1662004671.employee Handbook 2022 - Version 4.0 - August 2022

DEPARTMENT: HUMAN RESOURCES
Document Title: EMPLOYEE HANDBOOK

AEON CO. (M) BHD.
Document ID: HR/2022-08 Version No.: 4.0 Date: 01/08/2022
ÆON CO. (M) BHD.
EMPLOYEE HANDBOOK
VERSION 4.0
1st AUGUST 2022
HUMAN RESOURCES
COPYRIGHT © 2022 ÆON HUMAN RESOURCES DEPARTMENT, ALL RIGHTS RESERVED.
THE COMPANY RESERVES THE RIGHT TO AMEND, VARY, REVISE, ADD OR DELETE CLAUSES IN THIS HANDBOOK
AT ITS OWN DISCRETION. ANY REVISIONS TO THE RULES AND BENEFITS MADE WILL SUPERSEDE THE CURRENT
ONES AND ONLY THE LATEST REVISIONS ARE APPLICABLE
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AEON CO. (M) BHD.
DOCUMENT VERSION CONTROL
DATE VERSION NO. REMARKS CREATED / CHANGED BY

01/08/2010 1.0 Initial baseline version CY Lee
01/01/2017 2.0 Revised CY Lee
01/01/2022 3.0 Revised Hidayati Zubir
09/06/2022 3.1 Revised Hidayati Zubir
Revised on the following: Hidayati Zubir
• Accessibility
• Promotion, Progression and
Appointment
• Transfer/ Relocation
• Business Travel Allowance and
Accommodation
01/08/2022 4.0
• Marriage Leave and Claim
• New Born
• Bereavement
• Four Development Pillars
• AEON Business Academy (ABA) and
AEON Skills Training Center (ASTC)
• Individual Development Plan
REVIEWED BY: APPROVED BY:
NAME: Raihaan Binti Abdul Rashid NAME: Dr Kasuma Satria Mat Jadi
Senior Manager, Project
DESIGNATION: DESIGNATION: Chief Human Resources Officer
Management Office
SIGNATURE: SIGNATURE:
DATE: 01/08/2022 DATE: 01/08/2022
HUMAN RESOURCES
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AEON CO. (M) BHD.
Contents
DOCUMENT VERSION CONTROL ............................................................................................................. 2
ACCESSIBILITY.......................................................................................................................................... 6
PART I – PRELIMINARY ............................................................................................................................ 7
Welcome to ÆON................................................................................................................................ 7
OUR PRINCIPLE.................................................................................................................................... 8
OUR STRATEGY.................................................................................................................................... 8
OUR GOAL ........................................................................................................................................... 8
ÆON’S CORPORATE COMMITMENT ................................................................................................... 9
ÆON BASIC PRINCIPLES..................................................................................................................... 10
ÆON PROMISE TO ITS CUSTOMERS .................................................................................................. 12
ÆON AND ITS PARTNERS .................................................................................................................. 13
TOGETHER WITH ÆON PEOPLE......................................................................................................... 17
ÆON PEOPLE ARE IRREPLACEABLE ASSETS ....................................................................................... 18
ÆON CODE OF CONDUCT HOTLINE .................................................................................................. 19
PART II – EMPLOYMENT TERMS & CONDITIONS .................................................................................. 21
1. PROBATION AND CONFIRMATION........................................................................................... 21
2. RESIGNATION AND TERMINATION OF EMPLOYMENT ............................................................ 22
3. PERFORMANCE EVALUATION .................................................................................................. 24
4. PROMOTION, PROGRESSION, AND APPOINTMENT ................................................................ 27
5. TRANSFER / RELOCATION ........................................................................................................ 28
6. HOURS OF WORK ..................................................................................................................... 28
7. REST DAY AND OFF DAY ........................................................................................................... 31
8. WEEKEND OFF DAY (Applicable for Operational Employee only) ........................................... 32
9. TERMS AND CONDITIONS OF EMPLOYMENT (WORKING AT 2 PLACES).................................. 32
PART III – SALARY ADMINISTRATION .................................................................................................... 33
10. WAGE PERIOD AND PAYMENT OF WAGES .............................................................................. 33
11. EPF, SOCSO, EIS AND INCOME TAX .......................................................................................... 33
12. ANNUAL INCREMENT ............................................................................................................... 34
13. PROFIT SHARING BONUS ......................................................................................................... 34
14. OVERTIME AND MEAL ALLOWANCE ........................................................................................ 37
PART IV – EMPLOYMENT BENEFITS ...................................................................................................... 39
15. TRAVELLING CLAIMS ................................................................................................................ 39
16. BUSINESS TRAVEL ALLOWANCE AND ACCOMMODATION ...................................................... 39
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AEON CO. (M) BHD.
17. OUTSIDE TRAINING CLAIMS AND ALLOWANCES ..................................................................... 40

18. TRANSFER / RELOCATION ALLOWANCE................................................................................... 40
19. IMS (Individual Motivation Scheme)........................................................................................ 41
20. LEADER HOUSING ALLOWANCE ............................................................................................... 41
21. PUBLIC HOLIDAYS..................................................................................................................... 43
22. MEDICAL AND HOSPITALISATION BENEFITS ............................................................................ 44
23. EMPLOYEE INSURANCE ............................................................................................................ 47
24. MEDICAL BOARD OUT .............................................................................................................. 48
25. ANNUAL LEAVE ........................................................................................................................ 48
26. MEDICAL LEAVE / HOSPITALISATION LEAVE ............................................................................ 49
27. PROLONGED ILLNESS LEAVE .................................................................................................... 50
28. OTHER LEAVE ........................................................................................................................... 50
29. MARRIAGE LEAVE & CLAIM...................................................................................................... 51
30. MATERNITY LEAVE ................................................................................................................... 52
31. PATERNITY LEAVE .................................................................................................................... 52
32. NEW BORN CLAIM ................................................................................................................... 52
33. COMPASSIONATE LEAVE .......................................................................................................... 53
34. BEREAVEMENT ......................................................................................................................... 53
35. CALAMITY ................................................................................................................................. 54
36. BEST EMPLOYEE AWARD ......................................................................................................... 54
37. LONG SERVICE AWARD ............................................................................................................ 55
38. LONG SERVICE AWARD LEAVE ................................................................................................. 56
39. EMPLOYEE PURCHASE ............................................................................................................. 56
40. EMPLOYEE RETIREMENT .......................................................................................................... 57
41. RETIREMENT BENEFITS ............................................................................................................ 57
42. RE-EMPLOYMENT OF RETIREE ................................................................................................. 59
PART V – DISCIPLINE AND GRIEVANCE ................................................................................................. 61
43. DISCIPLINARY PROCEDURES .................................................................................................... 61
PART VI – TRAINING AND DEVELOPMENT ............................................................................................ 70
44. FOUR DEVELOPMENT PILLARS ................................................................................................. 70
45 AEON BUSINESS ACADEMY (ABA) & AEON SKILLS TRANING CENTRE (ASTC) .......................... 70
46. INDIVIDUAL DEVELOPMENT PLAN (IDP) .................................................................................. 70
47. NEW STAFF ORIENTATION (NSO) ............................................................................................. 71
48. MANAGEMENT TRAINEE PROGRAM........................................................................................ 71
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AEON CO. (M) BHD.
49. OTHERS .................................................................................................................................... 71

PART VII – HEALTH AND SAFETY ........................................................................................................... 71
50. RESPONSIBILITY........................................................................................................................ 71
51. FIRST AID .................................................................................................................................. 72
52. FIRE AND FIRST AID TRAINING ................................................................................................. 72
53. SMOKING ................................................................................................................................. 72
PART VIII – OTHER MATTERS ................................................................................................................ 72
54. CONFIDENTIALITY AND CONFLICT OF INTEREST ...................................................................... 72
55. WORKING ETHICS (PUNCTUALITY) AND CONDUCT DURING WORKING HOURS ..................... 73
56. PERSONAL DATA PROTECTION ACT 2010 ................................................................................ 73
57. ENTERING AND LEAVING THE COMPANY’S PREMISES ............................................................ 73
58. RESTRICTIONS ON ENTERING THE COMPANY’S PREMISES ..................................................... 74
59. PUBLIC COMMENT ................................................................................................................... 74
60. MOBILE PHONE FOR OPERATIONS .......................................................................................... 74
61. DRESS CODE ............................................................................................................................. 75
62. PERSONAL PROPERTY .............................................................................................................. 76
63. ABSENTEEISM .......................................................................................................................... 76
64. SEXUAL HARASSMENT ............................................................................................................. 77
65. INFORMATION TECHNOLOGY (IT) USAGE AT WORKPLACE ..................................................... 78
66. SOCIAL NETWORKING .............................................................................................................. 78
67. CLOSURE .................................................................................................................................. 78
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AEON CO. (M) BHD.
ACCESSIBILITY
This employee handbook is available on the following platforms:
1. HR Portal
Link: https://hrms.aeonretail.com.my/ (Login > File > Employee Handbook)
2. Respective GMS Store / MaxValu Store / Mall / Shop / AFPC / HG (by division)
3. Admin Office area / in front of Notice board
HUMAN RESOURCES
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AEON CO. (M) BHD.
PART I – PRELIMINARY
Welcome to ÆON
ÆON is proud to welcome you as a member of our team and we look forward to help you build your
long and successful career with us.
At ÆON, people are the foundation of our strength where we encourage our people to be the best in
their chosen field. With this, we are committed to a fair and effective selection, development,
motivation and recognition of people.
Our success lies in our employee’s commitment to fulfil customers’ needs and satisfaction. We believe
that all ÆON people should apply the customer service philosophy to the highest degree so that our
customers are served in the most efficient, effective and customer friendly manner possible.
Accordingly, we provide support to employees where we expose our employees to extensive training
to further equip them with the necessary skills to succeed in their respective fields.
ÆON Employee Handbook (hereinafter referred to as “the handbook”) has been established to assist
employees in understanding the benefits and terms & conditions of employment with the Company.
Please spend some time becoming familiar with the contents of this handbook and we are pleased to
have you on board.
The Management
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AEON CO. (M) BHD.
OUR PRINCIPLE
The fundamental principle of ÆON is its “Customer Centred Approach”. ÆON’s mission is, and always
will be to contribute to the customers.
ÆON’s basic and abiding principles are the pursuit of peace, respect for humanity and contribution to
local communities through customer-centred initiatives. Under these principles, we are determined
to achieve global management standards while being the best serving retailer in the local community.
OUR STRATEGY
ÆON follows two strategies for continuous growth; organic growth and company tie-ups. Its core
business of shopping malls operations includes General Merchandise Stores and Supermarkets and it
also builds complementary operations such as speciality stores and shopping malls development and
services, and works to create synergies among these diverse businesses.
OUR GOAL
ÆON’s goal is to operate as an “international-scale retailing group”, recognised for excellence not only
in Japan, but also in other nations. The international recognition we are working to achieve is not one
which can be measured merely in quantifiable terms of size, growth and profitability. We hope to be
competitive at the global level in intangible aspects such as customer satisfaction and corporate
citizenship. We are dedicated to the idea of “quality management” to further enhance our capabilities.
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AEON CO. (M) BHD.
ÆON’S CORPORATE COMMITMENT
On 21st August 2001, JUSCO CO. LTD. (Japan United Stores Company) changed its name to ÆON CO.
LTD. and announced its aim to become one of the top 10 global retailers in the next decade.
ÆON’s vision for the future is summed up in the phase ‘glocal retailer’. ÆON had coined the word
‘glocal’ from ‘global’ and ‘local’.
‘Glocal’ is ÆON’s term for global management standards supporting the best local operations to meet
consumer needs in the local markets.
‘ÆON’: A Future of Limitless promise
The word ‘ÆON’ has its origin in Latin roots meaning ‘eternity’. For us here at ÆON, the word is imbued
with a deep sense of purpose. As we renew our corporate identity for the 21st century, we define our
mission as ‘creating a future of limitless promise’.
At ÆON, we are concerned with life as a whole.
The word ‘life’ stands both for the essential quality common to all living things and for an individual’s
way of living. It suggests environmental stewardship and economic growth, spiritual fulfilment and
material affluence. And indeed, these facets of ‘life’ are not separate, but should be integral parts of
a whole. As a member of the retail industry, we at ÆON are concerned with the daily life of each one
of our customers, and by this we mean ‘life’ in the fullest possible sense. To enhance people’s lives as
only ÆON can: that is our philosophy.
At ÆON, our approach is open and dynamic.
To achieve our mission, we must be in touch with peoples’ aspirations. This means not only to be
constantly attuned to our customers’ wishes, but also being guided by our own innermost values.
Approaching every occasion with open minds and hearts, we must do our utmost to create a future
of limitless promise from the materials of everyday life.
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AEON CO. (M) BHD.
ÆON BASIC PRINCIPLES
Pursuing peace, respecting humanity and contributing to local communities, always with the
customer’s point of view as its core.
The word aeon (ÆON) has its origins in a Latin root meaning “eternity”.
The customers’ beliefs and desires comprise the central core of our philosophy. At ÆON, our eternal
mission as a corporate group is to benefit our customers and our operations are thus customer-
focused to the highest degree.
ÆON’s basic principles are the following:
• “Peace” ÆON is a corporate group whose operations are dedicated to the pursuit of peace
through prosperity.
• “People” ÆON is a corporate group that respects human dignity and values personal
relationships.
• “Community” ÆON is a corporate group rooted in local community life and dedicated to
making a continuing contribution to the community.
On the basis of the ÆON Basic Principles, ÆON practices its “Customer-First” philosophy with its ever-
lasting innovative spirit.
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AEON CO. (M) BHD.
ÆON creates a future of limitless promise –an ÆON- by transforming daily life with our open,
dynamic approach.
The ÆON Code of Conduct Commitment
1. ÆON people are always grateful to many other individuals who provide support and help, never
forgetting to act with humility.
2. ÆON people value the trust of others more than anything else, always acting with integrity and
sincerity in all situations.
3. ÆON people actively seek out ways to exceed customer expectations.
4. ÆON people continually challenge themselves to find ways to accomplish the ÆON ideals.
5. ÆON people support local community growth, acting as good corporate citizens in serving society.
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AEON CO. (M) BHD.
ÆON PROMISE TO ITS CUSTOMERS
ÆON endeavours to provide its customers with assurance and trust in their daily lives, in keeping with
the view that “everything we do, we do for our customers.”
ÆON’s never-ending mission is to make a positive contribution to customer lifestyles.
At ÆON, our first priority is to ensure customer’s safety.
Our customers enjoy a level of assurance only ÆON can offer.
We always conduct all of our business activities (products, services, hygiene, facilities, information,
etc.) with customer safety as the top priority. If there is the smallest doubt regarding customer safety,
we will promptly ascertain the nature of the concern work to resolve the issue.
At ÆON, we keep our promises to our customers, always behaving with integrity.
We take personal responsibility to uphold the promises in our flyers and in advertisements concerning
deliveries and repairs with all of our customers. If any incident or business problem should arise, we
will disclose faithfully all relevant information and respond if there are further questions.
At ÆON, we offer high-quality products and services at reasonable prices.
We strive to offer high-quality products and services so our customers can enjoy enriched lives. At
the same time, we are actively engaged in re-inventing our business practices so we can offer our
products and services at even lower prices. At ÆON, our goal is to be the retailer that leads the way
in offering customers high-quality products at reasonable prices.
At ÆON, we wrap our products and services in a warm greeting and a friendly smile.
In addition to products and services, ÆON customers can always look forward to a pleasant greeting
and a caring, friendly smile. When we greet customers in our store, in our offices and over the phone,
they will know what we mean when we say “ÆON friendliness.”
At ÆON, the voice of the customer gives management its direction, and we strive to address
customer desires in all business practices.
We consider all customer opinions, requests, and complaints to be the starting point for
management decisions. We gratefully listen to and acknowledge our customers’ voices as a valuable
contribution to our uniqueness, and we work to quickly react to their input.
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ÆON AND ITS PARTNERS
ÆON and the Local Community.

ÆON aims to set an example as a good corporate citizen, working together with the community for its
growth and the improvement of quality of life.
At ÆON, we promote management practices that are in step with the local community.
We believe that ÆON forms a “partnership” with the local community. We proactively exchange
information with local partners about the lifestyles of our customers in the community, reflecting local
community values in our business practices.
At ÆON, we respond to the needs of the local community, and provide a place where people
can come together.
We conduct business that anticipates the wide variety of our customers’ lifestyle needs, offering high-
quality products and services, in convenient and pleasant facilities. At the same time, we provide a
place for the local community to gather for educational and information-sharing opportunities.
At ÆON, we work in partnership with the local community to promote environmental

conservation activities.
We endeavour to bring about clean streets with lush greenery, and support a recycling society by
reusing resources and reducing the amount of garbage we produce to as great an extent as possible.
Our objective is to be the leading corporation working beyond local and national borders, showing the
world how to preserve our beautiful planet, Earth.
At ÆON, we actively support volunteer activities together with the citizens of local
communities.
We actively support welfare and other volunteer activities, working together with others in the local
community who share the ÆON philosophy. We believe that both locally and internationally, contact
and interaction with others is an important, worthwhile activity.
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At ÆON, we respect the culture and traditions of local communities, offering support
whenever and wherever we can.
We respect the oral traditions and culture handed down over generations in individual local
communities. We support local efforts to discover and preserve these valuable cultural links with the
past.
ÆON and Its Business Partners.

