known to you in writing.
2. Salary Adminstration
2.1 ANNUAL INCREMENT
Salary review for all employees is carried out in February-March. Increment, if any, will be at the sole discretion of the
Company based on economic health, company performance and staff appraisal/evaluation.
Employees who have submitted letters of resignation will not be reviewed.
2.2 BONUS
Bonus, if any, is announced in February each year, based on employee’s performance evaluation and contribution,
company’s financial performance and the economy. The quantum and payment of bonus rests entirely at the discretion of
management and all employees are advised not to rely on previously declared bonuses as precedent.
Bonus entitlement, if any, is payable only to confirmed employees as at 31 December and are in the employment of the
Company as at the payment date. Employees who have tendered their letters of resignation or who are serving their notice of
resignation before / on payment date will not be eligible for the said bonus.
2.3 CENTRAL PROVIDENT FUND
CPF contributions are compulsory for Singapore citizens and permanent residents working in Singapore. In accordance
with the CPF Act, the Company will make the necessary contributions to the Central Provident Fund Board.
Foreigners under work passes are exempted from CPF contributions. In the event that you acquire permanent residency
status, CPF contributions recoverable by the Company will be deducted from your salary in accordance with the CPF Act.
Salary review for all employees is carried out in February-March. Increment, if any, will be at the sole discretion of the
Company based on economic health, company performance and staff appraisal/evaluation.
Employees who have submitted letters of resignation will not be reviewed.
2.2 BONUS
Bonus, if any, is announced in February each year, based on employee’s performance evaluation and contribution,
company’s financial performance and the economy. The quantum and payment of bonus rests entirely at the discretion of
management and all employees are advised not to rely on previously declared bonuses as precedent.
Bonus entitlement, if any, is payable only to confirmed employees as at 31 December and are in the employment of the
Company as at the payment date. Employees who have tendered their letters of resignation or who are serving their notice of
resignation before / on payment date will not be eligible for the said bonus.
2.3 CENTRAL PROVIDENT FUND
CPF contributions are compulsory for Singapore citizens and permanent residents working in Singapore. In accordance
with the CPF Act, the Company will make the necessary contributions to the Central Provident Fund Board.
Foreigners under work passes are exempted from CPF contributions. In the event that you acquire permanent residency
status, CPF contributions recoverable by the Company will be deducted from your salary in accordance with the CPF Act.
3. Leave Administration
All leave applications are to be submitted at least 2 weeks in advance with the exception of emergency leave or medical
leave. Should there be a need to take emergency leave or medical leave, employees must obtain approval from HOD.
All leave is subjected to non guaranteed approval depending on department work schedule and manpower adequacy. As
such, it is important to apply for leave approval before committing to any event(s) or overseas trip(s).
3.1 TERM BREAK AND LEAVE ENTITLEMENT (ANNUAL LEAVE / CHILD CARE LEAVE)
You are entitled to paid annual leave only if you have worked in the Company for at least 3 months. Your annual leave
entitlement will be 14 days (pro-rated based on your day of joining or cessation of your service) per calendar year. Your
year of service begins from the day you start work with the Company.
Eligible working parents of Singapore citizen children are entitled to 6 days of paid childcare leave per year. Parents of non-
citizens can get 2 days of childcare leave a year in accordance with the Employment Act.
Due to the nature of the work, the annual leave and child care leave can only be taken and consumed during our scheduled
term breaks. Unconsumed leave will not be encashed or brought forward. Should you leave the company at any point in
time, the pro-rated annual leave and child care leave will be deemed to have been consumed during the term breaks that you
have enjoyed during the calendar year.
As such, the 10-weeks of Term Break scheduled throughout the whole year are inclusive of the 14 days of annual leave, and
the 2 or 6 days of child care leave for eligible staff. The number of days in excess of the entitled annual leave (and child care
leave if any) during the term breaks are considered working days and the Company may allocate work to be completed from home or in the Centre accordingly where necessary.
