VIETTEL CONSTRUCTION MYANMAR CO., Ltd (TELECOM SERVICES)

EMPLOYEE HANDBOOK

TABLE OF CONTENTS

Message from the Managing Director------1

Our Vision, Our Mission, VALUES------2

About Viettel Construction Myanmar, Our Services, Our Achievements------3

POLICIES------4

1. Probation & Confirmation Policy------4 2. Working Hour------4 3. Overtime------4 4. Leaves------4 5. Disciplines for employee------5 6. Training Policy------5

Resignation Policy------5

Termination Policy------6

Group Life Insurance------6

Employee Social Welfare------6

Termination of the Contract Policy------7

Severance Pay for Termination of Employment------7

Employee Code of Conduct------8

Breaking Rules Leading to Employment Termination------9

Disciplinary Measure in Viettel------10

Medical Treatment for Work-related injuries/illness/disease------10

Contributions------11

Personal Harassment------11

Conclusion------11

Message from the Managing Director

Viettel Construction Myanmar Co., LTD (VCM), established in 2015 in Myanmar, has been expanding its network and creating numerous job opportunities to people across the country. At Viettel, Human Capital is of utmost importance and we believe in creating a dynamic and rewarding work environment and look forward to a productive and successful association with all our employees.

The purpose of is written this hand is to give a guide between employee and employer about the company policy. The procedures, practices, policies and benefits described herein may be modified or discontinued from time to time.

This handbook and the information in it should be treated as confidential. No portion of this handbook should be disclosed to others. Some subjects described in this handbook are covered in detail in official policy documents.

Please refer to these documents for specific information as the handbook only briefly summarized the guidelines and benefits.

We hope that this Handbook will be beneficial to all our employees and we wish you to have the best journey in our Viettel Construction Myanmar Co., LTD (VCM). And your experience will help us to create the better environment.

Our Vision To become the leader in Telecom Services in Myanmar

Our Mission

 Create a customer-focused team environment where employees are respected and innovation is a state of mind.

 Deliver the highest level of customer service while providing safe, compliant and quality tower sites, the best quality network maintenance services.

 Exceed yearly performance goals to create enduring success.

 Pursue meaningful opportunities to grow and strengthen the company.

VALUES Viettel values are consistently aligned with the Vision and Mission to the extent that they are instrumental for achieving these, and fundamentally reflect an ethical attitude based on principles of tolerance, respect and cooperation with all the stakeholders with which the company wishes to develop and consolidate its project:

 Commitment: We take charge of the proactive consolidation of our projects.

 Customer focus: We uncover, understand and consolidate the needs of our customers.

 Innovation: We bring value to new ideas, approaching them with a creative, professional and critical attitude in order to put them into practice.

 Flexibility: We adapt to our field, which is in constant evolution.

 Resolution: We reach our objectives through a combination of enthusiasm, logic and pragmatism.

 Honesty: We demonstrate integrity in our actions.

 Credibility: We do what we say.

 Development: We encourage the continued development of individuals through cohesion, collaboration and teamwork.

About Viettel Construction Myanmar  Vietttel Construction Myanmar is a Subsidiary of Viettel Construction JSC (Vietnam);  Established in 2015 in Myanmar;  Working as a strategic partner of ZTE and Mytel in Myanmar;  Deploying forces in Kayin, Bago, Naypyitaw, Mandalay, Saingaging, Tanintharyi, Magway, Yangon and Mon for Telecom infrastructure;  Over 200 experienced engineer and technicians who are smart, hardworking, well-equipped and innovative;  Working on construction, operation and maintenance of the network.

Our Services Telecom Service Provider Viettel Construction Provides telecom services quickly and cost efficiently. Our professional team brings deep experience and expertise to every stage of the design, deployment, and maintenance process, including:  Telecom Base Station installation, commissioning & testing (2G/3G/LTE).  Telecom power system including generator installation, commissioning & testing.  Microwave installation, commissioning & testing.  Telecom survey including site acquisition, technical site survey, line of sight survey.  Logistic support including material transportation, crane support for material uplift  Lying of fiber cables, splicing and fiber operations  Operation & Maintenance.