ÆON respects innovative business partners who held the Company to achieve its objective of
“Customer Satisfaction.” We strive to work as equals with our business partners, dealing fairly and
working for our mutual prosperity.
“The term “business partner” refers to all of the partners with whom we conduct business, including
those who provide retail products, facilities services, and our retail tenants.
At ÆON, we cooperate with our business partners, all of whom are important to us, moving
forward together to develop innovative business models that will open the gate to the next
era.
We cultivate strong relationships with our partners, together pursuing innovative business practices,
better products, better services, and our mutual success.
At ÆON, we clearly document agreements with business partners, and strictly follow the
content of such agreements.
We maintain equality with our business partners, connected through formal agreements. Both parties
strictly adhere to all agreed-upon contract provisions.
At ÆON, we respect business partners whose top priority is safety and customer peace of
mind/assurance.
We and all of our business partners share the common goal of “Customer Satisfaction.” If the smallest
doubt exists regarding the safety or trust of a product or service, we work with our business partners
to promptly ascertain the nature of the concern and resolve the issue.
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At ÆON, we require our business partners to comply with both the agreement and spirit
of international standards and to practice them fully.
ÆON complies with and respects all generally recognized international standards, including those
related to ISO, labour, environmental conservation, and quality management. We also require our
business partners to strictly observe the same standards.
At ÆON, we do not tolerate the acceptance of gifts, money, or special favours from our business
partners.
We select business partners based on their ability to offer better products and services at fair prices.
Individuals do not accept any gifts, money, or special treatment from a business partner designed to
secure our business in any situations. All efforts must go toward benefits to the customers.
ÆON and Its Shareholders.

ÆON strives to conduct innovative and sound management practices that result in high returns for its
shareholders.
At ÆON, we maintain close dialogues with our shareholders, so that we can resolve their concerns
about managerial issue.
We believe that our shareholders are managerial partners. We respect the resolutions adopted at the
annual shareholders’ meeting, as well as each individual shareholder’s opinion, and we incorporate
them in our daily management activities in our efforts towards “Customer Satisfaction.”
At ÆON, our goal is to achieve sound growth and high shareholder return through innovative
business practices focused on the “Customer Satisfaction” philosophy.
We believe that focusing on “Customer Satisfaction” leads to sound growth, which in turn leads to
high returns for our shareholders. “Customer Satisfaction” drives us to find new innovative ways to
serve our customers.
At ÆON, we keep fair and accurate accounting records, disclosing management results without
false manipulation.
We retain independent auditors to verify the accuracy of our financial statements and other
accounting record. We report the results of our business to our shareholders without false
manipulation, maintaining a high standard of corporate transparency.
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AEON CO. (M) BHD.
At ÆON, we comply strictly with all rules regulating the buying and selling of marketable
securities.
We maintain a high degree of transparency in all of our securities transactions, taking great care to
avoid even the appearance of impropriety.
At ÆON, we disclose information promptly and accurately, and respond to events in a forthright
manner.
We pledge that if we are ever involved in the accident or unfortunate incident, we will immediately
disclose this information to the public, and we will take appropriate action without regard to where
the responsibility may lies.
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AEON CO. (M) BHD.
TOGETHER WITH ÆON PEOPLE
You are ÆON.

Our ÆON has been built by ÆON people through their tireless and innovative efforts. The future
history of ÆON will also be written by ÆON people. Let us use the “ÆON Code of Conduct” to guide
our ideas and actions as we all participate in building new “ÆON Culture.”
The ÆON Culture is represented by an outlook that is “ÆON like.” It is shared by our customers, the
community, our business partners, our shareholders, and ÆON people. It begins by sincerely and
faithfully doing “everything for our customers.” As we hold to this course we create a culture for
ÆON. And the trust born of this effort is manifested in the ÆON brand (goodwill).
You are ÆON.

When you deal with our business partners, you demonstrate to them through your sincere attitude
and actions the “ÆON like” spirit–something that cannot be imitated by other companies. This spirit
should guide the attitude you project as you meet with other members of the community.
When you are assisting your customers, and when you spend time with your co-workers, your actions-
even those that seem casual and inconspicuous-will accumulate to build the ÆON culture.
You yourself are ÆON, and your actions are ÆON’s actions.
Advancing together with ÆON people.
Now begins a new chapter in the history of ÆON.
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ÆON PEOPLE ARE IRREPLACEABLE ASSETS
To achieve “Customer Satisfaction” we must establish a workplace that fosters close interpersonal
relationships and meaningful work. If our people feel unfulfilled, we will not be able to create a
business that satisfies ÆON customers. Creating a meaningful workplace is the responsibility of each
one of us.
ÆON people are irreplaceable assets.

ÆON people are the most important assets we have at ÆON. The ÆON people comprise the factor
that creates value for ÆON, and when each individual contributes his or her talents, our business
prospers and ÆON people feel fulfilled. Our creativity and inquisitive spirit are the driving forces
behind innovation at ÆON.
To accomplish “Customer Satisfaction” we must reflect in our business practices the opinions and
ideas of each individual. ÆON expects the participation of all ÆON people. Because we expect this
from you, we provide challenging opportunities for anyone with the will and desire to improve. At the
same time, ÆON people will be objectively evaluated based on their performance, and compensated
fairly.
ÆON respects human rights, and will not discriminate against anyone based on nationality, race,
gender, age, educational background, religion, sexual orientation, physical challenged, or anything
else not related to desire, hard work and talent. ÆON people respect and listen to their co-workers.
Our goal is to be recognised as the friendliest, people-oriented company to work for in the world.
We will continue to work together toward a “future of limitless promise.”
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ÆON CODE OF CONDUCT HOTLINE
Our ÆON Malaysia has been built by ÆON People through their tireless and innovative efforts all
these years. It grows year by year and the pace will continue to accelerate rapidly in the future. We
aspire to build ÆON Malaysia as a model and driving factor of growth for ÆON Group including ASEAN
and to be the Malaysia’s No. 1 Retailer of Choice
We all need to continue to purify our mindset and actions to keep up with the changes of the multi-
cultural heritages, beliefs, values and lifestyles in our society. The future history of ÆON will also be
written by ÆON People. ÆON Code of Conduct was established to provide more clarity for the ÆON
of the future. Let us use the “ÆON Code of Conduct” to guide our ideas and actions as we all
participate in building a new “ÆON Culture”.
It is said that the laws are just the minimal ethics. The ÆON Code of Conduct first calls upon ÆON
People to abide by the laws. But, simply abiding the laws is insufficient. The ÆON Code of Conduct
requires us to set eyes at a higher standard for self-discipline and act accordingly. If you see or find
about any act of non-compliance of the Code of Conduct, the Company rules and regulations or the
laws at your workplace, please report such an act to the ÆON Code of Conduct Hotline.
By doing so and getting the issue resolved at an early stage, we can reaffirm that the Company is
righteous and can take proper course of actions. This will also contribute towards creating a
comfortable working environment, fostering close interpersonal relationships and meaningful work.
Creating a meaningful workplace is the responsibility of each one of us.
For ÆON People, strictly abiding by the ÆON Code of Conduct. ÆON Code of Conduct is the key to
maintain our Success. We sincerely call upon each of you to abide by the ÆON Code of Conduct.
ÆON Code of Conduct Hotline is an avenue for any individual to report acts of non-compliance with
the Code of Conduct, the Company regulations or the laws occurring within the Company which
cannot be resolved within the workplace.
This will enable factual investigations and management of the incident to be undertaken, and
improvement or preventive measures to be applied. In this way, the Company’s ability to self-manage
can be maintained.
Let’s work together to keep these rules and values.
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COC Hotline website is applicable for twenty four hours and it is accessible via below link:
URL: https://aeon-ethics.secure.force.com/
User ID: S9967
Password: aeon
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AEON CO. (M) BHD.
PART II – EMPLOYMENT TERMS & CONDITIONS
1. PROBATION AND CONFIRMATION

Permanent Employment:
1.1 Employees who are engaged on a permanent basis shall undergo a probation period of three
(3) months or six (6) months, depending on their job grade, from the date of appointment, as
follows:
a. Grade G – J : 3 months
b. Grade M and above : 6 months
Periodical reviews will be carried out to assess the employee’s performance during the
probation period. At the end of the probation period, the immediate superior shall conduct a
final probationer’s performance review and confirmation shall depend upon the results of the
appraisal.
1.2 In the event the performance has not reach to the Company’s expectation, the probationary
period may be extended for another 3 months, at the discretion of the Company, if deemed
necessary and such extension shall be notified in writing.
1.3 In the event the employee fails to recover the performance as advised during periodical
reviews, the Company has the sole discretion not to extend the probation and reserves the
right to terminate the non-confirmation employment by giving one month notice.
1.4 Upon completion of the probationary period and having satisfied the Company in general and
specific requirements, the employee shall be confirmed in writing.
Contract Employment:
1.5 Employees who are engaged on a contract basis (applicable for grade J1 (MT), J3 & above)
shall undergo a probation period of three (3) months or six (6) months, depending on their
grade, from the date of appointment. If there is no improvement made by the employee,
Company shall have the right to terminate an employee on non-confirmation of appointment
by giving a notice (early end contract) or to end the employment based on contract.
1.6 All newly hired employees may have to undergo a medical check-up by one of the Company’s
Panel Doctors, if required.
1.7 It is NOT a practice by the Company to grant salary increment to an employee upon
confirmation. However, the employee is entitled to annual increment as stated in Clause 13.
1.8 The Offer Letter issued will be deemed as a primary document in the event there is any
discrepancies of the details in comparison to the Employee Handbook.
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2. RESIGNATION AND TERMINATION OF EMPLOYMENT

2.1 Resignation
2.1.1 During the probationary period or initial three (3) or six (6) months service, the employee or
the Company shall be at liberty to terminate the contract of employment by giving either party
notice period as per below table:
Employee Grade Notice Period
Grade G1 – J1 1 week
Grade J1 (MT only), J2 and above 1 month
Grade G1 Contract 1 week (First Contract) /

1 month (Renewed Contract)
Grade G Part Time 1 week
2.1.2 Upon confirmation, the employee or Company shall be at liberty to terminate the contract
of employment by giving either party notice period as per below table:
Employee Grade Notice Period
Grade G1 – J1 1 month
Grade J2 - S3 2 months
Grade S4 3 months
Grade J3 Pharmacist (Full Time) 3 months
Grade J3 Pharmacist (Locum / Contract) 1 month
Grade G Part Time 1 week
2.1.3 Prior to leaving, the employee is required to update his/her work and ensure that proper
handover of jobs are done. If any Party failed to serve and give the other Party the notice
period as stated in table 2.1.1 (Employee on Probation) and 2.1.2 (Confirmed Employee), the
failing Party shall pay an amount of salary-in-lieu to the other Party.
2.1.4 All items, documents, keys, ID card, printer card, COC Card, Medical Card, uniforms, self-inking
rubber stamp (corporate and / or personal), business cards, laptop, key and other properties
of the Company (if any) must be returned to the Company when the employee ceases the
employment of the Company. All items inclusive of Handing & Taking Over Form and Exit
Interview Form should be returned on the last working day (Physically working exclude leave
clearance period).
2.1.5 The resignees should return all Company properties before the last salary pay out.
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2.1.6 The ID deposit shall be refunded when all the properties of the Company have been returned
once the employment with the Company is terminated.
2.1.7 Probationary employees with earned Annual Leave are required to clear all leaves before
leaving the Company. If any, otherwise, it shall be deemed that the employee has foregone
the entitlement to leaves. Any exception to the above will require respective ALC approval.
2.2 Termination of Employment
2.2.1 The Company may at its discretion apply the principles of a Disciplinary/Domestic Inquiry in
accordance with prescribed labour laws for any termination or dismissal.
2.2.2 Any misconduct in violation of the Company’s rules and regulations after due inquiry, may
lead to suspension without pay, demotion or dismissal.
2.2.3 In case of dismissal due to misconduct, employee shall be dismissed without any notice or pay
in-lieu notice.
2.2.4 The Company shall have the right to terminate the employment immediately without
compensation or notice if:
a. The employee continuously absent from work for more than two (2) consecutive
working days without prior leave from the Company unless he/she has a reasonable
excuse and has informed or attempted to inform the Company of such excuse prior
to or at the earliest opportunity during such absence.
b. The employee has been found to provide false information pertaining to his/her
application for employment/position with the Company.
c. The employee fails to comply with rules, regulations or guidelines of the Company.
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3. PERFORMANCE EVALUATION
3.1 Performance Evaluation is a key process of Human Resources Management that provides
basis for developing individual and business performance.
3.2 The Company shall evaluate employees’ performance regularly and systematically to provide
feedback to the employees in order to promote development and to provide a basis for merit
increments.
3.3 The introduction of Objectives and Key Results (OKRs) is a goal-setting framework for defining
and tracking objectives and the outcomes.
OKRs methodology is driven by outcomes and these outcomes are being used instead of a task
as a driver. OKRs also encourage accountability in every step of achieving success through
metric indicators (Outcome-based success).
3.4 Performance Evaluation Roadmap
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3.5 Element of Performance Evaluation
3.5.1 Element of Objectives and Key Results (OKRs), People Development and Leadership
Competency is subject to change based on company strategy annually.
Note:
Senior Managerial Level – Senior Manager & above
Executive Level – Executive & Manager
General Employees Level – General Employees
3.6 Performance Evaluation shall be conducted throughout the year from January to December
of the year and performance reviews are strongly encouraged to be conducted by respective
superior on periodically basis as below:
• Monthly Review
• Quarterly Review
• Mid-Year Review
• Year-End Review
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AEON CO. (M) BHD.
3.7 Performance Evaluation exercise is required for all new joiners, joined before 1st October of
the year.
Required Not Required

Full time Local Part time
New Joiner from Q4, 1st October
New Joiner before Q4, 1st October
onwards
Contract (Executive) Contract (General Employees)
Expatriate (Permanent) Outsource Contract Worker
Japanese (Permanent) Casual Worker
Transfer Company Foreign Worker
3.8 Performance Management Policy and user guide is available in HRMS i-Net. Employee can
retrieve the information at anytime, anywhere.
The Company encourage superior to refresh the Performance Evaluation know-how to ensure
they are well equipped with the necessary skills to manage the performance of their
subordinates.
Employee are advice to understand the process before submitting their OKR to their superior.
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AEON CO. (M) BHD.
4. PROMOTION, PROGRESSION, AND APPOINTMENT

4.1 It is the Company’s policy that when vacancies occur, the Company may consider the internal
promotion of suitable employees from lower grades to occupy the higher grades, including
the executive positions. Vacancies arising from resignations and new position arising due to
expansion of a particular department or division may be posted/ communicated. However,
the Company reserves the right to recruit candidates from outside sources when it is deemed
necessary.
4.2 For the employees with Grade G, the Company shall at its sole discretion to progress qualified
and capable employees from one grade to another higher grade so as to retain the talents and
encourage high potential performers.
4.3 Eligibility for promotion, progression, and appointment:
Criteria / Requirement Eligible Not

Eligible
Nature of Permanent / Full Time √
employment Contract / Part Time √
Secondment Employee √
While undergoing development program: Eg. Japan After During
complete program
Trainee, Management Trainee, Retail Trainee, etc.
Performance Min. 1 year of working experience in the same job √
vs Potential Completed 1 performance evaluation cycle (PMS) √
Newly promoted, ie. less than 1 year in the job √
Performance Rating 3 <3
Talent / People Review Rating (manager or above)  B1 < B1
Misconduct Proven guilty during domestic inquiry √
or Received 1 or more warning letters in a year √
Absenteeism Absent from work without notice for 1 or more days √
Late-in more than 6 times in a year √
Medical Leave more than 6 days in a year √
Others Confirmed employee by 31st Dec of previous year √
Tendered resignation √
Prolong illness, ie. worked less than 9 months in a year √
4.4 The Company at its discretion reserves the right to progress or promote qualified employees
as the management deems fit to fill in the vacant position based on business requirement.
Any exception to be above policy shall be approved by CHRO or/and MD.
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AEON CO. (M) BHD.
5. TRANSFER / RELOCATION
5.1 Job rotation, through transfer / relocation, allows an employee to broaden their knowledge,
skills, and experiences, and be better prepared for future career growth. This may include:
1. Company Restructuring
2. Promotion & Progression
3. Cashier Alignment
4. Security Alignment
5. Skill Assessment
6. New Project / Initiative
7. Development Programmes (educational, trainee, scholarship, etc)
8. Vacant Position
9. Secondment (contract)
10. Business Closure (as and when)
11. Conflict of Interest, eg couples / family members within same department, health issues,
or other circumstances that warrant a transfer or relocation.
5.2 In line with the Company’s expansion, an employee shall be subjected to transfer and
relocation. The Company at its discretion reserves the right to transfer or relocate an
employee to any of its division, departments, branches, stores, malls, any subsidiary company,
associate or related Company within the ÆON Group of Companies in accordance to business
needs.
5.3 A change in job title, reporting structure, responsibilities or any other modification to a
current position, is not considered a transfer.
5.4 Salary & Allowance Changes:
1. For non-skill employee, salary / allowance may be revised if the transfer is part of
promotion or demotion.
2. For skill employee, skill allowance will be released if transferred to a non-skill department.
5.5 Location Changes: Yes, if employee participates in Internal Mobility Scheme (IMS).
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AEON CO. (M) BHD.
5.6 Eligibility for transfer / relocation:
Criteria / Requirement Eligible Not