3.2 MEDICAL LEAVE (UPON CONFIRMATION)
New recruits shall not be entitled to paid medical leave before completing 3 months’ probation. However, you may apply
to consume medical leave during your first 3 months’ service, but will be treated as No Pay Leave.
Upon confirmation, you are entitled to 14 working days' paid outpatient sick leave within each calendar year if you are
certified by the Company's doctor, Government medical officer or any registered medical or dental practitioner to be
medically unfit for work.
In the event of hospitalisation, you will be entitled to hospitalisation leave not exceeding 60 working days less whatever
outpatient sick leave taken in the year.
If you are certified by a Medical Practitioner to be ill and requiring hospitalisation but are not hospitalised for some reason
or other, you shall be deemed to be under hospitalisation leave for the purpose of this policy.
If at the end of sixty (60) days of paid sick leave, you are still certified medically unfit for work by a Medical
Practitioner; you may be granted the use of your entitled annual leave.
All sick leaves must be supported by medical certificates from the Company's appointed doctors or other Registered
Medical Practitioners in Singapore and submitted to the HR Department on the next working day. Sick leaves not supported
by these medical certificates will be considered as annual leave or no pay leave if the annual leave have been fully utilised.
3.3 COMPASSIONATE LEAVE
Staff will be granted 3 days of compassionate leave with full pay in the unfortunate event of death of your immediate family
members as follows: parents, parent in-laws, spouse, child/children
leave. Should there be a need to take emergency leave or medical leave, employees must obtain approval from HOD.
All leave is subjected to non guaranteed approval depending on department work schedule and manpower adequacy. As
such, it is important to apply for leave approval before committing to any event(s) or overseas trip(s).
3.1 TERM BREAK AND LEAVE ENTITLEMENT (ANNUAL LEAVE / CHILD CARE LEAVE)
You are entitled to paid annual leave only if you have worked in the Company for at least 3 months. Your annual leave
entitlement will be 14 days (pro-rated based on your day of joining or cessation of your service) per calendar year. Your
year of service begins from the day you start work with the Company.
Eligible working parents of Singapore citizen children are entitled to 6 days of paid childcare leave per year. Parents of non-
citizens can get 2 days of childcare leave a year in accordance with the Employment Act.
Due to the nature of the work, the annual leave and child care leave can only be taken and consumed during our scheduled
term breaks. Unconsumed leave will not be encashed or brought forward. Should you leave the company at any point in
time, the pro-rated annual leave and child care leave will be deemed to have been consumed during the term breaks that you
have enjoyed during the calendar year.
As such, the 10-weeks of Term Break scheduled throughout the whole year are inclusive of the 14 days of annual leave, and
the 2 or 6 days of child care leave for eligible staff. The number of days in excess of the entitled annual leave (and child care
leave if any) during the term breaks are considered working days and the Company may allocate work to be completed from home or in the Centre accordingly where necessary.
3.2 MEDICAL LEAVE (UPON CONFIRMATION)
New recruits shall not be entitled to paid medical leave before completing 3 months’ probation. However, you may apply
to consume medical leave during your first 3 months’ service, but will be treated as No Pay Leave.
Upon confirmation, you are entitled to 14 working days' paid outpatient sick leave within each calendar year if you are
certified by the Company's doctor, Government medical officer or any registered medical or dental practitioner to be
medically unfit for work.
In the event of hospitalisation, you will be entitled to hospitalisation leave not exceeding 60 working days less whatever
outpatient sick leave taken in the year.
If you are certified by a Medical Practitioner to be ill and requiring hospitalisation but are not hospitalised for some reason
or other, you shall be deemed to be under hospitalisation leave for the purpose of this policy.
If at the end of sixty (60) days of paid sick leave, you are still certified medically unfit for work by a Medical
Practitioner; you may be granted the use of your entitled annual leave.
All sick leaves must be supported by medical certificates from the Company's appointed doctors or other Registered
Medical Practitioners in Singapore and submitted to the HR Department on the next working day. Sick leaves not supported
by these medical certificates will be considered as annual leave or no pay leave if the annual leave have been fully utilised.
