Targetbase Integrated Pte Ltd
Registration 200811112k
Our objective is to provide a simple reference point for all employees of Targetbase Insourcing and Targetbase Integrated employees on our workplace policies for both routine and one-off situations. We are committed to driving a positive Team Culture and ensuring and ensuring every member of our Team has easy access to their workplace benefits and our policies.
Targetbase Workplace Policies apply to all employees, Applicants for employment, Interns, (paid or unpaid), Contractors and any individaul conducting business with Targetbase Insourcing and Targetbase Integrated.
Targetbase Intergrated Pty Ltd is committed to ensure the safety of its employees in light of the COVID 19 (Coronavirus) Pandemic.
Effective immediately the following policies are applicable to staff until further notice:
Targetbase Intergrated Pty Ltd is guided by Singapore Government COVID -19 Policies implemented through The Ministry Of Manpower (MOM). These measures are in place to ensure the health and safety of our valued employees and their families is in the forefront of all decisions we make.
As directed by Ministry Of Manpower TBI employees are to stay at home and work from home until further notice. Those employees that are required to commute to work should be guided by their immediate Managers and Directors at TBI. Furthermore, we strongly recommend employees to telecommute and conduct their work flow from offsite without disruption. However, employees should not assume any specified period of telecommuting as they may be required to return to regular work at any time.
All employees should take necessary steps to reduce transmission of communicable diseases at work place and are reminded to stay at home when not feeling well, wash hands frequently with warm water/soap, disinfect surfaces that are frequently used (cell phones, desk phones, keyboards, door handles and personal work space etc).
TBI directors encourage utilizing telecommuting options where possible.
Cancel or postpone all non – essential face to face meetings, gatherings, workshops and training sessions.
If face to face meeting/s are unavoidable, minimise meeting time, choose large meeting rooms and sit at least 6 feet away from each other and avoid shaking hands and hugging.
Stay home when sick and keep away from others who are sick.
Targetbase prohibits employee discrimination of any kind, including sexual harassment by employees, managers, vendors and customers.
“Sexual Harassment is defined as any harassment based on a person’s sex, such as unwelcome sexual advances, requests for sexual favours, and other verbal or physical harassment of a sexual nature, including offensive remarks about a person’s gender. Both males and females can be victims of sexual harassment”.
Prohibited behaviour includes any behaviour that creates an offensive work environment (Hostile Environment) or that results in an adverse employment decision such as the victim being fired or demoted (Quid pro Quo).
Individuals violating this policy will be subject to discipline, which can include termination of employment.
No person covered by this Policy shall be subject to adverse action because the employee reports an incident of sexual harassment, provides information, or otherwise assists in any investigation of a sexual harassment complaint. Targetbase will not tolerate such retaliation against anyone who, in good faith, reports or provides information about suspected sexual harassment. Any employee of Targetbase who retaliates against anyone involved in a sexual harassment investigation will be subjected to disciplinary action, up to and including termination. All employees or non-employees working in the workplace who believe they have been subject to such retaliation should inform a Director of Targetbase at the earliest opportunity. All employees or non-employees who believe they have been a target of such retaliation may also seek relief in other available forums, as explained below in the section on Legal Protections.
Sexual harassment is offensive, is a violation of our policies, is unlawful, and may subject Targetbase to liability for harm to targets of sexual harassment. Harassers may also be individually subject to liability. Employees of every level who engage in sexual harassment, including managers and supervisors who engage in sexual harassment or who allow such behaviour to continue, will be penalized for such misconduct.
We will conduct a prompt and thorough investigation that ensures due process for all parties, whenever management receives a complaint about sexual harassment, or otherwise knows of possible sexual harassment occurring. At all times Targetbase will keep the investigation confidential to the extent possible. Effective corrective action will be taken whenever sexual harassment is found to have occurred. All employees, including managers and supervisors, are required to cooperate with any internal investigation of sexual harassment.
All employees are encouraged to report any harassment or behaviours that violate this policy.
Employees are required to report any complaint that they receive, or any harassment that they observe or become aware of to a Targetbase director.
Bullying can include the following behaviours:
Unreasonable behaviour includes victimising, humiliating intimidating or threatening. Whether behaviour is unreasonable, can depend on whether a reasonable person might see the behaviour as unreasonable in the circumstances.
Bullying does not include reasonable management action carried out in a reasonable manner.
Reasonable Management action may include:
However, these actions must be conducted in a reasonable manner if there not, they could still be bullying.
