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10CS/PPM/2026/001  ·  Revised Draft  ·  23 April 2026

📋 People Policies Manual

People Policies
Manual

High-level policy statements on employment-related matters and the standards of 

conduct expected of all personnel who work for or represent 10 Creative Solutions 

Sdn Bhd.

Version: Revised Draft

Policies: 20

Effective: 2026

Introduction

About This Manual

10 Creative Solutions Sdn Bhd recognises that clear, fair and well-written people policies support trust, accountability, consistency and a respectful working environment. This manual sets out high-level policy statements on employment-related matters — it is not a procedure manual and does not replace detailed work instructions, contracts or controlled departmental documents.

Guiding Principles

  • Integrity in conduct and decision-making
  • Respect for people, customers, partners and the public
  • Responsibility, accountability and professional discipline
  • Innovation, learning and continual improvement
  • Security, privacy and sustainability

Core Values

  • Ethical behaviour and honesty
  • Ownership and reliability
  • Professional excellence and service quality
  • Collaboration, communication and punctuality
  • Fairness, inclusion and mutual respect
  • Knowledge sharing and capability development
  • Customer focus and value creation

Culture

  • A respectful and non-toxic workplace
  • Constructive feedback and open communication
  • High standards with practical execution
  • Teamwork, self-discipline and self-care
  • Responsible use of technology and information
  • A culture that supports improvement, integrity and good judgment

Policy Statements

People Policy Statements

The following 20 sections state the Company’s policy position on core people-related matters.