3.3 COMPASSIONATE LEAVE
Staff will be granted 3 days of compassionate leave with full pay in the unfortunate event of death of your immediate family
members as follows: parents, parent in-laws, spouse, child/children
4. Flexible Working Arrangement
4.1 TIME BANKING
From time to time, employees may be required to work outside their pre-arranged work hours as and when needed. When
such additional hours are required, the same number of hours will be credited to the respective employee and credited
hours can be taken flexibly with mutual agreement between the employee and the employer.
4.2 COMMUTING
Flexible working arrangement to allow work commuting from home/outside the Centre on scheduled term breaks and/or
the pre-agreed 1-day per week, are given in consultation with the employee depending on the work role, effectiveness of
work, proven performance record, as well as the overall manpower needs on-site. Should the employee be needed to
work from the Centre to complete her duties or to support the Company manpower needs on-site, the Company reserves
the rights to ask the employee to return to the Centre on the pre-arranged commuting working days.
From time to time, employees may be required to work outside their pre-arranged work hours as and when needed. When
such additional hours are required, the same number of hours will be credited to the respective employee and credited
hours can be taken flexibly with mutual agreement between the employee and the employer.
4.2 COMMUTING
Flexible working arrangement to allow work commuting from home/outside the Centre on scheduled term breaks and/or
the pre-agreed 1-day per week, are given in consultation with the employee depending on the work role, effectiveness of
work, proven performance record, as well as the overall manpower needs on-site. Should the employee be needed to
work from the Centre to complete her duties or to support the Company manpower needs on-site, the Company reserves
the rights to ask the employee to return to the Centre on the pre-arranged commuting working days.
5. Flexible Benefits
5.1 MEDICAL CLAIMS
Confirmed employees will be entitled to medical claims on a 50% co-sharing basis, cap at $20 per visit and $120 per year.
This medical claim will form part of the total flexi claims in point 4.2 below.
5.2 OTHER CLAIMS
Confirmed employees will be entitled to flexi claims of up to $120 for each calendar year for the approved category of items
including medical, dental, insurance, electronics, optician. To encourage healthy living and zero medical leave of absence,
any employee who achieves a zero medical leave record in the calendar year can claim up to $150 for that calendar year
instead. All flexi claims must be submitted latest by 10th Jan of the following year, and after which any late submissions
of claims shall no longer be processed. The claims for new joiners and resignees will be pro-rated accordingly.
Confirmed employees will be entitled to medical claims on a 50% co-sharing basis, cap at $20 per visit and $120 per year.
This medical claim will form part of the total flexi claims in point 4.2 below.
5.2 OTHER CLAIMS
Confirmed employees will be entitled to flexi claims of up to $120 for each calendar year for the approved category of items
including medical, dental, insurance, electronics, optician. To encourage healthy living and zero medical leave of absence,
any employee who achieves a zero medical leave record in the calendar year can claim up to $150 for that calendar year
instead. All flexi claims must be submitted latest by 10th Jan of the following year, and after which any late submissions
of claims shall no longer be processed. The claims for new joiners and resignees will be pro-rated accordingly.
6. Other Benefits
6.1 MARRIAGE ANG-POW (for new marriages from 1 st Jan 2021)
Confirmed employees who gets married will be given a marriage ang pow of $100 upon producing a copy of the official
ROM certificate. Each employee will only be entitled to a marriage ang pow once, and shall not be eligible for this
benefit for the 2 nd or subsequent marriages.
6.2 NEW BORN CHILD (for children born from 1 st Jan 2021)
Confirmed employees shall be entitled to receive a congratulatory ang pow of $100 upon the birth of a new child. This
benefit will not apply for stillbirth.
6.3 OTHER TIE-UPS
The Company has made some tie-ups with the various providers/companies to provide special rates of services/products to
be made available to all our employees. You may refer to Appendix 1 for the tie-ups available. Any subscription to these
services/products is at the sole discretion of the employees, and the confirmation of such service/product subscribed is
solely between the employee and the providers. The Company shall not be responsible for any of the services/products
Confirmed employees who gets married will be given a marriage ang pow of $100 upon producing a copy of the official
ROM certificate. Each employee will only be entitled to a marriage ang pow once, and shall not be eligible for this
benefit for the 2 nd or subsequent marriages.