Eligible
Nature of Permanent / Full Time √
employment Contract / Part Time √
Secondment Employee √
Skill employee √
While undergoing development program: Eg. Japan After During
complete program
Trainee, Management Trainee, Retail Trainee, etc.
Performance Min. 6 months of working experience in the same job √
vs Potential
Misconduct Proven guilty during domestic inquiry √
or Received 1 or more warning letters in a year √
Absenteeism Absent from work without notice for 1 or more days √
Late-in more than 6 times in a year √
Medical Leave more than 6 days in a year √
Others Tendered resignation √
Prolong illness, ie. worked less than 9 months in a year √
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AEON CO. (M) BHD.
6. HOURS OF WORK
6.1 All employees based in Home Ground (HG) shall work 5 days a week from Monday to Friday
and off on Saturday and Sunday:
DAY WORKING HOURS
Saturday Off Day (OD)
Sunday Rest Day (RD)
6.1.1 HG practise 4 Flexi Entry Time, as follow:

Day Shift Code Shift Description
Mon – Fri 103 07:30 - 16:30
Mon – Fri 105 08:00 - 17:00
Mon – Fri 106 08:30 - 17:30
Mon – Fri 107 09:00 - 18:00
6.1.2 Half Day for 4 Flexi Entry Time, as follow:

Shift Shift 1st Half day Leave 2nd Half day Leave
Day
code description From To From To
Mon – Fri 103 07:30 - 16:30 07:30 11:30 12:30 16:30
Mon – Fri 105 08:00 - 17:00 08:00 12:00 13:00 17:00
Mon – Fri 106 08:30 - 17:30 08:30 12:30 13:30 17:30
Mon – Fri 107 09:00 - 18:00 09:00 13:00 14:00 18:00
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6.1.3 Terms & Conditions:
a. Applicable for HG employees only.

b. HG employees (HG based) may select any of the above Flexi Entry Time subject to the
approval of superior.
c. Change of Entry Time for any individual employees shall be made on a quarterly basis.
d. Employee is not allowed to change shift hour if involved with late in. Disciplinary action
will be taken if the actual shift hour is different with opted schedule.
6.2 Operations employees based in GMS / Mall / MaxValu / Shop / ÆON Food Process Centre
(hereinafter referred to as Operational Employee) are required to work minimum 48 hours
per week. The operations or working hours may vary according to the individual GMS / Mall /
MaxValu / Shop / ÆON Food Process Centre operation hours.
6.3 All employees are entitled to one (1) hour Lunch / Dinner break, which shall vary depending
on operational needs.
For HG employees the one-hour lunch break time should be within 12:00 pm – 2:00pm. Any
variance shall subject to Superior’s approval.
6.4 It is MANDATORY for Operational employees (Grade G1 – J1) to clock in and out during break
time.
6.5 The Company reserves the right to change the hours of work from time to time when deem
necessary.
7. REST DAY AND OFF DAY

7.1 The Operational Employee is entitled to one (1) day Rest Day which shall be determined by
the Company. Accumulation of the rest day is Prohibited, rest day must be cleared within the
same week.
7.2 The Company reserves the right to change the employee’s weekly Rest Day subject to the
business requirement.
7.3 Employees will be entitled for 52 Permanent Rest Day per year which is equivalent to
4 / 5 days per month. For HG employees, Rest Day will be determined based on the number
of Sundays per month.
7.4 The Operational Employee of Grade J1 and above (without overtime claim – salary below
RM2,000 for West Malaysia and RM2,500 for East Malaysia) shall entitle to two (2) Off Day
per month.
7.5 Newly joined Operational Employee must work for at least 1 week in order to eligible for the
first Off Day.
7.6 Operations employees will be entitled for 26 Off Day per year.
7.7 Off Day must be cleared within the same month or within 30 days.
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7.8 Rest Day and Off Day are NOT allowed to bring forward to the following year.
7.9 Any employees from HG who work on Saturday must get an for approval at least one (1) day
in advance and should be approved by the respective superior in the HRMS i-Net.
8. WEEKEND OFF DAY (Applicable for Operational Employee only)

8.1 The entitlement of operational employees to off duty on weekend shall be as follow:
JOB GRADE WEEKEND OFF DAY (PER MONTH)
Grade G1, G2, G3 and J1
West Malaysia: Earning RM 2,000 & below 1 Day
East Malaysia: Earning RM 2,500 & below
Grade J1 and above
West Malaysia: Earning above RM 2,000 2 Days
East Malaysia: Earning above RM 2,500
8.2 For Operational Employee, in the event a Public Holiday falls on weekday and the employee
is on scheduled Rest Day, it will be considered as one weekend off day.
9. TERMS AND CONDITIONS OF EMPLOYMENT (WORKING AT 2 PLACES)

9.1 Employee shall not be allowed to:
a. Hold any positions or company shares in other companies or own a business or being Part
Timer for another company.
b. Hold two (2) contracts of service at the same time.
c. Being Director or owner of another company during the contract of service period with the
Company.
UNLESS the Employee has declared the said interest, employment, business and/or
directorship to the Company before or during the employment with the Company.
d. Any Board appointment, with the exception for Charity Organisation, Non-Government
Organisation or Not for Profit Organisation require CHRO and/or MD approval. Employees are
reminded not to be associated or affiliated with any Political representation.
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AEON CO. (M) BHD.
PART III – SALARY ADMINISTRATION
10. WAGE PERIOD AND PAYMENT OF WAGES

10.1 Wage period for the Company is from the 21st day of the preceding month to the 20th day of
the current month. Our pay day is by 27th each month.
10.2 All employees shall be required to maintain an account with the Company’s designated bank
and no cheque will be issued if employees fail to open the account.
10.3 Payment of wages shall be made to the employees’ bank accounts via direct bank transfer
with the Company’s designated bank.
10.4 Monthly pay-slip summarising all the income and deductions will be released to the
employees after the salary is banked into employees’ account.
10.5 Newly joined employee shall provide his / her bank account details upon joining the Company.
The Company will not be responsible for any delay of salary payment due to the late
submission of bank account details by employee.
10.6 Any deceased employee, last salary will be credited into their account instead of issuing the
cheque under their next of kin’s name to avoid any hassle with employee families.
10.7 Employee with account blocked by Maybank, HR will accept account from other appointed
banks (own personal account only).
11. EPF, SOCSO, EIS AND INCOME TAX

11.1 Statutory deductions for Contributions due from the employee as per the EPF Act 1991,
SOCSO Act 1969, Employment Insurance System (EIS) Act 2017, and Income Tax Act and/or
other laws gazetted in accordance with the law of Malaysia shall be made from the employee’s
wages in accordance with the prevailing statutory rates.
11.2 The share of EPF statutory contriburation rate as below (subject to statutory changes) :
Description Employer’s Share Employee’s Share
Employees aged up to 60 with monthly wage 13.0% 11.0%
of RM5,000 and below
Employees aged up to 60 with monthly wage 12.0% 11.0%

more than RM5,000
Employees aged up to 60 until 65 4.0% 0%
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AEON CO. (M) BHD.
11.3 The rates of contribution for the EIS as stipulated under section 18, Second Schedule of the
Act as below:
• 0.2% of employer's share

• 0.2% of employee's share from employee's monthly salary
12. ANNUAL INCREMENT

12.1 Annual increment will be granted to employee subject to the performance, competency level
and attitude of the respective employee after taking into consideration the Company’s
achievement.
12.2 Eligibility
a. Must be working for at least six (6) months; AND

b. Must be confirmed by 30th June of particular year; AND
c. Must still be in service at the time of payment; AND
d. Permanent employees only. (Not applicable for contractual employees or probationers).
e. Employee may have tendered resignation but during their notice period, they are still
officially attached with the Company (using their paid leave to off-set their notice period)
shall not be eligible for annual increment.
f. Employees who is found guilty from the DI shall not be eligible for annual increment.
g. The Company reserves the right to withhold, defer or stop any payment of increment.
13. PROFIT SHARING BONUS

13.1 The Compensation Review process is a key process for the Company to motivate and reward
our employees based on their performance and contributions. The following principles shall
apply when we make our reward decisions:
a) Company performance (based on achievement of Operating Profits against Budgeted and
other. Key Performance Indicators, as determined by the Management);
b) The underlying reward decision is based on Performance Management Process. Our
Performance management process emphasizes on objective KPIs (to measure outcomes and
achievements) as well as expected behaviours and competencies, including the performance
calibration process that finalise the employee’s performance rating. All these processes drive
towards a fair and consistent “pay for performance’ principle across business and functions
internally;
c) We aim to pay fairly in line with the market and industry we operate in (through market
survey benchmarking whenever possible) for employees meeting the expected performance
and competency level; and
d) Other factors might be considered such as inflation, industry practice and government
requirements, etc. Notwithstanding, the foregoing the Company reserves the right as to
whether to grant the performance bonus or salary increase and the primary factor will be
based on Company’s financial performance
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AEON CO. (M) BHD.
13.2 The objective of Performance Bonus (PB) is to encourage all employees to work together in
achieving Company’s goals and objectives and to provide incentives to employees of their
efforts and contribution towards the profitability of the Company for that particular year.
13.3 There are 2 portions to the PB, namely PSB (A) and PB (Performance Bonus). The calculation
on both portions are as follows:
13.3.1 PSB (A) - this is a bonus based on half month’s salary (0.5) and is to be paid on 15th October.
Categories of Eligibility PSB (A):
Applicable for all full time permanent and retiree employee (Grade G – S) only.
Category 1:
a. Must join the Company on or Rejoin (as permanent) before 1st November of the preceding
year; and
b. Must be confirmed by 30th September of the particular year; and
c. Must be still in service at the time of payment (15th October); and
d. Computation is full and is based on employee’s last drawn salary (0.5 month)
Category 2:
a. Must join on or Rejoin (as permanent) Company between 2nd November and 1st March of
the particular year; and
b. Must be confirmed by 30th September of the particular year; and
c. Must be working for at least six (6) months; and
d. Must be still in service at the time of payment (15th October); and
e. Computation is pro-rata and is based on employee’s last drawn salary (0.5 month).
13.3.2 Performance Bonus (PB) - this is the balance after subtracting PSB (A) half month’s salary (0.5)
and the Company’s contribution to EPF for PSB (A) and PB. Payment shall be made on
15th April.
Categories of Eligibility Performance Bonus (PB):
Applicable for all Full Time permanent and retiree employee who has a permanent contract with the
Company (Grade G – S) only.
Eligibility
a. Only permanent and confirmed on or before 1st January employees are eligible for
performance bonus, which also depending on the other terms and conditions set forth
in this policy.
b. Retail Operations (AEON GMS, Maxvalu, Wellness and Daiso) employees under the Retail
Incentive Plans (during trial period) also eligible for performance bonus for year 2020.
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c. Employee’s eligibility will be based on performance rating. Any Unrated employees

(involved with IR cases, contract employees and unconfirmed employees) will not be
eligible for Performance Bonus.
d. Minimum working days in 2020: 156 days (excluding OD, RD, AL, PHL, NPL, MC,
Hospitalization, Prolong Illness etc.).
13.4.1 Conditions on the eligibility for the Annual Increment and Profit Sharing Bonus (PSB):
a. The employee must still be physically working in the Company on the date when a
payment is made; and
b. The employee may have tendered resignation but during the notice period they are still
officially attached with the Company (using their paid leaves to off-set their notice period)
SHALL NOT be entitled to Annual Increment or Profit Sharing Bonus (PSB); and
c. The distribution of Annual Increment and Profit Sharing Bonus (PSB) shall not be
applicable to contractual employees and probationers except retiree; and
d. Employee’s eligibility will be based on performance rating. Any Unrated employees
(involved with IR cases, contract employees and unconfirmed employees) will not be
eligible for Performance Bonus or Annual Increment or Profit Sharing Bonus (PSB); and
e. Minimum working days in 2020: 156 days (excluding OD, RD, AL, PHL, NPL, MC,
Hospitalization, Prolong Illness etc.).
(Note: Calculation 156 days (Min day per month is 13 days x 12 months). Benchmark 13 days: In a month
employee works average 26 days (exclude RD), to make them eligible forthis bonus, minimum working day is
one-half than 26 days which is 13 days).
f. The Company at its discretion reserves the right to withhold, defer or stop any payment
of Annual Increment or Profit Sharing Bonus.
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AEON CO. (M) BHD.
14. OVERTIME AND MEAL ALLOWANCE

14.1 Full time employees earning less or equal to RM 2,000 (West Malaysia) and earning less or
equal to RM 2,500 (Sarawak) is eligible to claim overtime.
14.2 Skill employees such as Trainee Baker, Baker, Assistance Chief Baker and Chief Baker who
attach to the Bakery Department; Technician, Wireman, Electrician and Chargeman who
attach to the Facility Management Department are eligible to claim overtime irrespective to
the employees’ earning.
14.3 ÆON Food Process Centre (AFPC) skill employees who attach to Delica, Sushi, Seafood and
Meat production line are eligible to claim overtime at the flat rate of RM14/hour for
employees who earn above RM 2,000.
14.4 Overtime is to be done only with prior permission by the authorised Superior and the
Company shall pay the overtime work that is performed in excess of the employee’s daily
normal working hours.
14.5 An employee is permitted to work up to a limit of 104 hours of overtime in any one month.
This excludes overtime work on Rest Days or any gazetted Public Holiday.
14.6 Overtime must be claimed only on actual ‘hours of work’. ‘Hours of work’ means the number
of hours during which the employee is at work, excluding meal breaks.
14.7 Condition of Overtime Work as follows:

Description 3 hours & above Less than 3 hours
30 Minutes Meal Deduct from the Overtime

Nil
Break Work
Meal Allowance Entitled Not Entitled
Swipe Attendance
a) General
Employees 6 Swipe Data Record 4 Swipe Data Record
b) Executive (skill 4 Swipe Data Record 2 Swipe Data Record
employees)
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AEON CO. (M) BHD.
14.8 Overtime will be paid according to table below:

Excess of
Normal Working Hours Normal
Type of Working Day
(8 Hours) Working Hours
(8 Hours)
Normal Working Day - X 1.5 rate
< half day normal hour of work
X 0.5 rate
Work on Rest Day X 2.0 rate
> half day normal hour of work
X 1.0 rate
Work on Public Holiday (5
X 2.0 rate X 3.0 rate
gazetted)
Work on 12 Public Holidays Nil X 1.5 rate
14.9 Work on a rest day shall be paid as follows:
i. work on a rest day that does not exceed half of his normal hours of work (i.e. does not
exceed 4 hours as the normal hours of work of the Company is 8 hours per day), wages
equivalent to half the ordinary rate of pay for work done on that day; or
ii. Which is more than half but does not exceed his normal hours of work, one day’s wages
at ordinary rate of pay for work done on that day.
14.10 Work on a public holiday shall be paid as follow:
For the five (5) gazette public holidays (National Day, Birthday of the Yang di-Pertuan Agong,
Birthday of the Ruler or the Yang di-Pertua Negeri or Federal Territory Day, Workers’ Day and
Malaysia Day), the Employees which under Employment Act 1955 and Sarawak Ordinance
1952 are entitled for two (2) days’ wages at the ordinary rate of pay.
The balance of twelve (12) days, to be replaced to another days (based on 10 Options) and
the employees shall select the replacement holidays stated on the option announced by the
Company.
However, employees may be required to work on any of the public holidays depending on
business needs.
14.11 Meal Allowance of RM3 shall be given if the total overtime exceeds three (3) consecutive
hours after deducting the meal break (1/2 hour).
14.12 Employee who taken Half Day leave cannot perform overtime.
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PART IV – EMPLOYMENT BENEFITS

15. TRAVELLING CLAIMS
15.1 An employee who is required by the Company to travel on official duties is eligible to claim
travelling expenses as follow:
a. Bus fare (actual fares incurred and supported by receipt).

b. Taxi fare (actual fares incurred and supported by receipt).
c. Mileage claims of RM0.60 per km for cars.
d. Mileage claims of RM0.35 per km for motorcycles.
15.2 The Company shall reimburse claims supported by receipts for any parking fees and toll
incurred by the employee during the course of work when they travel for business purposes.
15.3 Travelling claims are not applicable in the event if transportation is provided.
16. BUSINESS TRAVEL ALLOWANCE AND ACCOMMODATION

16.1 Destination distance of 70km (one way) and above from the work base in order to claim Travel
Allowance.
16.2 Official duties include off day if fall into one stretch period (subject to continuous period).
16.3 Every claim of business travel allowance must be attached with the travel itinerary which must
be approved by the authorised superior.
16.4 Employee who arrives at workplace from 12.00pm onwards shall be eligible for that day
business travel allowance.
16.5 Applicable to all full time and part time employees.
16.6 Business Travel Allowance claims shall be as follows:
Place Daily Allowance (RM)
Domestic (within Peninsular Malaysia or East Malaysia) 30
To East Malaysia (Sabah & Sarawak) / from Peninsular