Our Achievements

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POLICIES

1. Probation & Confirmation Policy All new employees will serve maximum probationary period of (3) months, after which the Employee may be considered for Confirmation. An Employee is deemed a Permanent Employee upon completion of the Probationary Period and getting a Confirmation Letter. 2. Working Hour The regular working hours as follow: Operation hours: 8:30 - 17:30 Lunch time : 12:00 - 13:00 The employer and employee can set the working time by mutual agreement in accordance with the nature of work. 3. Overtime The Employee can do the overtime depends on the nature of work with the term of contract by the labor law. The Overtime is the time that employee do the assigned task later than 5:30 pm and sooner than 8:30 am; and confirmed by the related Manager. The Overtime salary for 1 hour is 200% of normal working hour. 4. Leaves i. Rest Day Normally Sunday is rest day of a week. According to business nature and customary of place, can be fixed with agreement of employer and employee one week is one-day rest day. On rest day, have rights suffer wages salary under existing labor laws. All public holidays as notified by Union Government annually in the gazette shall be recognized as off days with pay. If the public holidays coincide with weekly off days, then that day shall be recognized as public holiday. ii. Types of Leave Employees are entitled to the following leaves when the employee submits an application for leave as defined by law: Casual Leaves: Every Employee is entitled to 6 days of casual leaves with full pay in every 12- month cycle from the first day of employment. The leave is lapsed if it is not taken within the respective year. It shall not be taken for more than three consecutive days.

Earned Leaves: On completion of 12-month continuous service of employment and on completing at least 20 working days every month, the employee shall be eligible to 10 (ten) days annual leave with basic salary which can be taken consecutively or separately. 01(one) day shall be deducted from entitled annual leave for the month if the employee does not complete at least 20 working days in a month. Medical Leaves: For an employee who is already completed service of 6 months, he/she, will be entitled to the 30 days of medical leave every year calculated at basic salary. However, for an employee who has not completed service of 6 months, he/she will be entitled to 30 days of medical leave without pay for a year. For an employee who is covered under the Social Security Law, he/she will be entitled to medical leave in accordance with the relevant law. Maternity leaves: The Employee who is already completed service of 6 months; she will be entitled to the 6 weeks before maternity and 8 weeks after maternity. Employee shall be entitled leaves without cutting the salary when the employee’s family members or parents death under the Leave and Holidays Act 1951. 5. Disciplines for employee The employer contract the type of disciplines for employee including taking action with appendix is as follow. (a) Follow the job requirement and job description. (b) Follow the rules of the unit.

6. Training Policy (a) The employer and employee can set the training with Employment and Skills Development Law (b) Agreement Deed shall be made deed, separate as to work place skillful Training Course under Law. 7. Resignation Policy (1) If the appointed Employee desires to resign from work after completing the employment contract, shall submit resignation letter one month prior to expiry of the employment contract to the Employer or Manager through his/her relevant supervisor. (2) In the case of official resignation, employee identification card, and work place related equipment and transferred to the Employer systematically. (3) If the Employee desires to resign from work before expiry of the employment contract, shall notify at least one month prior to that, and the employee is not liable to pay severance payment, and shall be allowed to resign by paying arrear wages and annual leaves.

(4) In the case of resignation in accordance with the above sub-section (3), the Employee who attended the training at the Employer’s expense shall arrange with Employment and Skills Development Law. 8. Termination Policy (1) When the Employer shall stop work to labor, the employer must be given to the workers to stop work with records retained and valid reasons and the employer or turner on behalf of the employer signed by court order. (2) The Employer may terminate the employee, by paying arrears in salary for actual working days without any severance payment, when the employee has committed gross/serious misconduct once or in further violation of the discipline regulations and after three warning have been made, by (i) verbal warning for first time (ii) warning by formal letter for second time (iii) signing acknowledge for wrongdoing as the third and final warning. (3) The employer may terminate the employees, with at least one month prior notification, by paying stipulated severance payment, except from above sub-clause (1), in accordance with the existing law, rules and regulation. (4) The employer shall adjust with workers coordinating committee for reducing labor for the workers to stop work if there is not labor organization. If there is labor organization, shall adjust with the employer or the employer representative with Labor Organization’s representative and Labor in collaboration with the Coordinating Committee.