6.2 NEW BORN CHILD (for children born from 1 st Jan 2021)
Confirmed employees shall be entitled to receive a congratulatory ang pow of $100 upon the birth of a new child. This
benefit will not apply for stillbirth.
6.3 OTHER TIE-UPS
The Company has made some tie-ups with the various providers/companies to provide special rates of services/products to
be made available to all our employees. You may refer to Appendix 1 for the tie-ups available. Any subscription to these
services/products is at the sole discretion of the employees, and the confirmation of such service/product subscribed is
solely between the employee and the providers. The Company shall not be responsible for any of the services/products
7. Referrals
For every successful referral of a permanent employee into the Company, the referrer shall be entitled to receive a
$500 referral fees upon the staff confirmation or 6 months from the joining (whichever is later) of the referred employee. To
be eligible for the referral programme, the referrer must be a permanent employee of the Company at the point of
confirmation of the referred employee, and the referrer must not be serving any notice of resignation/termination. In
addition, the referred employee must not have joined the Company (or any related companies) as a part-time or full time
employee previously.
$500 referral fees upon the staff confirmation or 6 months from the joining (whichever is later) of the referred employee. To
be eligible for the referral programme, the referrer must be a permanent employee of the Company at the point of
confirmation of the referred employee, and the referrer must not be serving any notice of resignation/termination. In
addition, the referred employee must not have joined the Company (or any related companies) as a part-time or full time
employee previously.
8. Code of Conduct
8.1 GENERAL CONDUCT & DISCIPLINE
All employees need to observe basic rules on discipline and conduct. Failure to do so may result in disciplinary action
including termination of employment. The following rules are not exhaustive and do not cover all situations but have
been outlined to provide a general idea of conduct that is expected of employee.
8.1.1 Every employee must report to work punctually at all times. No employee may absent himself from duty
without proper authority or showing sufficient cause. He must keep the Company informed of his whereabouts during business hours and leave a contact address and number if he is out of Singapore.
If staff is late or about to be late, even for 5 mins, it is staff’s duty to update respective department head and not the other
way round whereby department head have to call the late staff to check on his/her status.
Please note that any occurrence of extreme lateness (>15min) will be considered an auto deduction of half day off
accordingly unless otherwise approved by department head.
8.1.2 Employees shall obtain approval from senior management prior to engaging in any outside employment or business
whether or not they receive remuneration for such outside employment or business.
8.1.3 Employees shall not falsify personal or any other records, either when applying for employment or during employment.
8.1.4 Employees must exercise responsibility to conduct in a manner, whether on personal basis or in the capacity of an
employee, that would ensure the preservation, reputation and interest of the Company.
8.1.5 Employees shall not engage in any corrupt act or other illegal activities or participate in activities which may conflict
with the Company’s interest.
8.1.6 Employees shall ensure they fulfill the duties which they were employed for.
8.1.7 The use of office equipment and stationeries are limited to the Company’s business. All employees should handle such
office equipment with care and avoid using stationeries in a wasteful manner.
8.1.8 Employees should be able to readily identify information that is confidential. Employees must not utilize confidential
material for personal benefit or in a manner that compromises the Company in any manner. Employees shall not disclose
or divulge at any time during his services with the Company or thereafter, any secrets, transactions or information in or
relating to the business of the Company which may come within his knowledge or possession in the course of his
employment with the Company and which should not be disclosed, divulged or made public save in the course of the
performance of his duties.
8.1.9 Employee must regard all confidential information regardless or not created or generated by him/her in the course of
work, as the property of the Company. Such material shall remain confidential and be deemed as the property of the
Company even if the employee ceases employment with the Company.
8.1.10 Employees should be helpful, polite and courteous at all times including answering of telephone calls. Office telephones
are basically for business calls and personal calls should be reduced to a minimum.