60
Malaysia (vice-versa)
China, Thailand, Indonesia, Vietnam, Cambodia, Myanmar,

100
Laos, Philippines
Singapore, Brunei, New Zealand, Taiwan, Korea, Dubai 150
Japan, USA, Hong Kong, Macau, Australia 200
Europe, UK 250
Note: Employees to ensure Off-Site Duty shift plan is maintained in the system on time in
order to be eligible for Business Travel Allowance - Overseas.
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16.7 Accommodation entitlements for all employees are as below (to update the latest policy):
No. Geographical Location Entitlement
1 Domestic Not exceeding RM200 per day
2 Overseas;
2.1 South-east Asia region Not exceeding RM300 per day
2.2 Japan Not exceeding RM350 per day
2.3 Other locations To be determined on a need basis
16.8 All full-time staff shall be paid a Laundry allowance (Business Trip) as per original receipt
minimum 5 days of outstation trip and laundry expenses must be incurred within the 5 days
travel period
17. OUTSIDE TRAINING CLAIMS AND ALLOWANCES

17.1 If accommodation and meals are provided during the training, the employees are not entitled
to make any claim (outstation day and overnight allowance) from their store or to HQ Learning
and Development Department.
17.2 If only accommodations are provided, the Employees are entitled to claim for their business
travel allowance from their respective store.
17.3 If transportation to attend the training is provided or arranged by the Company, the
employees are not eligible to claim for the transportation cost if they decide to use their own
transport.
17.4 Employees under Company reward programme for overseas trips, where meals are provided
are not entitled for Business Travel Allowance claim.
18. TRANSFER / RELOCATION ALLOWANCE

18.1 An employee, who is requested by the Company to transfer to a location more than 100km
away from the store or from his original workplace, shall be entitled to the following:
a. Transfer / Relocation expenses – One (1) time ÆON Standard Movement Package Service.
(Cashless to employee to support employee moving his/her belonging to the new
accommodation)
b. Transfer / Relocation allowance – One (1) month salary will be given to the employee
through payroll to cover incidental expenses such as packing, meals, temporary
accommodation and all other expenses incidental to such transfer or relocation.
c. Applicable for any Transfer / Relocation for transfer more than 100km distance from the
current work location.
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19. IMS (Individual Motivation Scheme)

19.1 IMS is an incentive scheme that promotes mobility among employees in order to enhance
career development for the employees, and to encourage and motivate employees to take up
position at new area and to benefit the Company where it can identify “the right person for
the right job”.
19.2 The conditions of the IMS entitlement are:
a. The employees must be a full-time and confirmed employees.

b. The employees must make an annual declaration via My HR Portal (online submission via
Employee Engagement) latest by 31st December.
c. The transfer or relocation is requested by the Company.
d. Not staying at Company’s accommodation.
e. IMS Allowance is not applicable for employee with “Own Request” transfer include new
store opening or change of workplace (business closure).
f. Monthly recurring of IMS Allowance will be expiring upon reaching maximum 36 months
if employees remain station in the same location.
g. This allowance is taxable
19.3 The additional monthly IMS Allowance for eligible employees is as below:
G1 – G2 G3 – J1 J2 – J3
IMS Grouping M1 (RM) M2 (RM)
(RM) (RM) (RM)
Community 50 100 150 200 300
Regional 150 200 250 350 450
National 200 300 400 600 900
Note: National Rate means if the distance from current location to new location >= 300km.
20. LEADER HOUSING ALLOWANCE

20.1 Leader Housing Allowance Scheme (LHAS)
The Leader Housing Allowance Scheme (LHAS) is to support and encourage the movement of
the Leaders to new duty station in accordance with the company needs. This LHAS is paid in
addition to the Individual Motivation Scheme (IMS), to assist eligible Leaders to cover the costs
associated with a transfer.
20.2 Eligibility
a. Store Manager, Mall Manager and Factory Manager based in Store / Mall / AFPC, transfer
to be based in operations only.
b. Only No. 1 leader in Store / Mall / AFPC.
c. Relocation to be 70km and above from the current store.
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20.3 Terms & Conditions
a. Entitlement only for the transfer relocation for more than 70km from the employees’
current location to the new location based on the request of the Company.
b. LHAS will be withdrawn if leader is transferred back to hometown (either by self-request
or company appointment).
c. LHAS will not be applicable on Business Closure movement.
d. This allowance will be given for a period of thirty-six (36) months only from the date of
the transfer.
e. This allowance is given subject to their performance which to be evaluated and assessed
by the Company every six (6) months. Eligible Leaders who received (3) Warning letters or
involved in Domestic Inquiry regardless of the verdict shall not be entitled to this
allowance.
f. This allowance is taxable.
The Leader Housing Allowance Scheme for eligible employees is as below:
No Area Housing Zone Duty Station

Allowance
1 a. RM1,500 NR QB
Penang
CR RWG, MP, TM, MV, BT, BBK, SA & BU, CS, TE, BP,
b. Klang
BS, AU2, WM & QC
Valley
c. Johor SR TU, PJ, BI, TC, KLI & BDO
2 Others RM800 NRX BTM, TPG, SMG, IPH, IPS, KBG & FLM
SRX S2, MLK, BM & NL
ER KB
EM KCC
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21. PUBLIC HOLIDAYS

21.1 If any of the Public Holidays falls on the employee’s weekly Rest Day, employee shall be
entitled to another day off as Substitute Holiday.
21.2 Other than the FIVE (5)*** mandatory public holidays as provided under Section 60D (1) of
Employment Act 1955, the Company reserves the right to substitute any of the holidays with
another day.
21.3 Any employees who absent from work on the working day immediately preceding or
immediately succeeding a public holiday or two or more consecutive public holidays or any
day or days substituted thereafter without prior consent of his employer shall not be entitled
to any holiday pay for such holiday or consecutive holidays.
21.4 If an employee works on any FIVE (5)*** gazetted Public Holidays as provided under Section
60D (1) of Employment Act 1955, he/she shall be paid two (2) times of his ordinary rate of
pay in addition to the daily wage he/she entitled for that day.
21.5 List of Public Holidays observed by the Company:
1) New Year's Day
2) Thaipusam (except Sarawak)
3) Federal Territory Day / Birthday of Yang di-Pertuan Besar Negeri Sembilan / Birthday of
Sultan Kedah / Birthday of Sultan Perak / Birthday of Yang di-Pertua Negeri Pulau Pinang /
Birthday of Yang di-Pertua Negeri Melaka / Birthday of Sultan Selangor / Birthday of Sultan
Johor / Birthday of Sultan Kelantan / Birthday of Yang di-Pertua Sarawak***
4) Chinese New Year (2 days except Kelantan)
5) Good Friday (Sarawak only)
6) Labour Day***
7) Wesak Day
8) Gawai Dayak Festival (2 days Sarawak only)
9) Hari Raya Puasa (2 days)
10) Sarawak Independence Day (Sarawak only)
11) Hari Raya Haji (2 days for Kelantan only)
12) National Day***
13) DYMM Yang di-Pertuan Agong's Birthday***
14) Awal Muharram (except Sarawak)
15) Malaysia Day***
16) Prophet Muhammad’s Birthday (Maulidur Rasul)
17) Deepavali (except Sarawak)
18) Christmas Day
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22. MEDICAL AND HOSPITALISATION BENEFITS

22.1 Employee Outpatient Medical Benefit
The schedule of outpatient medical benefit is as follows:
Medical
G1 G2 G3 J1 J2 J3 M1 M2 S1 SE S2 S3
Benefit
Outpatient
Clinical
Service
(Self)
800 800 800 800 1,800 1,800 1,800 1,800 1,800 1,800 1,800 1,800
Coverage for
Outpatient
consultation
and treatment
As at As at As at As at As at As at As at As at
Outpatient limit limit limit limit limit limit limit limit
Special Visit - - - - (Upon (Upon (Upon (Upon (Upon (Upon (Upon (Upon
referral referral referral referral referral referral referral referral
only only only only only only only only
Dental 200 200 200 200 200 200 200 200 200 200 200 200
Health
Screening - - - - - 300 300 600 600 600 600 600
(Self)
Outpatient
- - - - - 1,000 1,000 1,000 1,000 1,000 1,000 1,000
(Family)
22.1.1 Outpatient Clinical Services is available to full time employees of the Company. Employees at
Job Grade J3 and above and their dependants are covered under the outpatient treatment
benefit (Dependents amount given is for per family not individually).
• The Company will only cover the medical benefit up to the limit stated in the chart.
The excess amount shall be paid by employees.
• All employee shall go to any of the Company’s appointed panel as per listing in the
medical apps.
• All non-panel visitation due to emergency, need to submit the claims via the apps
once the employee received the treatment.
22.1.2 Outpatient Specialist Visit is only available for Job Grade J2 and above as at limit, provided
with the reference or recommendation from the panel doctor.
• All non-panel visitation due to emergency, need to submit the claims via the apps
once the employee received the treatment.
22.1.3 Dental is entitled for all full-time employees of the Company. Employee shall be allowed to
seek treatment from any dentist / dental clinic of their own choice and shall not exceed the
dental benefit provided in the schedule above.
• All dental treatment will be on Pay and Claim basis, need to submit the claims via
the providers’ apps once the employee received the treatment.
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22.1.4 Health Screening is available for all Job Grade J3 and above confirmed full-time employee,
based on the entitlement stated in the chart.
• Employees are required to undergo the Health Screening only at the Company’s
panel hospitals.
• Guarantee letter must be obtained prior to the health screening process.
• Employees are allowed to make their own choice of the package but must be within
the limit provision. Any amount exceeding the provision shall be borne by the
employees.
22.1.5 Outpatient Treatment for Family will be entitled for Job Grade J3 and above. Employees
family members are required to get consultation and medical services at any of the Company’s
panel clinic only.
• The entitlement for children is covered until the age of 18 years. However, it will
include any children or child who pursue their study up to the maximum of twenty-
three (23) years of age, supported with letter (or any relevant documents) from the
academic institution on a yearly basis.
• Employees are required to declare his / her legitimate dependants / spouse (1st legal
marriage) and up to maximum 5 legitimate children’s name in the HRMS i-Net.
• Medical services are only confined to treatment needs. The Company shall not be
responsible for payment of any expenses arising from Hospitalisation.
• Please refer to Appendix 1 for the clinic and specialist visitation flow, and Appendix 2
for the non-panel & dental medical claim submission process.
22.2 Employee Insurance Benefit
22.2.1 Group Hospitalization & Surgical Insurance Plan (GHS)
Job Grade Per Disability (RM) Room & Board (RM) Dependent Coverage Hospital
G1
G2 10,000 80 No Government
G3 Only
J1
J2 12,000 150 Yes
J3 Yes
M1 15,000 180 Yes
M2 Yes
S1 Yes Government
SE 20,000 200 Yes & Private
S2 Yes
S3 25,000 250 Yes
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AEON CO. (M) BHD.
• In the event of hospitalisation, all employees who are below sixty (60) years shall
entitle to hospitalisation benefits which subject to the limit and conditions under the
plan applicable to the employee as per details below:
a. For Job Grade G1 to J1, the employee is allowed to refer to the government
hospital only. The employee is required to obtain the admission letter from the
hospital, upload the document in the apps/email it to the Company’s appointed
Third-Party Administrator (TPA), the TPA shall then issue a Guarantee Letter
(GL) prior to his/her admission.
b. For Job Grade J2 and above, the employee can be admitted to both,
government and private hospital, through the issuance of Guarantee Letter
(GL), but must follow the Company’s Tiering Hospital Listing.
c. If the cost of surgical treatment and hospital charges not provided in the plan
applicable to the employee, or in excess of the coverage for such treatment, the
employee is responsible for such expenses.
d. For Job Grade J2 and above, dependent shall be entitled the hospitalization
benefits, same amount as the employee, and is allowed to refer to both
government and private hospital subject to the limit and conditions under the
plan applicable to the employee.
e. If the cost of surgical treatment and hospital charges not provided in the plan
applicable to the dependent, or in excess of the coverage for such treatment,
the employee/ dependent is responsible for such expenses.
• Please refer to Appendix 3 for the Company’s Tiering Hospital Listing, and Appendix 4
for admission and discharge flow.
• The company shall not be responsible for payment of any expenses arising from:
a. Cost for spectacles, contact lenses and other visual aid.
b. Surgical appliances/implant.
c. Check-up/treatment in respect of pregnancy, confinement, abortion or
miscarriage (including any form of birth control requirements/measures).
d. Cost of injury, illness or disease arising out of misconduct attempted suicide,
carelessness, drunkenness, wilful negligence of duty, performance of unlawful
act, provoked assault, breach of peace, immoral acts or exposure to any
unjustifiable hazard except when endeavouring to save human life.
e. Treatment of congenital abnormalities.
f. Any treatments arise from unlawful use of drugs, addiction or alcoholism.
g. Any expenses in respect of illness or accident arising out of employments which
constitute a valid claim under the terms of the Workmen’s Compensation
Ordinance or the Employee’s Social Security Act or Personal Accident Insurance.
h. Cosmetic surgery for beautification purpose or plastic surgery on existing
condition.
i. Any immunisation, vaccination or supplement, expenses of add-on services of
non-medical nature such as provision of television, telephones, newspaper,
magazines, radios and routine medical or physical examination, health check-up,
investigating procedures, medications not incidental to treatment or diagnosis of
a covered illness, or any treatment which is not medically necessary including any
preventive treatments and preventive medicines will not be covered unless
authorised by the Company.
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23. EMPLOYEE INSURANCE

23.1 Group Term Life Insurance Plan (GTL)
Job Grade Employee Coverage Only (RM)

G1 20,000
G2
G3
J1
J2 30,000
J3 150,000 Any cause of death except
M1 commit suicide, HIV and any
M2 related cause that include in
S1 the exclusion list
SE 300,000
S2
S3
• The Company extends the Group Term Life Insurance Plan to all employees. This plan
is non-contributory and the premium cost is borne by the Company. The quantum of
the entitlement is subject to the limit and conditions under the plan applicable to the
employee.
• The GTL covers death due to natural causes, Total Permanent Disability (TPD) due to
natural causes and partial permanent disablement (PPD) due to natural causes.
23.2 Group Personal Accident Insurance Plan (GPA)
Job Grade Employee Coverage Only (RM)

G1
G2
G3 50,000
J1
J2 100,000
J3 150,000 Accident Death
M1
M2 200,000
S1
SE
S2 300,000
S3
• The Company extends the Group Personal Accident Plan (GPA) to all employees upon
confirmation of his or her employment. This plan is non-contributory and the
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premium cost is borne by the Company. The quantum of the entitlement is subject to
the limit and conditions under the plan applicable to the employee.
• The payment of benefit shall be subject to the terms and conditions of the insurance
company selected to underwrite this scheme.
• The GPA is covered in the event of death or disablement arising from an accident.
24. MEDICAL BOARD OUT

24.1 If the employee is unable to perform his duties after prolong illness, the Company shall
consider medically boarding out the employee with/ without further compensation, case-to-
case basis base on the Management decision and approval.
24.2 The employee may be medically boarded out (MBO) after examination based on the
recommendation by a doctor or specialist from the Company’s panel clinic.
24.3 The relevant Head of Department together with the Industrial Relations Manager/ Senior
Manager shall consider the recommendation submit their decision to the Human Resource
General Manager for approval.
25. ANNUAL LEAVE

25.1 All permanent employees are entitled to paid Annual Leave after confirmation of service as
follows:
Below 5 years 14 days
5 years and above 18 days
25.2 Employees shall be eligible for pro-rated leave on completion of each month continuous
service with the Company.
25.3 Annual Leave application must be submitted through HRMS i-Net for approval by immediate
superior at least seven (7) days in advance.
25.4 Employees are entitled for Earned Leave (apply to probationers). The Earned Leave is
calculated based on number of completed month of service.
25.5 Leave application process for Store / Mall / Shop: Employee → Requester (Team Leader/
Supervisor) → Approval (Line Manager)
25.6 Leave application process for HG Employees: Employee → Requester (Officer/ Asst Manager)
→ Approval (Manager & above)
25.7 Employee who goes on Annual Leave without approval is considered absent from work.
25.8 Annual Leave is meant for an employee’s rest and recreation. As such it must be consumed in
the calendar year it falls due.
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25.9 System will auto extend the unutilised leave of maximum 5 days to the following year and
these leaves must be consumed latest by 30 June (1st Half) of the following year. Balance of
unutilised leave after 30 June (1st Half) will be forfeited. Carry forward leave is only applicable
for permanent employee only.
25.10 For all employees, the duration of leave during sales / festive seasons should not be more than
five (5) consecutive days (inclusive of Public Holidays and Rest Days).
25.11 Employees that are from Sabah and Sarawak who work in Peninsular Malaysia or employees
that are from Peninsular Malaysia who work in Sabah and Sarawak are not allowed to apply
more than ten (10) consecutive days of festive leave during festive season (inclusive of Public
Holidays and Rest Days).
25.12 During non-sales period, the duration of leave allowed is at the jurisdiction of Department
Heads, Store Managers, Mall Managers and / or Shop Managers.
25.13 The Company reserves the right to revoke the approved Annual Leave at any time without
assigning any reasons due to operational needs.
26. MEDICAL LEAVE / HOSPITALISATION LEAVE