4.1 Onboarding
The Company is committed to providing a structured onboarding experience that equips new personnel with the information, access, guidance and support required for role clarity and early productivity.
  • Aligned to approved role requirements and legitimate business need
  • Covers role expectations, values, conduct and security awareness
  • System access and assets controlled and proportionate to role
  • Promotes inclusion, professionalism and a positive first impression
4.2 Attendance and Working Hours
Personnel are expected to observe approved working arrangements, attend reliably, be punctual, and communicate promptly when unable to report for duty.
  • Working arrangements shall be clearly communicated and observed
  • Time and attendance records shall be accurate and honest
  • Personnel shall not misrepresent attendance or availability
  • Attendance concerns managed constructively through proper channels
4.3 Allowances, Claims and Reimbursements
Approved allowances and qualifying business expenses shall be reimbursed where reasonable, properly supported and aligned with approved terms — handled with care, accuracy and integrity.
  • Allowances subject to approved business purpose and documentation
  • Claims must be complete, accurate and submitted through proper channels
  • Personal or unsupported expenditure shall not be treated as business claims
  • Company may review, verify or decline non-compliant claims
4.4 Leave
Leave shall be managed in a manner that balances employee needs, business continuity, fairness, role requirements and approved entitlement arrangements.
  • Leave requested, recorded and managed through approved arrangements
  • Approvals consider operational needs, fairness and nature of request
  • Personnel shall provide timely and honest leave-related information
  • Misuse or misrepresentation of leave is inconsistent with this policy
4.5 Workplace Attire & Company Assets
Personnel shall present themselves professionally and use Company assets responsibly, safeguarding them appropriately and protecting the Company’s information, property and reputation.
  • Attire shall remain professional and appropriate to work context
  • Company assets used primarily for authorised business purposes
  • Personnel shall take reasonable care to protect assets from misuse
  • All Company property returned upon separation when required
4.6 Hybrid and Remote Work
Hybrid and remote work are not automatic entitlements. Where permitted, they shall be based on business need, role suitability, security considerations and management approval.
  • Work arrangements shall support productivity and accountability
  • Remote personnel subject to same conduct and security expectations
  • Remote access to systems remains controlled and appropriate
  • Company may adjust arrangements based on operational requirements
4.7 Learning and Development
The Company values continuous learning and may support training and professional development where relevant to the employee’s role, future capability or organisational need.
  • Training decisions consider role relevance, priorities and budget
  • Personnel must participate seriously and apply learning responsibly
  • Company may set reasonable conditions for sponsored learning
  • Learning is a shared responsibility between Company and employees
4.8 Recruitment, Hiring and Internal Mobility
Recruitment and internal movement practices shall be ethical, objective and aligned with business need. Selection decisions shall be based on merit, capability and suitability.
  • Vacancies managed through approved internal hiring arrangements
  • Selection decisions evidence-based and free from improper bias
  • Confidentiality maintained throughout recruitment processes
  • Internal mobility supported where aligned to capability and need
4.9 Probation and Confirmation
Probation shall be used to assess performance, conduct, capability, reliability and overall suitability. Confirmation shall not be assumed until formally communicated.
  • Provides structured opportunity for feedback, development and assessment
  • Confirmation decisions based on role-related evidence and standards
  • Approved probation extensions may be considered where required
  • Probation decisions handled fairly, respectfully and consistently
4.10 Conduct, Discipline and Separation
Personnel shall act professionally, lawfully and honestly. Conduct concerns may result in corrective, disciplinary or separation measures that are fair, proportionate and properly considered.
  • Conduct expectations apply during work and when using Company resources
  • Disciplinary matters considered on facts, seriousness and evidence
  • Employment separation managed respectfully and in an orderly manner
  • Confidentiality and handover obligations apply during separation
4.11 Policy Compliance and Process Adherence
All personnel are expected to comply with this manual and other approved policies, standards and process documents. Approved processes exist to support consistency and accountability.
  • Leaders expected to model compliance and reinforce standards
  • Personnel shall seek clarification where policy is unclear
  • Approved exceptions managed through proper authority
  • Feedback for improvement encouraged through review mechanisms
4.12 Data Privacy, Confidentiality and Information Security
The Company is committed to handling personal data and confidential information responsibly. Information shall be accessed only for authorised purposes with appropriate safeguards.
  • Access based on approved need-to-know and business need principles
  • Credentials, devices and records protected appropriately
  • Improper disclosure or insecure handling of information is prohibited
  • Confidentiality expectations continue after employment ends
4.13 Equality, Inclusion and Respect at Work
The Company is committed to treating people with dignity and respect. Conduct that humiliates, intimidates, bullies or harasses others is inconsistent with Company values.
  • Workplace culture based on respect, civility and inclusion
  • Employment decisions made fairly and without improper bias
  • Concerns relating to harassment or unfair treatment taken seriously
  • Retaliation against good-faith concerns is not acceptable
4.14 Financial Integrity, AML and Anti-Bribery
The Company does not tolerate bribery, corruption, facilitation payments or falsified claims. Personnel are expected to act honestly and avoid conflicts of interest.
  • Payments, gifts and procurement managed transparently
  • Personnel shall avoid actual or perceived conflicts of interest
  • Concerns about suspicious activity raised through approved channels
  • Higher expectations on those who approve or oversee transactions
4.15 Speak-Up and Non-Retaliation
The Company encourages personnel to raise genuine concerns relating to misconduct, unethical behaviour, integrity issues or safety matters. Concerns raised in good faith shall be handled responsibly.
  • Concerns should be raised promptly through approved channels
  • Reports should be made honestly and in good faith
  • No retaliation against a person for raising a genuine concern
  • Knowingly false reports are inconsistent with this policy
4.16 Consent for Photography and Audio
The Company may photograph or record for legitimate business purposes, subject to appropriate consent and privacy considerations. Personnel shall use such materials responsibly.
  • Recordings used only for legitimate and approved purposes
  • Privacy, dignity and context taken into account
  • Unauthorised recording or sharing may breach this policy
  • Storage and access of recordings subject to Company controls
4.17 Work Orders and Authority to Act
Only personnel with relevant delegated authority may issue or approve work-related commitments on behalf of the Company. Commitments shall be managed through approved channels.
  • Personnel shall not make unauthorised commitments on behalf of the Company
  • Work instructions align with approved authority and governance
  • Escalate through proper channels before acting where unclear
  • Clear records of approved commitments shall be maintained
4.18 Additional Hours and Time-Off in Lieu
Where business needs require work beyond normal arrangements, such time shall be managed through approved authority. Additional hours do not automatically create entitlement.
  • Additional hours planned, approved and recorded through proper channels
  • Personnel shall not misstate or inflate time worked
  • Leaders shall manage workloads responsibly and proportionately
  • Recovery time managed fairly with regard to operational continuity
4.19 Social Media and External Communications
Personnel shall use social media and external channels responsibly. Confidential information shall not be disclosed, and the Company shall not be misrepresented through personal communications.
  • Confidential or sensitive information not shared without authorisation
  • Personal views not presented as official Company positions
  • Online conduct that is abusive, misleading or damaging is prohibited
  • Brand and public-facing communications follow approved governance
4.20 Policy Governance, Review and Amendments
This manual shall be managed as a controlled document and reviewed periodically or where required by organisational change, legal developments or audit observations.
  • Policy changes made in a controlled and traceable manner
  • Only approved versions shall be treated as authoritative
  • Obsolete versions managed appropriately
  • Policy governance supports clarity, consistency and continual improvement

Conclusion

This People Policies Manual establishes the Company’s policy position on key people-related matters in a clear, high-level and governance-focused format. All personnel are expected to read, understand and act in a manner consistent with these policy statements, together with the controlled documents, role requirements and delegated authorities that apply to their work.