8.2 CHANGE IN PERSONAL PARTICULARS
It is the responsibility of employee to up-date the HR Department of any changes in circumstances previously notified;
home address and contact number(s), marital status, educational achievements and any other relevant information
relating to your change of profile.
All employees need to observe basic rules on discipline and conduct. Failure to do so may result in disciplinary action
including termination of employment. The following rules are not exhaustive and do not cover all situations but have
been outlined to provide a general idea of conduct that is expected of employee.
8.1.1 Every employee must report to work punctually at all times. No employee may absent himself from duty
without proper authority or showing sufficient cause. He must keep the Company informed of his whereabouts during business hours and leave a contact address and number if he is out of Singapore.
If staff is late or about to be late, even for 5 mins, it is staff’s duty to update respective department head and not the other
way round whereby department head have to call the late staff to check on his/her status.
Please note that any occurrence of extreme lateness (>15min) will be considered an auto deduction of half day off
accordingly unless otherwise approved by department head.
8.1.2 Employees shall obtain approval from senior management prior to engaging in any outside employment or business
whether or not they receive remuneration for such outside employment or business.
8.1.3 Employees shall not falsify personal or any other records, either when applying for employment or during employment.
8.1.4 Employees must exercise responsibility to conduct in a manner, whether on personal basis or in the capacity of an
employee, that would ensure the preservation, reputation and interest of the Company.
8.1.5 Employees shall not engage in any corrupt act or other illegal activities or participate in activities which may conflict
with the Company’s interest.
8.1.6 Employees shall ensure they fulfill the duties which they were employed for.
8.1.7 The use of office equipment and stationeries are limited to the Company’s business. All employees should handle such
office equipment with care and avoid using stationeries in a wasteful manner.
8.1.8 Employees should be able to readily identify information that is confidential. Employees must not utilize confidential
material for personal benefit or in a manner that compromises the Company in any manner. Employees shall not disclose
or divulge at any time during his services with the Company or thereafter, any secrets, transactions or information in or
relating to the business of the Company which may come within his knowledge or possession in the course of his
employment with the Company and which should not be disclosed, divulged or made public save in the course of the
performance of his duties.
8.1.9 Employee must regard all confidential information regardless or not created or generated by him/her in the course of
work, as the property of the Company. Such material shall remain confidential and be deemed as the property of the
Company even if the employee ceases employment with the Company.
8.1.10 Employees should be helpful, polite and courteous at all times including answering of telephone calls. Office telephones
are basically for business calls and personal calls should be reduced to a minimum.
8.2 CHANGE IN PERSONAL PARTICULARS
It is the responsibility of employee to up-date the HR Department of any changes in circumstances previously notified;
home address and contact number(s), marital status, educational achievements and any other relevant information
relating to your change of profile.
9. Disciplinary and Grievance Procedures
9.1 DISCIPLINARY POLICY
9.1.1 The Company will act against persistent unreasonable behaviour and will impose disciplinary action
and be liable to dismissal in the case of, but not limited to:
unauthorised and unreasonable absence
failure to meet requisite working hours
negligent and irresponsible discharge of duties
contravention of Company policies.
9.1.2 Behaviour constituting gross misconduct is liable for summary dismissal without warning and/or
payment in lieu of notice and would include :
criminal acts and/or conviction for any criminal offence
failure to comply with requirements governing the code of conduct and practices of authorised and
regulatory bodies
serious and persistent breach of the terms of employment
bankruptcy
dishonest, disreputable acts lacking in integrity and morals
harassment, in any form;
disclosure of confidential and sensitive information to outside parties to the detriment of the Company.
disclosure of confidential salary and employment package to other parties
all other acts that would severely compromise the reputation of the Company.
9.1.1 The Company will act against persistent unreasonable behaviour and will impose disciplinary action
and be liable to dismissal in the case of, but not limited to:
unauthorised and unreasonable absence
failure to meet requisite working hours
negligent and irresponsible discharge of duties
contravention of Company policies.
