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Here Is No Obligation to Wear Jewelry, but Can Be Appropriate If Professional and Discreet

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Here Is No Obligation to Wear Jewelry, but Can Be Appropriate If Professional and Discreet Yoma Bank Human Resources (HR) Manual Contents Contents 1. Purpose ......................................................................................................................... 3 2. Core Values ................................................................................................................... 4 3. Role of the Human Resources Department (HR) .............................................................. 5 4. Standards of Conduct ..................................................................................................... 6 5. Dress Code ..................................................................................................................... 8 6. Code of Conduct and Business Ethics ............................................................................. 10 7. Speak Up ...................................................................................................................... 18 8. Recruitment and Appointment ...................................................................................... 20 9. Attendance and Leave ................................................................................................... 23 10. Overtime ...................................................................................................................... 26 11. Grievance Procedure and Disciplinary Measures ............................................................ 27 12. Bullying and Harassment ............................................................................................... 32 13. Separation from Service ................................................................................................ 34 14. Transportation Policy .................................................................................................... 36 15. Training, Development and Career Planning .................................................................. 42 16. Performance Management Scheme (PMS) ..................................................................... 44 17. Personal Life and Career ................................................................................................ 45 18. Job Security .................................................................................................................. 46 19. Welfare ........................................................................................................................ 47 20. Loan Programmes ......................................................................................................... 48 Version 1, January 2016 2 Yoma Bank Human Resources (HR) Manual 1. Purpose 1. Purpose The HR Manual and its Policies embody the fundamental conditions of service and the basic rights, duties and obligations of Yoma Bank employees. 1.1. Policy towards Employees We recognise that the contribution of our staff will be critical to the implementation of our business strategy and to our future financial prosperity. Our Policy is: To treat our staff equitably at all times; To reward them fairly, taking into account their individual performance, the performance of our Bank as a whole and our competitive position; To communicate our business strategy to them and to seek their input; To keep them apprised of proposed changes that might affect them and to discuss any such changes with them; To give them every opportunity to raise any grievances they may have and to deal with these grievances in an equitable and transparent manner; and To observe all the requirements of labour law. Version 1, January 2016 3 Yoma Bank Human Resources (HR) Manual 2. Core Values 2. Core Values [Under revision] Version 1, January 2016 4 Yoma Bank Human Resources (HR) Manual 3. Role of the HR Department 3. Role of the Human Resources Department (HR) HR accepts that it is the responsibility of line management to manage all aspects of the Bank, including its people. It is HR’s role to support line management at all levels in implementing the business strategy of the Bank through the provision of professional support, information and advice on all aspects of employee recruitment/selection, training/development, performance appraisal, reward, appointments/promotion, transfers, demotion and separation. Version 1, January 2016 5 Yoma Bank Human Resources (HR) Manual 4. Standards of Conduct 4. Standards of Conduct Employment rules and standards of conduct are essential to maintain the integrity of Yoma Bank. All employees are required to familiarize themselves and follow the rules and standards faithfully in the performance of their duties. Employees who deviate from these rules and standards will be subject to corrective action, up to and including termination of employment. 4.1. Employment Rules All employees are expected to keep punctual working hours and inform his/her immediate supervisor of any current or foreseen attendance issues. If unable to report to work for any reason, kindly ensure your supervisor is notified before your regular start time. 4.2. Uniform Certain employees will be provided uniforms after completion of his/her probation period. It is the duty of the employee to be neat and presentable at all times in order to project a favorable image of the Bank. It is compulsory that staff wear their full uniform from Monday to Friday. Deviations from the standard uniform are discouraged. It is the duty of the staff to care for their own uniforms. 4.3. Corrective Action When an employee breaches these rules and standards, department heads are expected to take correction action. The type of corrective action depends on the seriousness of the offense, the circumstances surrounding the matter and the employee’s past record. It can range from a verbal or written warning, immediate termination or even a report made to the police. 4.4. Non-Disclosure/Confidentiality The protection of confidential business information and trade secrets is vital to the interest and success of the Bank. All employees are required to sign a non-disclosure agreement (NDA) as a condition of employment. Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, including termination of employment and legal action, even if they do not actually benefit from the disclosed information. Legal action shall be taken if employees inappropriately use information obtained during employment. 4.5. Communication All forms of communication (written or verbal) on Bank premises, with Bank employees or customers, or on social media, must be managed in a respectful manner. Management reserves the right to take action as a result of inappropriate communication. 4.6. Telephone Usage (Including Mobile Phones) Yoma Bank telephones are intended for business use only. Personal use during business hours is discouraged except for extreme emergencies. All personal telephone calls (using office phones or mobiles) should be kept brief; employees must inform family members and friends to limit personal telephone calls during working hours. If an employee is found to be deviating from this Policy, he/she will be subject to disciplinary action. 4.7. Internet Usage Internet and e-mail on office premises are for business use only. Use of the Internet must not disrupt the operations of the Bank’s computer network nor interfere with employee productivity. Usage of internet on Version 1, January 2016 6 Yoma Bank Human Resources (HR) Manual 4. Standards of Conduct mobile phones is strictly prohibited during office hours. If an employee is found in breach of this Policy, he/she will be subject to disciplinary action. 4.8. Substance Abuse Yoma Bank is committed to providing a safe and productive workplace for its employees. Any employee found abusing drugs, alcohol or any illegal substances will be subject to dismissal. Version 1, January 2016 7 Yoma Bank Human Resources (HR) Manual 5. Dress Code 5. Dress Code 5.1. Introduction Yoma Bank upholds a professional business environment. All employees should use discretion in selecting attire that is appropriate for the office and customer interaction. Employees working at the branches and most employees working at Head Office will be provided with uniforms. Yoma Bank expects employees to dress appropriately in business attire. Because our work environment serves customers, professional business attire is essential. When selecting appropriate business attire, you should portray a professional image to customers and colleagues. Customers make decisions about the quality of our products and services based on their interaction with you. Acceptable attire includes business-appropriate Myanmar longyi, Myanmar tike pone, Myanmar jackets, suits, pants, jackets, shirts, skirts and dresses. Employees are expected to demonstrate good judgment and professional taste. Examples of appropriate business attire include: • Slacks. Good condition, no holes, not ragged or torn. Do not wear low hanging/low rise pants that reveal the back. This could be embarrassing both for yourself and your colleagues when bending or lifting; • Skirts. Modest length, not transparent. Wear skirts that are at or below knee level. Absolutely no miniskirts (or skirts with slits that reveal too much skin); • Shirts. Collared, golf T-shirt. No symbols or wording that conveys religious, political, crude, profane, alcohol, tobacco, or similar messages/statements. No muscle shirts (cutoff sleeves); • Blouses. Modest and not exposing undergarments. No off-shoulder/strapless blouses nor spaghetti
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