26.1 Medical Leave is defined as leave which is given upon certification by the Company’s Panel
Doctor, a government Medical Officer or a registered Dental Surgeon that an employee is
medically unfit to work on any particular day. In any calendar year, an employee is entitled to
Medical Leave as follows:
CONDITION ENTITLEMENT
Work less than 2 years 14 days
Work two years but less than 5 years 18 days
Work more than 5 years and above 22 days
26.2 Employee must ensure the leave form approved by superior together with original supporting
documents and maintained in the system within 48 hours.
26.3 Where hospitalisation is necessary, the entitlement is sixty (60) days (Medical Leave +
Hospitalisation Leave) per calendar year.
26.4 An employee who absents on sick leave without certification from Panel Doctor, registered
medical practitioner, medical officer and does not attempt to inform the Company of such
leave within forty-eight (48) hours of the commencement thereof, shall be deemed to be
absent from work without permission and without reasonable excuse for the days on which
he is absent from work. For this purpose, the employee is not entitled for sick leave.
26.5 Employees with medical leave on their Rest Day shall not be entitled for any replacement Rest
Day.
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27. PROLONGED ILLNESS LEAVE

27.1 In cases where upon prognosis of a registered doctor or Government hospital authorities or
an approved medical practitioner that an employee has to go on Prolonged Illness Leave due
to illness resulting from the 36 critical Illnesses, such as heart attack, stroke, cancer, kidney
failure, brain surgery, or any other disease/ illness of prolonged nature or due to an accident
in the course of work/ going and back from work, the Company shall, at its sole discretion,
grant to the employee the Prolonged Illness Leave as below.
a. First 60 days – Full pay

b. Next 60 days – Half pay
c. Thereafter – No pay
27.2 Employee who wishes to apply Prolonged Illness Leave must submit a medical report that
certifies his/her disablement and has to go on Prolonged Illness Leave for the Company’s
Management consideration.
27.3 The Company reserves the right to medically boarding out an employee after twelve (12)
months prolonged medical leave. In the event that the employee is declared ‘Unfit for duty’
by the Company’s panel of doctors at that time.
27.4 Medical leave of prolonged illness benefit is calculated based on per disability and not per
annum.
28. OTHER LEAVE

28.1 No Pay Leave
a. In any situation that paid leave is fully utilised, employees can apply for No Pay Leave upon
approval from superior.
i. Less than 6 days (< 6 days) per year – Store / Mall / Shop / Department Head’s
approval.
ii. 6 days or more (> 6 days) per year – HQ HR Head’s approval
b. Approved No Pay Leave application letter shall be submitted to HQ HR Compensation &
Benefits for processing before commencing the leave.
c. No Pay Leave are not applicable to employees that have served resignation notice.
28.2 Public Holiday Leave (applicable for Operations employee working on shift hours).
a. Operations employees may apply to take leave on the same day on public holiday.
However, such leave is subject to the approval from superior.
28.3 Substitution Leave – applicable for employees not under the Employment Act and Sarawak
Ordinance.
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a. In the event that employees are required to work on public holiday, the employee is
entitled for a Substitution Leave provided that the employee maintain a complete
attendance (absent, no late in and no early out).
b. For HG employees, should the Public Holiday falls on Off Day, the employees must move
the Off Day to another day within 30 days.
28.3 Substitution Public Holiday (SBS) – applicable for employees under the Employment Act and
Sarawak Ordinance.
a. In the event that employees are required to work on Public Holiday (not Public Holiday 5
day Gazetted), the employee to replace to another day (based on 10 Options). If employee
is required by his superior to work on that day (follow 10 Options), we must pay 2x of
employee salary.
b. For HG employees, should the Public Holiday falls on Off Day, the employees must move
the Off Day to another day within 30 days.
28.4 Employee shall clear this Substitution Leave within ninety (90) days from the date of Public
Holiday. There shall be no further claim after the ninety (90) days validity period.
29. MARRIAGE LEAVE AND CLAIM

Employees will be entitled to marriage leave for three (3) consecutive days for first legal
marriage ONLY.
Employees will be entitled to marriage claim, to be supported the marriage certificate of the
employee:
a. All full-time Staff – RM200 to claim via HRMS i-Net
Note: Employee must ensure the official document to be submitted to HRMS i – net within 3
months from the marriage date and the claim will be credited into staff account.
Example of Claim submission and payment timeline:
Submission AutoPay
01/12 – 15/12/2021 31/12/2021
16/12 – 31/12/2021 15/01/2022
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30. MATERNITY LEAVE

30.1 Female employees irrespective of her earnings per month are eligible for paid Maternity Leave
of sixty (60) consecutive days, inclusive of Rest Day and Public Holidays provided she has
fulfilled the following:
i. There must be a confinement;

ii. The employee must have been employed by the Company for no less than ninety (90)
days during the nine (9) months preceding the confinement;
iii. The employee must not have more than five (5) surviving natural children at the time
of confinement.
30.2 Maternity Leave shall be allowed to be taken during a period of thirty days immediately
preceding confinement or after the 22nd week of pregnancy.
30.3 Application of leave should be made at least fourteen (14) days before the expected due date
and supported by a doctor’s report.
30.4 Leave due to miscarriage or pre-mature child birth (e.g. prior to the 22nd week of pregnancy)
shall not be considered as Maternity Leave but as Medical Leave.
30.5 An employee shall immediately preceding her expected confinement within four (4) months
notify her employer by completing the Maternity Leave form (Refer to Maternity Leave Form)
informing the date from which she intends to commence her Maternity Leave.
30.6 After the expiry of Maternity Leave, if the employee fails to resume work for more than two
(2) days shall be deemed to have breached her employment terms.
31. PATERNITY LEAVE

An employee shall be entitled for Paternity Leave, birth of the employee’s child for two (2)
consecutive working days, limit for five (5) surviving natural children.
32. NEW BORN CLAIM

Employees give birth to new born baby shall be entitled to RM100 for all full-time staff via
HRMS i-Net. Limit for five (5) surviving natural children. Any new born claim requires the birth
certificate of the new born baby.
months from the birth date and the claim will be credited into staff account.
Submission AutoPay
01/12 – 15/12/2021 31/12/2021
16/12 – 31/12/2021 15/01/2022
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33. COMPASSIONATE LEAVE

33.1 The Company may at its discretion, grant Paid Leave to an employee subject to a maximum
of seven (7) days per year, in any one of the following cases:
NO COMPASSIONATE LEAVE DAY(S)
1 Death of Immediate Family (spouse, parent, parent in-law,

Three (3) consecutive
brother, sister, grandparent, natural children or legally
working days
adopted children)
2 Other compassionate ground (Calamity Leave) Three (3) consecutive

working days
• Compassionate Leave shall be taken in one stretch

• Compassionate Leave shall be utilised within seven (7) days from the event date
• Maximum 3 days per occasion/time
• Deduction of Compassionate Leave will be based on working days only
33.2 In any of the above event, employee shall notify superior within 48 hours. to ensure the
approved leave form with supporting documents forwarded to HQ HR Department after
superior approved and maintain in the system within 48 hours for auditing purposes.
33.3 Valid supporting documents / evidence are to be submitted within seven (7) days from the
date of event.
33.4 Disciplinary action will be taken including the forfeiture of such Paid Leave or dismissal for
leave that have been obtained by fraud or misrepresentation of fact.
Note:
1. Death certificate must be submitted through system for verification and approval purposes.
2. Death of step-parents, step-children, step-brother, and step-sister will not be entitled for the
above.
34. BEREAVEMENT CLAIM

In times of bereavement, the Company shall provide financial assistance (funeral expenses)
to the employee or family based on the following quantum (Eligible only for all full-time staff):
1 Demise of Employee Via Online Transfer to late RM 2,000

employee next-of -kin.
2 Death of Immediate Family (spouse, parent, Via HRMS i-Net. RM 200

parent in-law, brother, sister, grandparent,
natural children & legally adopted children)
Note:
Employee must ensure the official document to be submitted to HRMS i – net within 3 months
from the death date and the claim will be credited into staff account.
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Submission AutoPay
01/12 – 15/12/2021 31/12/2021
16/12 – 31/12/2021 15/01/2022
Death of step-parents, step-children, step-brother, and step-sister will not be entitled for the
above.
35. CALAMITY
For any of the below calamities, Company shall provide the following assistance to ease the
burden of the affected employees. The details are as follows:
CATEGORY DETAILS
1. TYPE OF CALAMITIES • Flood, Landslides, Fire, Typhoon, Tsunami
2. COMPASSIONATE LEAVES • Three (3) days with supporting documents
3. WELFARE AIDS • RM 100 per employees/ per incident

• Transport assistance
(subject to management approval based on number
of employees affected and area)
4. DONATION DRIVE • By the respective operations or divisions. Money

collected is to be released at equal value to the
affected employees.
months from incident date and the claim will be credited into staff account.
Submission AutoPay
01/12 – 15/12/2021 31/12/2021
16/12 – 31/12/2021 15/01/2022
36. BEST EMPLOYEE AWARD

Best Employee Award Gift
Employee who is awarded as The Best Employee of the year by the Company, will be entitled
to an Overseas Trip, Plaque/Certificate and Cash amounting to RM500 plus Best Employee
Award Leave of five (5) days, where such leave must be taken one time during the overseas
trip.
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37. LONG SERVICE AWARD

37.1 The Company recognizes the employee’s loyalty and commitment by awarding a Long
Service Award to those who have served the Company for five (5) years or more.
Years of Service Award
5 Years Certificate;
Credited Entitlement Amount of RM600 via AEON Member Plus Card;
Credited Entitlement Amount of RM1,500 via AEON Member Plus Card;
Three (3) consecutive days Long Service Leave
Five (5) consecutive days Long Service Leave;
Five (5) consecutive days Long Service Leave;
Five (5) consecutive days Long Service Leave
Five (5) consecutive days Long Service Leave
37.2 The Company recognizes the employee’s loyalty and commitment by awarding a Long
Service Award – Additional EPF Contribution to those who have served AEON Co. (M) Bhd. for five
(5) years or more.
Years of Service Award
5 Years Additional EPF 1% above statutory contribution by Company on monthly basis
25 Years and Additional EPF 5% above statutory contribution by Company on monthly basis
above
Note:
Additional EPF contribution by Company will be automatically reflected in payroll (for eligible
Employee only).
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38. LONG SERVICE AWARD LEAVE

The recipient of the award is entitled to Long Service Award Leave.
NO LEAVE TYPE CONSECUTIVE DAY(S)
1 15 years of Service 3 days
2 20/25/30/35 years of Service 5 days
Note:
1. Long Service Leave will be available in the HRMS i-Net System upon the Employee reaching the
respective Years of Service.
2. Long Service Leave must be taken within the anniversary year. Any Long Service Leave not taken
during the validity period will be forfeited.
39. EMPLOYEE PURCHASE

39.1 Employee purchase entitlement are as follows:
Monthly Purchase Limit (RM)

Grade
Full Time + Contract Part Time & Retiree
G1 - G3 3,000 1,500
J1 - J3 7,000 3,500
M and above 10,000 5,000
Eligibility: Full Time entitlement or employee.

Contract (G1 – G3) entitlement.
Part Time entitlement.
39.2 Discounts are applicable at all times – including during sales period and discounts are as
follows:
Employee Purchase Rebate by Category (GMS, MaxValu and Softline Shop)
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CATEGORY DISCOUNT
GMS (Softline & Hardline) 10%
Electrical & Multimedia 8%
Foodline 5%
ÆON Privilege Employee discount on top of ÆON Privilege discount
Sales Period Employee discount on top of instant discount
a. Employee purchase period follows payroll period (21st of previous month to 20th current
month) and will be paid on the 27th of next month together with the salary.
b. No payment will be made for Employee Purchase Discount total less than RM1.00.
c. The Company shall not provide Monthly Employee Purchase Statement, as the Employee
Purchase Rebate amount shall be reflected in the salary payment slip.
d. Employee Purchase discount is strictly for Employee personal purchases only. Disciplinary
action will be taken for those who utilise their employee ID to swipe for official purchases.
e. Employee must be in service at the time the Employee Purchase Rebate payment is made.
f. Refer to the list of items / merchandises that are not eligible for employee rebate. The list
shall be reviewed from time to time.
No Items
1 Cigarette
2 Wine & Liquor
3 Apple Product
4 Daiso
5 AEON Gift Voucher
6 Plastic Bag
7 Touch & Go
40. EMPLOYEE RETIREMENT

With effect from the date of the enforcement of the Minimum Retirement Age Act 2012, the
retirement age of employees shall be upon attaining the age of sixty (60) years. An employee
who reaches the retirement age of sixty (60) years may apply for a further term of re-
employment subject to the Company’s approval until the age of sixty-five (65) years.
Retirement age shall be determined by the Birth Certificate or the National Identity Card.
41. RETIREMENT BENEFITS

41.1 Retirement benefits shall be paid to an employee who:
a. Retired from employment upon reaching the retirement age prescribed provided he has
completed minimum five (5) years of service with the Company; or
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b. Found medically unfit for continuing employment provided he has completed five (5) year
of service or more with the Company.
c. Dies whilst in the employment of the Company provided that death is not due to
misconduct, carelessness, drunkenness, wilful negligence of duty, performance of
unlawful acts, immoral acts, and exposure to unjustifiable hazards and unlawful use of
drugs.
41.3 An employee who resigns before reaching retirement age will not be eligible for the gratuity
even though he fulfils the minimum five (5) or more years of service with the Company.
41.4 An employee upon reaching the age of retirement will be eligible for the following benefit of
gratuity payout:
i. Employee joined before 1st June 1995:
The formula for the payment of gratuity is as follows:
No. of months of service prior to 1st June 1995 X gratuity (1%) X last drawn salary, + 1 month
last drawn salary
ii. Employee joined on or after 1st June 1995:
One (1) time lump sum payment (gratuity) equivalent to one (1) month of last drawn salary.
Example:
Employee joined on 1st June 1985 and have been working with the Company for 24 years until
his retirement age of 60.
If the above employee is drawing a last drawn salary of RM 2,800 at that point in time, then
his gratuity for his past 24 years of service with the Company would be:
Scheme 2
Join Retire
1/6/1985 1/6/1995 Scheme 3 4/2/2010
10 years of service 14 years of service
No. of months prior to Scheme 2 X

gratuity (1%)
X Last drawn salary + 1 month last drawn salary = RM 2,800 = RM6,160
[10 years X 12 months]

X 1% X RM 2,800
= RM3,360
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Example:
Employee joined before 1st June, 1995 have been working with the Company for 24 years.
If the above employee retires at age 60 years old and is drawing a last drawn salary of RM2,800
at that point in time, then his gratuity for his past 24 years of service with the Company would
be:
Join Retire
1/3/1996 6/10/2010
14 years of service
1 month last drawn salary = RM 2,800
42. RE-EMPLOYMENT OF RETIREE
With effect from the date of the enforcement of the Minimum Retirement Age Act 2012, an employee
who reaches the age of 60 years old shall retire from service with the Company. In this circumstance,
their employment shall naturally be terminated and thereafter may be re-employed subject to the
Terms and Conditions specified by the Company.
Under such reemployment, the Company may at its sole discretion, offer selected employees on short
term contractual basis to continue working until the age of sixty-five (65) subject to the Terms and
Conditions specified by the Company.
Procedures
a. The Company may notify the employee of their retirement at least two (2) months prior
to attainment of their retirement age on their birthdate.
b. The Company may then prepare the Retirement Benefits as contained in the Employee
Handbook. The Company may review the Retirement Benefits as and when it deems
necessary.
c. Payment of Retirement Benefits, if payable, shall be made via payroll.
42.1 Re-employment of Retirees

a. Retirees are to complete the ‘Borang Permohonan Bekerja Semula’. Documents that need
to be attached with the form are as below:
i. Medical check-up report
ii. Written application informing his/her intention to be re-employed
b. ‘Borang Permohonan Bekerja Semula’ is verified by the Recruitment Manager and
approved by the Head of Human Resources.
c. Upon approval, new offer letter for the retired employee will be issued.
d. The re-employment of retiree is at the sole discretion of the company.
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42.2 Terms & Conditions of Service for Re-employed Retiree
In the event that the Company approves their application, the terms and conditions of service for Re-
employed Retirees are as below:
a. The service shall be on a fixed contract basis, irrespective of whether the re-employment
is full time or part time in nature.
b. The retired employee shall only commence the re-employment after a one (1) day from
their date of retirement.
c. Each re-employed employee is subject to Company’s Rules, Regulations and Policies.
d. The Company shall determine the position and salary of the employee.
e. Notice for termination of Contract shall be one (1) month in advance in writing or salary
in-lieu thereof by either party.
f. The Company will contribute the Employers’ portion on the required statutory payment
in accordance to the statutory acts.
g. On the completion of each current Contract of Service, the employee may apply for a
further term of re-employment. Each application will remain subject to the Company’s
approval and the terms and conditions of service for re-employed retiree. In any event,
upon attaining the age of sixty-five (65), the employee will no longer be eligible for further
re-employment.
h. Retiree do not entitle for Annual Promotion & Progression.
i. Payment of Bonus (performance and contractual) is solely at the company’s discretion.
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PART V – DISCIPLINE AND GRIEVANCE
43. DISCIPLINARY PROCEDURES

The Company may take disciplinary action against any employee who violates the rules,
regulations and/ or guidelines of the Company. In a progressive disciplinary system,
punishment for misconduct will be carried out based on the different level of severity.
a. The following illustrates the scale of punishment used in a progressive disciplinary system:
i. Verbal Warning
ii. Written Warning
iii. Show Cause / Domestic Inquiry
If explanation accepted – dispense disciplinary report and no further action.