9.1.2 Behaviour constituting gross misconduct is liable for summary dismissal without warning and/or
payment in lieu of notice and would include :
criminal acts and/or conviction for any criminal offence
failure to comply with requirements governing the code of conduct and practices of authorised and
regulatory bodies
serious and persistent breach of the terms of employment
bankruptcy
dishonest, disreputable acts lacking in integrity and morals
harassment, in any form;
disclosure of confidential and sensitive information to outside parties to the detriment of the Company.
disclosure of confidential salary and employment package to other parties
all other acts that would severely compromise the reputation of the Company.
Appendix 1
All permanent employees are eligible to the special tie-ups with the various vendors listed below. You may approach the vendors
directly should you be keen to use their service or to purchase their product. The Company does not endorsed the
services/products offered by the vendors, but negotiate for a preferential rate for the benefit of our employees. It is the sole
discretion of the employee to decide whether to use their service or to purchase their product.
1) Hair and Beauty
20% discount for services for the following companies under KC Group
- Apgujeong Hair Studio (www.apgujeonghair.com)
- Aoyama Hair Studio (www.aoyamahairstudio.com)
- Hanbang Skin Solutions (www.hanbangskin.com)
- James Barker Barber (www.jamesbarkerbarber.com)
- Kerluxe Hair (www.kerluxehair.com)
- Myeongdong Hair Studio (www.myeongdonghair.com)
- Yakson (www.yakson.com.sg)
You may make appointment with the respective vendor directly and state that you are a staff from Heguru during the
appointment arrangement. The vendor will confirm your employment status with HR Department for your discount
eligibility.
2) Telco
Circles line is offering Heguru Method’s employees and their family members the CIS benefits upon signing up with
them. Simply key in the referral code ‘SME9APQH’ during the registration online to find out the perks available
(which changes from time to time) at the point of signing up.
3) Dental
Heguru Method is under the Unity Denticare Corporate Dental Programme where a 10% discount is given for basic
dental services such as scaling & polishing, fillings and simple extractions. For more information on the services
available under this programme, you may contact their hotline at 6336 6222 or visit their website at unitydenticare.com
for their branches. Upon making the appointment, you may obtain the letter of authorisation from our Centre Manager to
be produced during the appointment for the eligible discount.
4) Health Screening
Heguru Method is under the Healthway.Medical Group Health Screening scheme. You may see attached for the package available under the corporate scheme.
directly should you be keen to use their service or to purchase their product. The Company does not endorsed the
services/products offered by the vendors, but negotiate for a preferential rate for the benefit of our employees. It is the sole
discretion of the employee to decide whether to use their service or to purchase their product.
1) Hair and Beauty
20% discount for services for the following companies under KC Group
- Apgujeong Hair Studio (www.apgujeonghair.com)
- Aoyama Hair Studio (www.aoyamahairstudio.com)
- Hanbang Skin Solutions (www.hanbangskin.com)
- James Barker Barber (www.jamesbarkerbarber.com)
- Kerluxe Hair (www.kerluxehair.com)
- Myeongdong Hair Studio (www.myeongdonghair.com)
- Yakson (www.yakson.com.sg)
You may make appointment with the respective vendor directly and state that you are a staff from Heguru during the
appointment arrangement. The vendor will confirm your employment status with HR Department for your discount
eligibility.
2) Telco
Circles line is offering Heguru Method’s employees and their family members the CIS benefits upon signing up with
them. Simply key in the referral code ‘SME9APQH’ during the registration online to find out the perks available
(which changes from time to time) at the point of signing up.
3) Dental
Heguru Method is under the Unity Denticare Corporate Dental Programme where a 10% discount is given for basic
dental services such as scaling & polishing, fillings and simple extractions. For more information on the services
available under this programme, you may contact their hotline at 6336 6222 or visit their website at unitydenticare.com
for their branches. Upon making the appointment, you may obtain the letter of authorisation from our Centre Manager to
be produced during the appointment for the eligible discount.
4) Health Screening
Heguru Method is under the Healthway.Medical Group Health Screening scheme. You may see attached for the package available under the corporate scheme.