Discrimination occurs when a person, or a group of people, is treated less favourably than another person or a group because of their background or certain personal characteristics like race, religions or sex.
Employees who feel victimised in the workplace should report their concern to the Targetbase Directors immediately.
We are committed to proactively support and operate on the anti-bribery and Corruption policies of all our Clients as well as the Countries we are operating in. At Targetbase Integrated (Singapore) our Compliance Officer is responsible for the administration of this along with all our other policies. We have implemented internal control systems we will audit regularly to ensure they are effective in minimising the risk of non – compliance with our policies and operations.
All employees of Targetbase Integrated are required to understand and comply with this policy and should report any breaches or suspicious conduct to the Directors.
TBI prohibits employees engaging in or tolerating Bribery or any other forms of Corruption.
We value that in all forms of our business, “our people” act with honesty and adhere to the highest ethical standards and conduct their business in compliance with relevant legal requirements.
TBI Personnel must not: offer to promise an item of value to influence an official in the government, private sector or a third party in order to provide TBI with business or improper advantage to secure or retain business. This also include requests or acceptance by employees anything of value, furthermore obtain required approvals for donations and sponsorship.
The intention of this policy is to provide guidelines to our staff when dealing in situations of potential corruption and bribery and not to engage in such acts.
This policy applies to all directors, management and employee of TBI Group as well as our customers, suppliers, consultants, distributors, joint venture partners and any other third-party representatives.
TBI and all its employees and Third Parties we deal with in Singapore, are governed by the following Anti-Corruption and Bribery Laws that are in place;
–Singapore Prevention of Corruption Act (PCA)legislation
– UK Bribery Act
-US Foreign Corruption Practices Act:
“All Singapore registered entities, will be subject to the Prevention of corruption Act(PCA) which is the main legislation in Singapore aimed at preventing and punishing, acts of bribery and corruption.
…The PCA also imposes penalties on both givers and receivers of bribes.”
Breaching this policy by personnel is regarded as serious misconduct leading to disciplinary action which may include termination of employment.
The TBI Group does not condone the action nor do we wish to be held liable for any of our personnel who may have made any bribes whilst acting for us to retain or obtain business.
“Red Flags” for potential Risk of Corruption or Bribery of Agent”
“Red Flags”: Examples of such situations may include (but are not confined to)
The source we deal with has a reputation for accepting or demanding bribes, and/or has requested to make or receive a bribe.
The sources have been subject of previous enforcement action(s) for corruption related.
The sources report of its business structure is unusual, incomplete or overly complex with a lack of transparency.
The source provides incomplete, false or misleading business contact information.
Accept payments in cash or through an agent.
An unnecessary middleman is involved in the contract or negotiations.
The source boasts about relationship with government officials.
The agent requests split of purchase to avoid procurement thresholds.
You must ensure that you read, understand and comply with this Anti-Corruption Policy as well as any future updates and other materials issued from time to time as part of the TNI’S efforts to address and prevent corruption and to be compliant.
TBI management encourages openness and will support anyone who raises a genuine concern in good faith under this policy, even if the issue under review is found to be compliant. TBI is committed to ensuring no one suffers detrimental treatment as a result of raising such concerns. Detrimental treatment would include unfair dismissal, Discrimination action, threats or connected with raising such concerns to the company
All overseas and interstate Business Travel is suspended until further notice. Please seek approval for all travel from your Targetbase Manager before booking.
In the event that you are required to have an expense on official business it is necessary for you to seek approval from your Targetbase Manager prior to the expense being incurred.
You are entitled to 15 working days annual leave which is accrued against any “paid days worked”. This will be accrued at the rate of 15 days for every fully completed calendar year of service. (Pro-rata entitlement for shorter periods). All holiday leave is to be approved by Nick Maclay for Singapore or Sue Hope for Australia. We require that you provide adequate notice when planning and intending to take annual leave (ie: for leave requests of more than 5 days, the required advice period is 4 weeks. This is to assist with resource planning). All leave entitlement must be taken within the year of your Contract.
To submit or check your leave please login using this link Zoho Leave
You can access Zoho from a mobile device as well as your laptop.