If explanation not accepted – proceed with Domestic Inquiry (DI).
b. For the purpose of an inquiry, Company has the right to suspend the employee from
work for a period not exceeding 2 weeks with half pay. Suspension is on a case to case
basis.
c. The Company has the right to extend suspension period with full pay if deemed
necessary due to pending documents or DI result.
d. Misconduct is categorised into two (2) categories:
i. Minor Misconduct
A minor misconduct is an offence, which is not serious enough to take serious disciplinary
action. However, minor misconduct, if allowed to be repeated often, will become a major
misconduct. For example, an employee who comes 10 minutes late one day has committed a
minor misconduct. If he comes 10 minutes late everyday (habitual lateness) despite being
advised and warned, then it becomes a major misconduct.
1. Failure to follow established procedures and rules and regulations of the Company (Gagal
untuk mematuhi Prosedur dan Peraturan & Undang-Undang Syarikat yang sedia ada).
2. Failure to follow rules and regulations or instructions concerning safety, health and
hygiene (Gagal untuk mematuhi Peraturan & Undang-Undang Syarikat atau arahan yang
berkaitan dengan keselamatan, kesihatan atau kebersihan).
3. Leaving work or workplace or missing from work place during working hours or early out
without prior permission or authorisation from the superior (Meninggalkan kerja atau
tempat kerja semasa waktu bekerja atau meninggalkan tempat kerja awal dari yang
sepatutnya tanpa kebenaran atau kelulusan pegawai atasan).
4. Failure to clock in/ clock out timecard upon entering or leaving the Company premises,
including clock in/ clock out during rest time (Gagal untuk merakam kedatangan semasa
masuk atau keluar dari premis syarikat termasuk gagal untuk merakam kedatangan
masuk/ keluar di waktu rehat).
5. Late attendance (Lambat melaporkan diri untuk bekerja).
6. Quarrelling within the Company’s premises (Bertengkar di dalam premis Syarikat).
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7. Failure to maintain shift plan in the system which give impact towards salary deduction of
the surbodinate (Gagal untuk memastikan perancangan jadual kerja di dalam sistem
sehingga memberi kesan kepada pemotongan gaji pekerja bawahan).
8. Wasting time or loitering or malingering at the Company’s premise/store (Membazir masa
atau berkeliaran atau berpura-pura sakit di kawasan premis Syarikat).
9. Eating in sales area or customer areas (Makan di kawasan jualan atau kawasan kunjungan
pelanggan).
10. Proven Negligence (Kecuaian yang terbukti).
11. Horse-playing/fooling around Company’s premises (Bermain-main di sekitar premis
Syarikat).
12. Any mistake, omission, act, behavior, communication (verbal or written) and any other
mistake not classified elsewhere, deemed by the Company to be minor offence in nature
(Sebarang kesalahan, kesilapan, perbuatan, kelakuan, perhubungan (lisan atau bertulis)
dan lain-lain kesalahan yang tidak disenaraikan tetapi dianggap kesalahan kecil oleh pihak
syarikat).
(The above list is illustration only and is not exhaustive / Senarai di atas adalah contoh-
contoh/gambaran sahaja dan bukan menyeluruh)
ii. Major Misconduct
A major misconduct is an offence, which is serious but does not lead to immediate dismissal.
However, if it is repeated then it becomes a serious offence, which can amounts immediate
dismissal.
1. Smoking in places where smoking is prohibited (Merokok di tempat yang dilarang
merokok).
2. Negligence or carelessness in the performance of work or negligence in the handling of
work or negligence in the handling of open flames or flammable materials or using open
flames in places other than where permitted and authorised (Kecuaian atau kelalaian
dalam melakukan tugas/ kerja harian atau kecuaian di dalam pengendalian kerja atau
kecuaian di dalam mengendalikan ‘Open Flames’ atau ‘Flammable Materials’ (Barangan
Mudah Terbakar) atau menggunakan ‘Open Flames’ di tempat yang dilarang dan tidak
dibenarkan).
3. Absent from work without reasonable excuse and without approval for two days or less
(Tidak hadir ke tempat kerja selama dua hari atau kurang tanpa kebenaran dan alasan
yang munasabah).
4. Absent from work for more than two days without reasonable excuse and without
approval or doctor’s certificate (Tidak hadir ke tempat kerja selama lebih dari dua hari
tanpa alasan yang munasabah dan tanpa kebenaran atau tanpa sijil perakauan doctor).
5. Failure to declare or submit Conflict of Interest Form annually as requested by Company
(Kegagalan untuk mengistiharkan atau menyerahkan borang “Conflict of Interest” seperti
yang diminta oleh pihak Syarikat pada setiap tahun).
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6. Failure to comply with Company’s request to work overtime in case of emergency without
reasonable reason (Kegagalan mematuhi arahan Syarikat untuk bekerja lebih masa ketika
diperlukan tanpa alasan munasabah).
7. Failure to comply with superior’s instructions, work order or any other act of
insubordination (Kegagalan mematuhi arahan ketua, arahan kerja atau ingkar dengan
sebarang perintah atau peraturan kerja).
8. Covering up for a subordinate fellow employee in cases where disciplinary action would
have been required (Melindungi pekerja bawahan atau pekerja ain di dalam perkara yang
sepatutnya dikenakan tindakan disiplin).
9. Tampering with identification cards, badges and other articles of similar nature in use by
the Company (Mengubahsuaikan kad identiti pekerja, tag nama, lencana atau lain-lain
artikel yang berkaitan yang digunakan oleh Syarikat).
10. Gambling or any other similar activities with/ without cash involve in the Company’s
premises (Berjudi atau melakukan sebarang aktiviti yang bersamaan tanpa atau dengan
melibatkan penggunaan tunai di dalam premis Syarikat).
11. Consumption of alcoholic beverages or under the influence of alcohol whilst in Company’s
premises (Pengambilan minuman beralkohol atau di bawah pengaruh alkohol semasa
berada di dalam premis Syarikat).
12. Arguing with or being rude to a customer which may impair the good image of the
Company (Bertengkar atau berkelakuan kasar dengan pelanggan yang mana boleh
merosakkan imej Syarikat).
13. Failure and negligence in the supervision and guidance in the course work of a subordinate
(Kegagalan dan kecuaian di dalam pengawasan dan penyeliaan di dalam bidang kerja
pekerja bawahan).
14. Using abusive language against superior or surbodinate or customer. (Menggunakan
bahasa yang kasar terhadap ketua atau pekerja bawahan atau pelanggan).
15. Sharing or exposing of system user ID password (Berkongsi atau mendedahkan kata laluan
(User ID).
16. Any form of misconduct related to internet or social media which affect to the Company’s
image and/or create an unhealthy working environment for Company’s employees
(Sebarang bentuk salah laku yang melibat laman sesawang atau media sosial yang boleh
mencemarkan imej Syarikat dan menimbulkan situasi yang tidak sihat dikalangan pekerja
Syarikat).
17. Accessing of any internet or social media (Facebook/Tweeter/ Instagram, etc) or playing
online games during working hours without the Company’s approval (Melayari laman
sesawang atau media sosial (Facebook/Twitter/ Instagram, etc) atau permainan atas
talian semasa waktu kerja tanpa kebenaran pihak Syarikat).
18. Uploading any form of picture or document relating to the Company’s matter deemed to
be strictly confidential without the Company’s approval (Memuat turun apa-apa juga
gambar atau dokumen yang berkaitan dengan Syarikat yang dianggap sebagai sulit dan
persendirian tanpa kebenaran dari pihak Syarikat).
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19. Posting any comment or which is related to Company’s issues or posting any comments
to fellow employees of AEON Companies or its subsidiaries without the Company’s
approval (Memberi sebarang komen yang menyentuh isu-isu Syarikat atau memberi
sebarang komen terhadap mana-mana rakan sekerja AEON ataupun rakan sekerja anak
syarikatnya tanpa kebenaran dari pihak Syarikat).
20. Fighting or using physical force against another person in the Company’s premises as well
as in its vicinity (Bergaduh atau menggunakan kekerasan fizikal terhadap orang lain di
dalam premis syarikat ataupun di sekitar premis Syarikat).
21. Damaging or destroying Company’s equipment, goods, documents or properties or other
vandalism action either intentionally or through carelessness and/ or negligence
(Merosakkan/ memusnahkan peralatan syarikat, barangan, dokumen atau harta benda
atau sebarang aksi vandalisma lain sama ada dengan niat atau disebabkan oleh kelalaian
dan/ atau kecuaian).
22. Selling merchandise by accepting other than cash or approved credit/ debit card without
company’s approval (Menjual barangan Syarikat dengan menerima selain dari tunai atau
kad kredit/ debit yang dibenarkan tanpa mendapat kebenaran Syarikat.
23. Bringing in or possessing any dangerous articles or lethal weapons in the Company’s
premises not required for the performance of an employee’s work (Membawa masuk atau
memiliki sebarang benda berbahaya atau senjata di dalam premis Syarikat yang mana
barangan tersebut tidak diperlukan di dalam tugas harian seseorang pekerja).
24. Taking or accepting money, gifts, any articles (include accepting service of any kind of
monetary value) or entertainment from a supplier of the Company, or generally receiving
such money, gifts or benefit-in-kind from the Company’s business associates during the
course of the employee carrying out his/her work without prior permission or
authorisation of the Company (Mengambil atau menerima wang tunai, hadiah, sebarang
artikel (termasuk menerima perkhidmatan yang melibatkan wang) atau hiburan yang
wujud disebabkan jawatan/peranan kerja yang dipegang oleh seseorang tanpa sebarang
kebenaran dan kelulusan dari Syarikat).
25. Tampering/ removing any safety devices or equipment or impairing the effective use of
such devices or equipment (Merosakkan atau mengalihkan peralatan keselamatan
Syarikat atau menjejaskan keberkesanan penggunaan alat keselamatan).
26. Causing accident or injuries due to negligence or improper supervision during the course
of work (Menyebabkan kemalangan atau kecederaan akibat kecuaian atau kurang
penyeliaan semasa menjalankan tugas harian).
27. Lending or borrowing money, valuables, articles, equipment or other things of monetary
value to or from a supplier/business associate of the Company without prior permission
of the Company inclusive or referral to any loan provider (Memberi pinjaman atau
meminjam wang, barangan berharga, artikel, peralatan atau sebarang benda yang
mempunyai nilai ringgit kepada atau daripada pembekal/rakan niaga Syarikat tanpa
mendapat kebenaran daripada pihak Syarikat termasuk rujukan kepada mana-mana
pembekal pinjaman).
28. Changing the selling price or giving lower price or accepting unauthorised lower price of a
merchandise without the approval or authorisation from the superior (Menukar harga
jualan sesuatu barangan atau memberi harga yang lebih rendah atau menerima
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pembayaran harga rendah yang tidak sah tanpa mendapat kebenaran atau keizinan dari
pegawai atasan).
29. Conducting any personal business in direct conflict with the business activities of the
Company with any member of the public whilst in the employment of the Company
(Menjalankan sebarang perniagaan peribadi yang berkaitan dengan perniagaan Syarikat
dengan orang awam semasa berkhidmat dengan Syarikat).
30. Intimidating or inciting other employees towards violence or acts of violence against other
employees, their families or the Company (Menakutkan atau menghasut pekerja lain ke
arah keganasan atau bertindak ganas terhadap pekerja lain, keluarga mereka atau
Syarikat).
31. Bringing into or possessing any narcotics or stimulants prohibited by law within the
Company’s premises (Membawa masuk atau memiliki sebarang jenis narkotik atau ubat
perangsang/khayal yang dilarang dari segi undang-undang di dalam premis Syarikat).
32. Disclosing confidential Company’s matters or information to a third party without the
approval of the Company or carrying out any act or acts against the Company’s interest
(Memberitahu hal-hal atau maklumat sulit Syarikat kepada pihak ketiga tanpa mendapat
kebenaran daripada Syarikat atau membawa keluar sebarang dokumen atau melakukan
perbuatan yang bertentangan dengan kepentingan Syarikat).
33. Abusing one’s position or authority or misused of power or authority for personal gains
inclusive borrowing money from subordinate (internal/external) which can construe as
conflict of interest (Menyalahgunakan jawatan atau kuasa untuk kepentingan peribadi
termasuk meminjam wang daripada pekerja bawahan (dalaman/luaran) di mana boleh
dianggap sebagai konflik kepentingan).
34. Taking or consuming of products sold by the Company without paying including Price
Alteration/breakage items and free gifts (Mengambil, memakan atau meminum barangan
yang dijual termasuk barangan Price Alteration/ barangan rosak dan hadiah percuma
tanpa membayar).
35. Falsifying or providing false information in the Job Application Form, or any other related
forms or resume or knowingly leaving out important details with intent to mislead the
Company (Memalsukan atau memberikan maklumat palsu di dalam Borang Permohonan
Kerja atau sebarang borang berkaitan atau resume atau sengaja meninggalkan maklumat
penting dengan tujuan untuk mengelirukan pihak Syarikat).
36. Falsifying documents for whatever reason (Memalsukan dokumen untuk sebarang
tujuan).
37. Using Company’s funds or property or premises for personal gains or for own business
without company authorisation (Menggunakan wang atau harta benda atau premis
Syarikat untuk kegunaan peribadi mahupun kegunaan perniagaan tanpa kebenaran
Syarikat).
38. Failure to comply with the Company’s regulations and procedures in respect of banking in
of daily takings without prior approval or permission (Kegagalan mematuhi peraturan dan
prosedur syarikat di dalam penyimpanan wang kutipan harian Syarikat tanpa mendapat
kebenaran dari Syarikat).
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39. Stealing money, goods, valuables, documents and articles of any description belonging to
the Company's fellow employees or other people within or in the vicinity of the Company’s
premises or an accessory to theft or attempted theft of Company’s properties (Mencuri
wang, barangan berharga, dokumen atau apa-apa artikel kepunyaan Syarikat, pekerja lain
atau individu lain di dalam premis atau sekitar Syarikat atau membantu atau bersubahat
untuk mencuri harta benda Syarikat).
40. Causing fire or damages to the Company’s premises or properties through carelessness or
negligence (Menyebabkan kebakaran atau kemusnahan premis atau harta benda Syarikat
akibat daripada kecuaian atau kelalaian).
41. Engaging in any immoral acts within the Company’s premises and Company’s properties
inclusive of Company’s hostels and vehicles (Melibatkan diri di dalam aktiviti yang tidak
bermoral di dalam premis Syarikat dan harta benda Syarikat termasuk asrama dan
kenderaan Syarikat).
42. Commission or conviction of any criminal, subversive acts, offence or any abetment
thereof (Melakukan atau melibatkan diri dalam perbuatan aktiviti haluan kiri atau
bersubahat di dalam sebarang kegiatan jenayah).
43. Failure or refusal to a body search or examined when required doing so by the Company
or its agent (Kegagalan atau keenganan untuk dibuat pemeriksaan badan apabila diminta
berbuat demikian oleh Syarikat mahupun agen Syarikat).
44. Falsification of any documents, reports, claims or forms resulting or without resulting in
financial loss to the Company or in the absence of timely preventive action taken by the
Company shall lead to such financial loss or any general act of falsification (Memalsukan
sebarang dokumen, laporan, tuntutan atau borang yang menyebabkan kerugian secara
langsung atau tidak langsung kepada pihak Syarikat atau dengan ketiadaan langkah-
langkah pencegahan yang diambil sehingga Syarikat mengalami kerugian dari segi
kewangan atau sebarang kegiatan pemalsuan).
45. Failure to follow established procedures, rules and regulations of the Company resulting
in financial loss to the Company or in the absence of timely preventive action taken by the
Company shall lead to such financial loss (Kegagalan mematuhi prosedur dan peraturan
dan undang-undang Syarikat sehingga menyebabkan kerugian dari segi kewangan atau
dengan ketiadaan langkah-langkah pencegahan yang diambil sehingga Syarikat
mengalami kerugian dari segi kewangan).
46. Taking frequent medical leave, approved or otherwise, with a view of staying away from
work thereby not discharging one’s contractual duties (Sering kali mengambil cuti sakit,
samada diluluskan atau tidak, dengan niat untuk mengelakkan kerja sehingga
menyebabkan tugas yang dipertanggungjawabkan tidak dapat disempurnakan).
47. Loss of Company’s fund whilst entrust in their custody during the course of duty without
valid reason (Menghilangkan/menggelapkan wang Syarikat semasa diamanahkan ketika
menjalankan tugas tanpa sebarang alasan munasabah).
48. Failure to key in/ scan in prices of items purchased by customers or found to have keyed
in/ scanned in prices lower than indicated on price tags thereby, if not the corrective
action taken, would have caused financial loss to the Company (Kegagalan untuk ‘key
in’/’scan in’ harga barangan yang dibeli oleh pelanggan di dalam cash register atau
didapati sengaja ‘key in’/’scan in’ harga yang rendah serta berbeza dengan harga yang
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dipamerkan dan sekiranya tidak ada langkah-langkah pencegahan diambil ianya boleh
mengakibatkan Syarikat mengalami kerugian dari segi kewangan).
49. Clock in/ out for another employee or asking another employee to clock in/ out unless
authorised by the Company (Merakam kedatangan masuk/ keluar pekerja lain atau
meminta seseorang untuk merakam kedatangan masuk/ keluar melainkan ia dilakukan
dengan kebenaran Syarikat).
50. (a) Any unwanted conduct of sexual nature , whether verbal, non- verbal, visual, gestural
or physical, directed at a person which is offensive arising out of and in the course of
his/her employment, that might on reasonable grounds, be perceived by the recipient as
(Sebarang tingkah laku berunsur seksual yang tidak diingini, samada secara lisan, bukan
lisan, visual, secara gerakan dan isyarat atau fizikal yang ditujukan dan menghina
terhadap seseorang , yang berbangkit dari dan semasa pekerjaan, dan atas alasan yang
munasabah, boleh dianggap oleh penerima sebagai) –
• placing a condition of a sexual nature on his/her employment; OR (mengenakan syarat
berbentuk seksual ke atas pekerjaannya. ATAU
• an offence or humiliation, or a threat to his/her well-being, but has no direct link to
his/her employment (satu kesalahan atau pencabulan maruah, atau penghinaan atau
ancaman terhadap dirinya tetapi tiada hubungan langsung dengan pekerjaannya.
(b) Any other form of harassment towards other employees or any other Company’s
authorized agent (Sebarang bentuk gangguan terhadap pekerja lain atau ejen sah Syarikat
lain).
51. Misused the Code of Conduct (COC)/ WhistleBlower (WB) Hotline by filing a false report,
a report that slanders another employee or otherwise file a report for illicit purpose
(Menyalahgunakan COC/WhistleBlower (WB) Hotline dengan membuat laporan palsu,
laporan yang menganiaya pekerja lain atau sebarang laporan yang tidak jujur).
52. The act of adverse treatment by discrimination, harassment, disciplinary action,
termination or any other action which can be used against the informer of
COC/WhistleBlower Hotline (Segala perbuatan yang berniat jahat melalui diskriminasi,
pencabulan hak, tindakan displin, pemberhentian kerja atau lain-lain tindakan terhadap
penyampai maklumat di COC/WhistleBlower Hotline).
53. Taking any drugs or stimulants prohibited by law (Mengambil sebarang jenis narkotik atau
ubat perangsang/khayal yang dilarang dari segi undang-undang.
54. Borrowing money from illegal moneylender or loan shark which may result in threats or
disrupt and interfere with the job performance of the employee (Meminjam wang
daripada peminjam wang haram atau peminjam wang tidak berlesen yang mana sehingga
boleh mendatangkan ancaman atau kesan buruk serta menganggu prestasi pekerja).
55. Negligence in carelessness in the performance of work has or has not lead to company
financial loss (Kecuaian di dalam perlaksanaan tugas yang membawa atau tidak membawa
kepada kerugian syarikat).
56. An accessory to theft or attended theft of company’s properties, stealing money, goods,
valuables documents and articles of any descriptions belonging to the company’s fellow
employees or other people within or in the vicinity of the Company’s premises
(Bersubahat di dalam perbuatan mencuri harta benda syarikat, duit, barangan, dokumen
penting mahupun artikel yang disahkan milik syarikat).
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57. Getting involved in a personal relationship with other employees that may compromise
the good judgement or integrity of the position (Terlibat dalam hubungan peribadi dengan
pekerja lain yang boleh menjejaskan pertimbangan atau ingeriti jawatan).
58. Failure to ensure that the department in charge in good condition as required by the
Company (Kegagalan untuk memastikan jabatan di bawah seliaan dalam keadaan baik
seperti yang dikehendaki oleh pihak Syarikat).
59. Sleeping whilst on duty (Tidur semasa bertugas).
60. Failure to follow the working schedule as planned or changing of working schedule
without approval from the Management (Kegagalan mematuhi jadual bekerja seperti
yang dirancang atau melakukan perubahan jadual bekerja tanpa kebenaran pihak
Syarikat).
61. Failure to declare personal relationship with any employees of the Company prior joining
the Company or when the status of personal relationship has changed during the
employment period with the Company (Kegagalan mengisytihar hubungan peribadi
dengan mana-mana pekerja di dalam Syarikat sebelum menyertai Syarikat atau apabila
status hubungan peribadi telah bertukar ketika dalam perkhidmatan di dalam Syarikat).
62. Participating in unlawful strike or picketing in/around Company’s premise (Menyertai
mogok atau piket yang tidah sah di dalam/ sekitar kawasan Syarikat).
63. Instigating unlawful strike, sabotage among employees to commit any of the misconducts
listed in this category (Menghasut untuk mogok yang tidak sah, sabatoj dalam kalangan
pekerja untuk melakukan salahlaku yang disenaraikan).
64. Committing any criminal act as specified by the Malaysian law (Melakukan sebarang
bentuk jenayah seperti yang tertakluk di dalam undang-undang Malaysia).
65. Taking money, gifts, any articles (plus accepting service of any kind of monetary value) or
entertainment arising out of his/her work without prior permission or authorization of the
Company (Mengambil duit, barangan atau artikel (termasuk menerima sebarang bentuk
perkhidmatan yang mempunyai nilai kewangan) atau hiburan disebabkan kerja tanpa
kebenaran atau pengetahuan pihak Syarikat).
66. Threatening, intimidating or coercing to cause physical harm or injury to any member of
the workforce (Mengancam, menakut-nakutkan atau mengugut sehingga boleh
menyebabkan kecederaan fizikal atau menyebabkan kecederaan kepada pekerja lain).
67. Repetition of any misconduct in Minor Category (Pengulangan salahlaku untuk mana-
mana salahlaku dalam Kategori Minor).
68. Performing Big Sales or Bulk Sales withouth following the procedure or without the
approval of the Management (Melakukan penjualan skala besar atau penjualan secara
pukal tanpa mematuhi prosedur atau tanpa kebenaran pihak Syarikat).
69. Misappropriation and/or dishonesty or unfairly take or causing loss to Company’s asset
(s), by any means including but not limited to act of negligence or failure to adhere to the
Company’s policies (Penyelewengan dan/atau ketidakjujuran atau menyebabkan
kerugian terhadap aset Syarikat, termasuk dengan apa cara pun tetapi tidak terhad
kepada tindakan kecuaian atau kegagalan mematuhi polisi Syarikat).
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70. Removing or taking out any Company’s properties, equipment, or/ and materials out of
Company’s premises without prior authorization from the Management (Mengubah atau
mengambil harta benda, peralatan atau/dan barangan Syarikat daripada premis Syarikat
tanpa kebenaran pihak Pengurusan).
71. Any mistake, omission, act, behaviour, communication (verbal or Written) and any other
matter not classified elsewhere deemed by The Company to be major in nature (Sebarang
kesalahan, kesilapan, perbuatan kelakuan, perhubungan (lisan atau bertulis) dan lain-lain
perkara yang tidak disenaraikan tetapi dianggap kesalahan besar oleh pihak Syarikat).
The above list is illustrative only and is not exhaustive (Senarai atas adalah contoh-contoh
/gambaran sahaja dan bukan menyeluruh)
Note: Please refer to:
1. HRMS i-Net >> File >> Employee Handbook
(URL Link: https://hrms.aeonretail.com.my/)
2. MyAEON World >> AEON Sharepoint Portal >> Employee Handbook
URLLink:https://prodportal.aeonfamily.aeonsolutionscenter.com/governance/107)
e. The Domestic Inquiry shall be conducted in accordance with the Domestic Inquiry
Procedures of the Company. The Company may after due inquiry:
i. Dismissal
ii. Demotion (Periodical / Non-Periodical)
iii. Suspension without pay (maximum 14 days)
iv. Final Warning
v. Impose any lesser punishment as it deems fits on the ground of misconduct.
(i.e.: Warning Letter, Caution Letter)
Grievance arising between an employee and the Company shall be channelled in the following
manner:
i. Consult superior
ii. Highlight in the periodical employee welfare meeting / employees engagement session
iii. ÆON Code Of Conduct hotline at: https://aeon-ethics.secure.force.com/
(User ID: S9967 / Password: aeon)
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PART VI – TRAINING AND DEVELOPMENT
44. FOUR DEVELOPMENT PILLARS