Group Life Insurance The company will provide life insurance cover from local insurance company to particular employees if as required by Group Life Insurance. In case of death or injury of employees at workplace or on-duty travel, the company will indemnify against any loss of life, injury, and disability according to life insurance coverage.

Employee Social Welfare The Company’s financial assistance for the employees shall be used as social assistance (for marriage and death). Whatever the assistance may be, it must be used according to the company's policy. Permanent employees are entitled to company's social welfare assistance.

(a) Assistance for wedding ceremony; The ceremony must be the wedding of an employee. The assistance is given for the first time wedding of an employee. The wedding of sons and daughters of an employee is not relevant. The assistance is categorized as follows: Manager Level - MMK 500,000 : Assistant manager Level - MMK 300,000 : Supervisor Level -MMK 200,000 : Staff Level -MMK 100,000

(b) Assistance for funeral of employee; The company will assist as mentioned below if an employee and/or family member (parents, spouse, children) dies; Employee - MMK 500, 000 - A family member of an employee - MMK 300, 000 To assist for funeral of employee and a family member of an employee, respective department head shall inform about funeral to HR department (c) Assistance for a new born baby of employee; The Company will provide assistance for the employee for the birth of baby. The assistance for the employee who gets a new baby is set as MMK 100,000 for those whose salary is lower than MMK 200,000.

Termination of the Contract Policy The contract may be terminated for the following reasons- (a) Industry, department, company, business cancellation (b) Work termination for unexpected happening (c) Death of Employee

Severance Pay for Termination of Employment (a) The Company can provide reasonable amount of salary for the employees who resign for own personal reason in consideration of the efforts the employees have contributed to the company. (b) The company has no responsibility to provide any payment to the employees who were terminated due to the breaking of company rules and regulations. (c) The employees are entitled to the following benefits if the company issues an order of termination due to certain situations of the company. 7

Service Year Severance Pay More than 6 months but less than 1 year Last drawn salary for 0.5 month More than 1 year but less than 2 years Last drawn salary for 1 month More than 2 years but less than 3 years Last drawn salary for 1.5 month More than 3 years but less than 4 years Last drawn salary for 3 months More than 4 years but less than 6 years Last drawn salary for 4 months More than 6 years but less than 8 years Last drawn salary for 5 months More than 8 years but less than 10 years Last drawn salary for 6 months More than 10 years but less than 20 years Last drawn salary for 8 months More than 20 years but less than 25 years Last drawn salary for 10 months 25 years and upwards Last drawn salary for 13 months

Employee Code of Conduct Staff will be required to carry out such duties and responsibilities as may from time to time as be assigned. At all times, staff are expected to faithfully, competently and diligently attend to these duties and responsibilities in compliance with the policy and procedures of the company (which may be periodically revised by the company) and will , at all times, protect the interests of the company. Employees should 1. Ensure that their conduct and behavior both at work and outside do not damage the good name/ reputation of company. 2. Report punctually for work at all times in an appropriate attire as stipulated by the company. 3. Show mutual respect to all Customers, Visitors, Superiors and Colleagues at all times. 4. Ensure all company properties entrusted are properly taken care of and maintained as if personal property. 5. Respect full confidentiality of company confidential information and not disclose to any unauthorized or outside parties except with the written permission where necessary. Employees should not 1. Fail to report any form of incidences to immediate supervisor at all-time 2. Threaten, intimidate and coerce fellow employees or persons for whatever purpose 3. Willfully neglect and cause damage or mishandle any tools and equipment 8

4. Report to work intoxicated or consumes any form of liquor at work place. 5. Fight or assault at work place 6. Make false or vicious or malicious statement concerning an employee or spreading rumors to create discontent or demoralize someone 7. Behave in immoral or indecent conduct on company premises 8. Possess or consume any form of illegal drugs or conduct drug abuse 9. Cheat, or carry out corruption or dishonest misappropriation of company Cash/ Properties/ Public Funds. 10. Misuse any Company Property or Funds