Please use this link if you need to access the Zoho User Guide Zoho User Guide
Please use this link if you need help on how to record and submit expenses Zoho Submitter’s view
You are entitled to sick or carer leave during the term of your contract. If you do need to take sick leave or carer leave, please ensure you advise your Targetbase manager either before or on the day, and on your return to duties. If you are unable to report to work, the employment act requires you to inform your employer (Targetbase) within 48 hours. You also need to submit your medical certificate (MC) when you submit your Sick Leave request.
Ministry of Manpower Medical Leave entitlements are shown below.
Medical leave entitlements are as outlined by the Employment Act which requires you to inform your employer within 48 hours.
To submit or check your leave please login using this link Zoho Leave
You can access Zoho from a mobile device as well as your laptop.
Please use this link if you need to access the Zoho User Guide Zoho User Guide
Please use this link if you need help on how to record and submit expenses Zoho Submitter’s view
Salary is calculated and paid monthly, in arrears. That is, your pay at the end of each month will cover the month just completed up to and inclusive of the last day of that month. You will be paid around the fifth working day of the following month (may vary when month end falls on a weekend or long weekends/public holidays).
Pay Slips will be emailed to you once the monthly payroll has been processed. A PAYG Payment Summary will be supplied at the end of the Taxation year. You will need this to complete your annual taxation return.
All annual leave is to be taken during your contract period. Any leave that has not been taken will be forfeited.
At the end of your contract period you will be required to surrender any key-passes and your access to the office and network will be disabled.
At the end of your contract period you will be required to surrender all equipment that was issued to you by Targetbase. Please ensure that you remove any personal information prior to surrendering any equipment as you will not be able to retrieve this information once the contract has expired.
Targetbase prohibits employee discrimination of any kind, including sexual harassment by employees, managers, vendors and customers.
“Sexual Harassment is defined as any harassment based on a person’s sex, such as unwelcome sexual advances, requests for sexual favours, and other verbal or physical harassment of a sexual nature, including offensive remarks about a person’s gender. Both males and females can be victims of sexual harassment”.
Prohibited behaviour includes any behaviour that creates an offensive work environment (Hostile Environment) or that results in an adverse employment decision such as the victim being fired or demoted (Quid pro Quo).
Individuals violating this policy will be subject to discipline, which can include termination of employment.
No person covered by this Policy shall be subject to adverse action because the employee reports an incident of sexual harassment, provides information, or otherwise assists in any investigation of a sexual harassment complaint. Targetbase will not tolerate such retaliation against anyone who, in good faith, reports or provides information about suspected sexual harassment. Any employee of Targetbase who retaliates against anyone involved in a sexual harassment investigation will be subjected to disciplinary action, up to and including termination. All employees or non-employees working in the workplace who believe they have been subject to such retaliation should inform a Director of Targetbase at the earliest opportunity. All employees or non-employees who believe they have been a target of such retaliation may also seek relief in other available forums, as explained below in the section on Legal Protections.
Sexual harassment is offensive, is a violation of our policies, is unlawful, and may subject Targetbase to liability for harm to targets of sexual harassment. Harassers may also be individually subject to liability. Employees of every level who engage in sexual harassment, including managers and supervisors who engage in sexual harassment or who allow such behaviour to continue, will be penalized for such misconduct.
We will conduct a prompt and thorough investigation that ensures due process for all parties, whenever management receives a complaint about sexual harassment, or otherwise knows of possible sexual harassment occurring. At all times Targetbase will keep the investigation confidential to the extent possible. Effective corrective action will be taken whenever sexual harassment is found to have occurred. All employees, including managers and supervisors, are required to cooperate with any internal investigation of sexual harassment.
All employees are encouraged to report any harassment or behaviours that violate this policy.
Employees are required to report any complaint that they receive, or any harassment that they observe or become aware of to a Targetbase director.
Bullying can include the following behaviours:
Unreasonable behaviour includes victimising, humiliating intimidating or threatening. Whether behaviour is unreasonable, can depend on whether a reasonable person might see the behaviour as unreasonable in the circumstances.
Bullying does not include reasonable management action carried out in a reasonable manner.
Reasonable Management action may include:
However, these actions must be conducted in a reasonable manner if there not, they could still be bullying.
Discrimination occurs when a person, or a group of people, is treated less favourably than another person or a group because of their background or certain personal characteristics like race, religions or sex.
Employees who feel victimised in the workplace should report their concern to the Targetbase Directors immediately.
Established in 2008, Targetbase has a strong track record in assisting major organisations to create, implement and manage marketing programs and campaigns that achieve results. We are specialists in developing and implementing effective, integrated marketing communications.