44.1 At ÆON, we believe that high-performing people are generally self-improving. This is encoded
in ÆON Code of Conduct #4: ÆON People actively seek out ways to exceed customer
expectations.
44.2 To better support our employees in achieving this ideal and to further their career, we believe
that all employees should be trained, through a combination of:
1. Formal instructor-led programmes

2. On-job-training / coaching by direct supervisor
3. Self-learning
44.3 At ÆON, we focus on four development pillars:
1. Leadership Development Programmes

2. Technical Skill Development Programmes
3. People, Digital & SDG Skill Development Programmes
4. Regulatory & Compliance Programmes
45. AEON BUSINESS ACADEMY (ABA) & AEON SKILLS TRAINING CENTRE (ASTC)
45.1 AEON Business Academy (ABA) is established with the objectives to develop future-ready
leaders and competent workforce for the New Retail Ecosystem.
45.2 AEON Skill Training Centre (ASTC), established in 2018, has been recognised as a certified
training centre by Jabatan Pembangunan Kemahiran (JPK). This centre provides skill courses
in Bakery, Delica, and Sushi, that culminate in the awarding of the Sijil Kemahiran Malaysia -
Tahap 2 (SKM – Level 2).
46. INDIVIDUAL DEVELOPMENT PLAN (IDP)

46.1 All employees are responsible for their career growth, guided by their superiors, and
supported by the abundant development opportunities (training and non-training) within the
ÆON Group of Companies.
46.2 Employees are encouraged to craft their own individual development plan (IDP) together
with their superiors. These IDPs will be integrated into annual training plans, balanced
between business needs, leadership and talent development, employee’s growth, and skill
acquisition to close competency gaps.
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47. NEW STAFF ORIENTATION (NSO)

47.1 This New Staff Orientation (NSO) is intended to introduce new employees to the company's
history, values, systems, benefits, policies, and practises.
47.2 There are three (3) types of NSO training modules that cater to various business units:
a. Home Ground
b. AEON Co. (M) Berhad's commercial operations (Stores, Mall, Wellness, Daiso, Max Valu,
Petemo, Rocky Base & AFPC)
c. AEON Big (M) Sdn. Bhd. commercial operation
47.3 The NSO training modules are updated on a regular basis in accordance with the most recent
company information and are available online in the myAEON World Applications.
48. MANAGEMENT TRAINEE PROGRAM

The Management Trainee Programme is a comprehensive 6-month fast-track programme that
prepares high-performing young talents to become our company's future leaders. It is
designed to accelerate the mastery of management techniques and operational exposure and
skills, mentored and coached by experienced leaders in order to maximise the potential of
young talent. The programme is catered to provide participants with invaluable insights and
hands-on experience.
49. OTHERS
50.1 All employees are responsible for their own development programme. The company will assist
the employees in achieving the highest potential. The employees are encouraged to seek
appropriate development opportunities both within the Company and externally.
50.2 Employees are responsible to identify the self-training in discussion with the superior.
50.3 All applications shall be submitted via Requisition & Proposal, recommended by superior and
approved by Head of HR.
PART VII – HEALTH AND SAFETY
50. RESPONSIBILITY
The Company has a responsibility to ensure the health, safety and well-being of all its employees while
they are at work, and also to provide a safe and the healthiest working environment. The Company
has an obligation to ensure that an employee does not endanger the health and safety of him/herself,
his/her colleagues or the Company’s customers. A part of every employee’s condition of employment
is that he/she complies with Company health and safety regulations. The Company shall ensure that
both employees and customers feel safe in the premises. Every employee must strive to create a
working climate that avoids the risk of fire, criminal behaviour and damage to customers and
employees.
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51. FIRST AID

The Company shall appoint persons who are trained in first aid at all offices and stores and shall make
known to all the employees of this appointed trained person. An employee should make him/herself
aware of these appointed trained persons, in case of emergency. In the event an accident occurred
within the Company’s premises, he/she must contact the appointed trained person and the member
of the Management team. The Company shall complete all the details of the accident in the correct
book and follow up with a post-accident assessment in order to minimize the risk of similar accidents
occurring again.
Location of First Aid box:

a. Customer Service, Management Office, Control Room & Foodline (Backroom)
b. HQ – HR, Foodline & Loss & Prevention
52. FIRE AND FIRST AID TRAINING

Each store shall have employees trained in, and certified to use fire extinguisher and/or conducting
first aid. If an employee notices a fire, he/she shall:
a. Alert others – ring the fire alarm by breaking the ‘Break Glass Panel’
b. Immediately inform Mall / Store Manager / HOD / Emergency Response Team (ERT)
c. Extinguish the fire, if possible
d. Evacuate the premises once get instruction from Mall / Store Manager / HOD / Emergency
Response Team (ERT)
53. SMOKING
Smoking is strictly prohibited in the workplace and any of the Company’s public places. Violation of
this policy will lead to summary dismissal. The Company shall have the discretion to stop the
employees from smoking in or outside the office / store / mall / shop either during their working hours
or their breaks or when entering or leaving the office or store or shopping centre or shop as this shall
endanger the health of the employees and creates an unprofessional impression for our customers.
PART VIII – OTHER MATTERS
54. CONFIDENTIALITY AND CONFLICT OF INTEREST

54.1 Confidential information concerning the Company’s activities may not be disclosed to others.
Strict observance of confidentiality of Company’s information and documents including:
a. Sales amount, budgets, sales promotions, profitability and any other matters concerning
the financial matters of Company.
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b. Name of supplier and terms of business.

c. Contents of Company’s manual and standard of procedure (SOP).
d. Personal records of individual employees’.
e. Other matters established as classified by the Company.
f. No employee shall use confidential information about the Company for personal gain.
g. Taking or giving bribes including gifts and discounts from suppliers / business partners are
strictly forbidden.
Disciplinary action shall be taken against the employee in the event of any violation of the
above regulations.
55. WORKING ETHICS (PUNCTUALITY) AND CONDUCT DURING WORKING HOURS

55.1 All employees are required to be punctual at all times, unless and otherwise such lateness is
approved by the HOD/authorised personnel.
55.2 The employees are required to be at the workplace during the beginning of the shift / working
hours as stipulated by the Company.
55.3 The employees shall attend to his/her job or be at workplace during the Company stipulated
working hours / shift.
55.4 The employees shall be refrained from doing other tasks other than those related to the job.
55.5 Disciplinary action shall be taken against the employee in the event of any violation of the
above regulations.
56. PERSONAL DATA PROTECTION ACT 2010

All personal data provided herewith by the employee is subject to Personal Data Protection
Act 2010 and ÆON’s personal data privacy notice.
57. ENTERING AND LEAVING THE COMPANY’S PREMISES

57.1 All employees are to enter and leave the Company’s premises via the employee entrances and
shall subject to security body check procedures, if necessary.
57.2 All employees at HG /Store / Mall / Shop are required to record the time of entering and
leaving the Company’s premises by swiping the employee’s ID Card or any other method
describe and instructed by the Company from time to time.
57.3 The employee is not allowed to swipe / punch other employee’s ID card / punch card other
than their own.
57.4 The employee is not allowed to alter the punch card.
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57.5 The employee shall only swipe/punch his/her employee ID / punch card at the designated
workplace unless for the purpose of business trip or company event and approval has been
given or granted by the employees’ superior.
57.6 Disciplinary action shall be taken against the employee in the event of any violation of the
above regulations.
58. RESTRICTIONS ON ENTERING THE COMPANY’S PREMISES

The Company has the right to restrict any employee from entering the Company’s premises
for the following cases:
a. Employees who possess any knives or tools with sharp blades or any dangerous weapons
including firearms.
b. Employees who are suffering from or suspected of suffering from any contagious or
infectious diseases or who are suspected of being a carrier of such diseases.
c. Employee’s disrupting the smooth operations of the Company or who are considered
likely to disrupt the smooth operations of the Company.
d. Employees who are under the influence of drugs and alcohol.
e. Employees who are in possession of any drug prohibited by law.
f. Employees who are prohibited from working by any law, ordinances or Company’s rules
and regulations.
g. Employees who are under suspension or investigation due to misconduct.
h. Employees who are not properly dressed.
59. PUBLIC COMMENT

We should ensure that our public comments made in a private capacity are not attributed as
official comment of the Company. Employees are not allowed to make any public comments
to the press on any matters as representative of the Company unless requested to do so.
The Company shall not be made liable for any comments made by the employees in social
media. The Company has the authority to invoke any disciplinary action should the comment
in social media tarnish the good image of the Company.
60. MOBILE PHONE FOR OPERATIONS

60.1 While at work, all employees must practise the same procedure in using mobile phone as of
the use of Company phones. Personal calls during the work hours regardless phone used is
not permitted as it can interfere with employee productivity and distracting others.
60.2 Employee who need to use mobile phone at work should either set their mobile phone to
vibrate to signal in-coming calls or set the ring volume low enough not to be heard beyond
their assigned immediate work space.
60.3 Usage of mobile phone during working hour is strictly for business purpose only. Personal
usage of mobile phone is allowed during break time or off duty.
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60.4 Only Team leaders / Operations Leader and above are allowed to carry the mobile phone to
selling floor provided that the mobile phone shall put on vibrate / silent mode (Store / Mall /
Shop / AFPC / Distribution Centre). Usage of mobile phone during working hour is strictly for
business purpose only.
60.5 Subject to work requirement and approval from superior, selected employees other than
Team leaders / Operations Leaders and above are permitted to carry the mobile phone to
selling floor / commercial area.
61. DRESS CODE

The attire that a person is wearing plays an important role in projecting a corporate image.
Operations employees working in the Store / Mall / Shop / AFPC are governed by uniform
guidelines.
61.1 Working Attire Guideline
Clothing that reveals too much cleavage, the back, chest, feet, stomach or your inner garment
is not appropriate for working attire. In our work environment, clothing should be pressed
and not wrinkled. Torn, dirty, or frayed clothing is unacceptable. Any clothing that has words,
terms, or pictures that may be distracting / offensive to other employees is unacceptable.
61.2 Male & Female Employees (HG Office only)

Smart casual and decent business attire
61.3 Male Employees (Operations Executive level at Stores / Mall / Shop/ AFPC / Distribution
Centre)
Allowed
1. Employee’s ID card must be worn together with lanyard.