Breaking Rules Leading to Employment Termination The employee shall be a subject to termination of employment without receiving any severance pay if the employee is being found committing the following violations; (a) Committing theft, accepting things related to theft, misusing, accompanying in misusing. (b) Destroying intentionally the company assets. (c) Fighting with other colleagues within workplace, physically assault to other colleague. (d) Committing crime related to demoralization. (e) Dishonesty, fraud, bribery. (f) Selling, drinking, taking alcohols to workplace. (g) Gambling at workplace. (h) Distributing, selling, using drugs, smoking, using fire in workplace. (i) Taking weapon that is forbidden by law and explosive materials to workplace. (j) Going to restricted area and area that shows “explosive sign” without approval. (k) Disclosing confidential data, record, formula, technical production to others, informing, taking pictures without approval. (l) Having arrest as per law enforcement, having jurisdiction as per sue. (m) Being 3 days absent consecutively without any reason without approval from related department head (or) being 5 days absent within one month.

Disciplinary Measure in Viettel Employees who broke the Employee Code of Conduct of Viettel will be faced with disciplinary measures based on the seriousness of the case and as per the step by step procedures as per the Policies and Procedures set forth by Human Resource Department. A staff who commits a breach of any of the regulation, directions, orders, instructions or requirements of the company, or who displays negligence, inefficiency or indolence or who knowingly does anything detrimental to the interests of the company or in conflict with its instructions shall be liable to the following disciplinary actions: - 1. Warning (verbal/ written) 2. Delay or stoppage of increment or promotion; Reduction to a lower post, grade or pay; 3. Dismissal The said staff shall have reasonable opportunity to answer any charge/s against him or her and to appeal to the Board / Executive Chairman on decisions made against him or her. However, the company reserves the right to suspend staff members, without notice, from service and to exclude the staff from all or any at the offices, branches or premises of the Company or its related corporation or any customer of the company or its related corporation as well as withhold all salary and service benefits for such time and reasons as it may decide in its discretion. If the contract is terminated due to any serious breaches of the company’s legal regulations or internal regulations by a staff member, the staff member shall also be liable for payment of compensation for any damage or loss, caused to the company. In cases whereby the employee is convicted of a criminal act by a Court of Law, or whereby the employee is absent from work for (5) consecutive working days, the employee will be subject to automatic dismissal without notice. Medical Treatment for Work-related injuries/illness/disease (a) For the employee who is not covered under the Social Security Law 2012, medical treatment shall be arranged at employer’s own expense for-  Injury in the course of his employment  Have disease on relevant work place  Illness in the course of his employment (b) For the employee who is covered under the Social Security Law 2012, shall be entitled to medical treatment in accordance with the relevant law.

(c) For the employee who is not covered under the Social Security Law 2012, employer shall arrange in accordance with the relevant Workmen Compensation Act for employment related injuries. Contributions i. Income Tax Contribution All personal income tax on salaries, allowances and service benefits associated with the staff's employment and any other taxes in connection with the staff's employment will be borne by the staff. The company may deduct salary tax from the staff’s emoluments and arrange for payment to the Tax Department in accordance with the prevailing Laws and regulations. ii. Social Security Contributions Social Security Contributions are made both by the Employer and the Employees monthly. Viettel will make for all staff in accordance with the prevailing Social Security Laws and regulations. Viettel may deduct salary tax from the staff’s emoluments and arrange for payment to the Social Security Board. Personal Harassment Many people in our society are victimized and harassed as a result of their race, color, ethnic or national origin, religious belief, political opinion or affiliation, sex, marital status, sexual orientation, gender reassignment, age or disability. Whatever form it takes, personal harassment is always taken seriously and is totally unacceptable. If you are the victim of minor harassment you should make it clear to the harasser on an informal basis that their behavior is unwelcome and ask the harasser to stop. If you feel unable to do this, then you should speak to senior management. If senior management concludes that the allegation of harassment is well founded, the harasser will be liable to disciplinary action. Conclusion The policies and procedures on Employee Allowances and Benefits have only been briefly featured within this Employee Handbook. By adopting and understanding the Employee Handbook you should have been able to identify how to follow the Code of Conduct and keep proper instruction of individual department. This Employee Handbook will remain the property of Viettel Construction Myanmar Co., Ltd (Telecom Services). Employee need to return back when they are leaving the job.

Warmly welcome from our company and wish you all the best.