2. Must wear long / short sleeve shirt with / without tie.
3. Dark colour slacks.
4. Bracelets or necklaces for health and religious means are allowed to be worn, however
must be worn under shirt.
5. Face is to be clean shaved, moustache and goatee is allowed.
6. Allow to dye hair with permitted colour tones.
7. Dark jeans (non-faded & torn)
Not Allowed
1. Any sorts of fancy jewelleries like bracelets or necklaces are not allowed to be worn.
2. Round neck T-shirts are not allowed to be worn.
3. Canvas shoes, slips on, sneakers and sport shoes are not allowed to be worn.
4. During Rest Days, employees are not allowed to enter the office wearing any jeans, cargo
pants or denims.
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5. Goatee and beard are not allowed. Employees who need to keep the goatee or beard due
to religion or traditional customs or any other reason may apply in written subject to the
approval from General Manager of HR.
61.4 Female Employees (Executive level at Store/Mall/Shop/AFPC/Distribution Centre)
Allowed
1. Employee’s ID card must be worn together with lanyard.

2. Suitable hair accessories for office wear, e.g. Head band or hair clip.
3. Bracelets, bangles and other jewelleries which are suitable with the office attire.
4. Female employees are allowed to dye their hair but only dark colour tones are permitted
only covered shoes are allowed to be worn.
5. Sandals are allowed during pregnancy or foot injury.
Not Allowed
1. Casual wear such as cold-shoulder top, see-through, transparent skirts / blouses and T-
shirts which might expose some parts of the body are not allowed.
2. During Rest Days, employees are not allowed to enter the office wearing any jeans, cargo
pants or denims.
61.5 All Retail Business employees (operations) will wear ÆON uniform.
62. PERSONAL PROPERTY

62.1 Personal property and money should be kept in the employee’s locker and the locker should
be locked at all times for operations employees.
62.2 Employees are advised to keep a minimum amount of money at their workplace during
working hours. Employees who are handling cash are not allowed to carry any cash at any
time during the course of duty. Failing which, disciplinary action may be taken by the
Company.
63. ABSENTEEISM
63.1 Absenteeism without superior approval is considered misconduct.
63.2 In case of emergency, the employee must inform his/her immediate superior of his/her
absence within forty-eight (48) hours either by telephone or through a third party. Notification
to immediate superior shall be made through phone calls, mobile phone messaging or other
means of communication devices.
63.3 Employees must complete and submit leave application for any absence with supporting
document in timely manner.
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64. SEXUAL HARASSMENT

64.1 Sexual harassment means unwelcome sexual conduct (physical, visual or verbal), which
affects an individual’s integrity in the workplace and that creates an intimidating, hostile or
uncomfortable working environment.
64.2 The behaviour may take the form of words, images, gestures or actions in the workplace. The
behaviour may cause an individual to feel humiliated, stressed or otherwise uncomfortable.
64.3 Some examples of sexual harassment are unwelcome sexual advances, requests for sexual
favours, touching, displaying of offensive material and other verbal or physical conduct of a
sexual nature. A single event may constitute sexual harassment.
64.4 Individuals who believe they have been subjected to harassment should immediately come
forward to report any incidence of sexual harassment to their superior, Management or
Human Resources Department. No employee should assume that the Company is aware of a
problem. All complaints and concerns shall be brought to attention of the Management or
Human Resources Department in writing so that appropriate corrective steps can be taken.
64.5 If the harasser is the victim’s superior, complaint should to be made to the Human Resources
Department. If the sexual harassment is not by the victim’s superior, the complaint should be
made to the victim’s superior, Management or Human Resources Department.
64.6 Following the complaint, the Company shall carry out a prompt and thorough investigation.
All investigations on sexual harassment are to be conducted in an enclosed manner, to protect
the privacy of the complainant. Some form of corroboration is required of the complainant’s
testimony to satisfy that the complainant is telling the truth and that the accused employee
is not falsely implicated.
64.7 If there is sufficient evidence to charge the harasser, the Company shall issue a show cause
letter to the harasser seeking an explanation to such complaint. If the explanation given is not
reasonable, the Company shall proceed to hold a Domestic Inquiry and charge the harasser
for Sexual Harassment.
64.8 If the Domestic Inquiry Panel finds the harasser guilty, the Company shall punish the harasser.
The punishment would depend on the gravity and the facts of each case.
64.9 The victim should also be counselled by the Company, if needed, as such incident might have
a psychological effect on the victim.
64.10 The Company shall advise the victim to make a police report to safeguard the employee’s
interest and also to show that the victim is serious in the complaint made.
64.11 In the event a false accusation is made by the complainant against a person, disciplinary action
would be taken against the complainant. The punishment would depend on the gravity and
the facts of each case.
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65. INFORMATION TECHNOLOGY (IT) USAGE AT WORKPLACE

65.1 To ensure that IT usage is not misused at the workplace, the following guidelines must be
adhered to:
a. Sales data, merchandising report, Profit & Loss report are some of the confidential
information that should be treated with care and must not be shared with outsiders.
b. The email account belongs to the Company and is to be used for business-related task
only. No employee is allowed to use the email for non-work related purposes or personal
use.
c. Chain emails are not to be disseminated especially to non-related employees.
d. Email account is to be used by the individual registered person only. No employee is
allowed to use another employee’s email account. Account holder shall be responsible for
all the email sent by him /her.
e. No illegal or end-user copying of company data.
66. SOCIAL NETWORKING

66.1 As part of the Company, the employee must be aware of and take responsibility for the usage
electronic communications. The employee must treat people with respect and avoid
commenting negatively about other people or the Company.
66.2 It is crucial for the employee to be aware of the impact of any information posted onto
internet sites is public accessible and maybe viewed not only by fellow employees, customers
and the media. Any form of misconduct related to social network which affect the Company’s
image and / or create an unhealthy working environment for employees, amount to a serious
misconduct.
66.3 Stern disciplinary action will be taken against any employee who is found to have committed
the following:
a. Accessing of any social media (including but not limited to Facebook / Twitter / Instagram/
TikTok etc.) during working hours without the Company’s approval;
b. Uploading any form of picture or document relating to the Company’s matters without
the Company’s approval and;
c. Posting any comment which is related to Company’s issues or posting any comment to
fellow employees of ÆON Companies or its subsidiaries without the Company’s approval.
67. CLOSURE
The content of this Employee Handbook is subject to change. Any changes or exception of the
abovementioned policies stated herein can only be granted by CHRO and/or MD.
END OF DOCUMENT
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Appendix 1
1.1 Clinic Visitation Flow
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1.2 Specialist Visitation Flow
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1.3 Direct Access to the Hospital (Emergency)
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Appendix 2
42.1 Medical Claim Submission – Clinical (Non-panel visitation due

to emergency reason)
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42.2 Medical Claim Submission – Specialist (Non-panel visitation

due to emergency reason)
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42.3 Medical Claim Submission – Others (Dental Treatment)
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Appendix 3
TOKIO MARINE
INSURANS (MALAYSIA)
BERHAD - PANEL
HOSPITALS
KL & SELANGOR LOCATION TEL : PERAK LOCATION TEL :
1 Assunta Hospital Petaling Jaya 03-7872 3000 1 Anson Bay Medical Teluk Intan 05-623 2999
Centre
2 Columbia Asia Shah Alam 03-5125 9999 2 Apollo Medical Centre Taiping 05-805 6000
Hospital - Bukit Rimau
3 Columbia Asia Bandar Tun 03-9086 9999 3 Columbia Asia Taiping 05-820 8888
Hospital - Cheras Hussein Onn Hospital - Taiping
4 Columbia Asia Klang 03-3346 7999 4 Hospital Fatimah Ipoh 05-545 5777
Hospital - Klang
5 Columbia Asia Petaling Jaya 03-7949 9999 5 Perak Community Ipoh 05-241 9000
Hospital - Petaling Jaya Specialist Hospital
6 Columbia Asia Setapak 03-4145 9999 6 Taiping Medical Taiping 05-807 1049
Hospital - Setapak Centre
7 Damai Service Jalan Ipoh 03-4043 4900
Hospital (HQ) - Jalan
Ipoh
8 Hospital Pakar Al- Kg Baru 03-2693 1007 PAHANG LOCATION TEL :
Islam
9 Institut Jantung Jalan Tun Razak 03-2617 8200 1 KPJ Pahang Specialist Kuantan 09-511 2692
Negara Hospital
10 Kajang Plaza Medical Kajang 03-8739 8979 2 Kuantan Medical Kuantan 09-590 2828
Centre Centre
11 Kelana Jaya Medical Petaling Jaya 03-7805 2111
Centre
12 KPJ Kajang Specialist Kajang 03-8769 2999 MELAKA LOCATION TEL :
Hospital
13 KPJ Klang Specialist Klang 03-3377 7888 1 Mahkota Medical Melaka 06-285 2999
Hospital Centre
14 KPJ Rawang Rawang 03-6099 8999 2 Oriental Melaka Klebang 06-315 8888
Specialist Hospital Straits Medical
15 KPJ Selangor Shah Alam 03-5543 1111 3 Putra Specialist Pengkalan 06-283 5888
Specialist Hospital Hospital Rama
16 KPJ Sentosa KL Jalan Cemur 03-4043 7166
Specialist Hospital
17 KPJ Tawakkal Jalan Pahang 03-4026 7777 NEGERI SEMBILAN LOCATION TEL :
Specialist Hospital
18 KPMC Puchong Puchong 03-8062 4073 1 Columbia Asia Seremban 06-603 3988
Medical Centre Hospital - Seremban
19 Manipal Hospitals Klang 03-3884 3884 2 Nilai Medical Centre Nilai 06-850 0999
Klang
20 Pantai Hospital Pandan Indah 03-4289 2828 3 SALAM Senawang Senawang 06-675 1188
Ampang Specialist Hospital
21 Sentosa Specialist Klang 03-5162 8814 4 Mawar Medical Seremban 06-764 7048
Hospital - Klang Centre
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KL & SELANGOR LOCATION TEL : TERENGGANU LOCATION TEL :
22 Sri Kota Specialist Klang 03-3375 7799 1 Kuala Terengganu Kuala 09-637 8888
Medical Centre Specialist Hospital Terengganu
23 Sungai Long Medical Kajang 03-9010 3788
Centre
24 Taman Desa Medical Jalan Klang 03-7982 6500 JOHOR LOCATION TEL :
Centre Lama
26 The Tun Hussein Onn Petaling Jaya 03-7718 1588 1 Columbia Asia Nusajaya 07-233 9999
National Eye Hospital Hospital - Iskandar
Puteri
27 Tung Shin Hospital Jalan Pudu 03-2037 2288 2 Kempas Medical Johor Bahru 07-236 8999
Centre
28 UITM Private Sungai Buloh 03-6144 1600 3 KPJ Bandar Maharani Muar 06-956 4500
Specialist Centre Specialist Hospital
29 UM Specialist Centre Lembah Pantai 03-7841 4000 4 KPJ Kluang Utama Kluang 07-771 8999
Specialist Hospital
5 KPJ Pasir Gudang Pasir Gudang 07-257 4000
Specialist Hospital
PENANG LOCATION TEL : 6 KPJ Puteri Specialist Johor Bahru 07-223 3377
Hospital
1 Bagan Specialist Butterworth 04-332 2800 7 Medical Specialist Johor Bahru 07-224 3888
Centre Centre - Wisma Maria
2 Gleneagles Penang George Town 04-222 9111 8 Putra Specialist Batu Pahat 07-413 3333
Hospital - Batu Pahat
3 Island Hospital George Town 04-228 8222
4 KPJ Penang Specialist Bukit Mertajam 04-548 6688 SABAH LOCATION TEL :
Hospital
5 Lam Wah Ee Hospital George Town 04-652 8888 1 KPJ Sabah Specialist Kota Kinabalu 088-322 000
Hospital
6 Loh Guan Lye George Town 04-238 8888 2 Rafflesia Medical Kota Kinabalu 088-272 620
Specialists Centre Centre
7 Penang Adventist George Town 04-222 7200
Hospital
SARAWAK LOCATION TEL :
KEDAH LOCATION TEL : 1 Borneo Medical Kuching 082-507 333

Centre
1 Pantai Hospital Sg Petani 04-442 3888 2 KPJ Kuching Specialist Kuching 082-365 777
Laguna Merbok Hospital
2 Metro Specialist Sg Petani 04-423 88 3 Miri City Medical Miri 085-426 622
Hospital Centre
3 Putra Medical Centre Alor Setar 04-734 2888 3 4 Timberland Medical Kuching 082-234 466
Centre
4 5 Rejang Medical Sibu 084-323 333
Centre
KELANTAN LOCATION TEL : 5 6 Columbia Asia Bintulu 086-251 888
Hospital - Bintulu
1 Kota Bharu Medical Kota Bharu 09-743 3399 6
Centre
86 | P a g e
AEON CO. (M) BHD.
Appendix 4
4.1 Admission & GL Request Flow – Government Hospital
4.2 Admission & GL Request Flow – Private Hospital
87 | P a g e
AEON CO. (M) BHD.
4.3 Discharge Flow
88 | P a g e

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DEPARTMENT: HUMAN RESOURCES

Document Title: EMPLOYEE HANDBOOK

ÆON CO. (M) BHD.

1st AUGUST 2022

DOCUMENT VERSION CONTROL

DATE VERSION NO. REMARKS CREATED / CHANGED BY

REVIEWED BY: APPROVED BY:

DATE: 01/08/2022 DATE: 01/08/2022

17. OUTSIDE TRAINING CLAIMS AND ALLOWANCES ..................................................................... 40

49. OTHERS .................................................................................................................................... 71

ÆON’S CORPORATE COMMITMENT

‘ÆON’: A Future of Limitless promise

At ÆON, we are concerned with life as a whole.

At ÆON, our approach is open and dynamic.

ÆON BASIC PRINCIPLES

ÆON’s basic principles are the following:

The ÆON Code of Conduct Commitment

3. ÆON people actively seek out ways to exceed customer expectations.

ÆON PROMISE TO ITS CUSTOMERS

ÆON’s never-ending mission is to make a positive contribution to customer lifestyles.

At ÆON, our first priority is to ensure customer’s safety.

Our customers enjoy a level of assurance only ÆON can offer.

At ÆON, we offer high-quality products and services at reasonable prices.

ÆON AND ITS PARTNERS

ÆON and the Local Community.

At ÆON, we work in partnership with the local community to promote environmental

ÆON and Its Business Partners.

ÆON and Its Shareholders.

TOGETHER WITH ÆON PEOPLE

You are ÆON.

You are ÆON.

Advancing together with ÆON people.

Now begins a new chapter in the history of ÆON.

ÆON PEOPLE ARE IRREPLACEABLE ASSETS

ÆON people are irreplaceable assets.

We will continue to work together toward a “future of limitless promise.”

ÆON CODE OF CONDUCT HOTLINE

Let’s work together to keep these rules and values.

User ID: S9967

PART II – EMPLOYMENT TERMS & CONDITIONS

1. PROBATION AND CONFIRMATION

2. RESIGNATION AND TERMINATION OF EMPLOYMENT

Employee Grade Notice Period

Grade J1 (MT only), J2 and above 1 month

Grade G1 Contract 1 week (First Contract) /

Grade G Part Time 1 week

Employee Grade Notice Period

Grade J3 Pharmacist (Full Time) 3 months

Grade J3 Pharmacist (Locum / Contract) 1 month

Grade G Part Time 1 week

2.2 Termination of Employment

3.4 Performance Evaluation Roadmap

3.5 Element of Performance Evaluation

Required Not Required

4. PROMOTION, PROGRESSION, AND APPOINTMENT

4.3 Eligibility for promotion, progression, and appointment:

Criteria / Requirement Eligible Not

5.4 Salary & Allowance Changes:

5.6 Eligibility for transfer / relocation: