Biocon Handbook PDF

Biocon Sdn Bhd
Employee Handbook
Employee Handbook 2.1
Biocon Sdn Bhd Employee Handbook
The purpose of this Handbook is to serve as a comprehensive guide on all aspects of the terms and
conditions of employment to an existing member of staff or a newcomer. It also serves as a quick
reference on all questions related to the company’s principles, rules, benefits and policies.
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CONTENTS
PREFACE: PURPOSE OF THIS HANDBOOK 5
SECTION 1: DEFINITIONS
Definitions & Interpretation 6
SECTION 2: ABOUT US
Our Parent Company 7
Biocon Sdn Bhd 9
SECTION 3: BIOCON’S LEADERSHIP TEAM 11

MALAYSIA LEADERSHIP and SYNGENE LEADERSHIP 14
SECTION 4: MISSION, VISION AND VALUES 15
SECTION 5: BIOCON’S EVOLUTION – INNOVATING TO CREATE SUSTAINABLE VALUE 16
SECTION 6: BIOCON FACTSHEET 17
BIOCON INOVATION MILESTONES 19
SECTION 7: OUR BUSINESS VERTICALS

BIOLOGICS 20
BRANDED FORMULATIONS 21
SMALL MOLECULES 21
RESEARCH SERVICES 22
SECTION 8: KEY AWARDS 23
SECTION 9: YOUR RIGHTS, ENTITLEMENTS & BENEFITS
1. Employment 25
2. Work Hours Schedule/Matrix 25
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3. Attendance 26
4. Public Holidays 28
5. Variable Allowances 29
5.1 Shift Allowance 29

5.2 Additional Transport Allowance 29
6. Type of Leave 30
6.1 Annual Leave/Casual Leave 30
6.2 Sick Leave/Hospitalization Leave 32
6.3 Compensatory Off 33
6.4 Marriage Leave 33
6.5 Maternity Leave 34
6.6 Paternity Leave 34
6.7 Compassionate Leave 34
7. Type of Benefits
7.1 Medical Benefits & Insurance Coverage 35
7.2 Annual Medical Check Up 36
7.3 Other Benefits
7.3.1 Mileage Claim 36
7.4 Marriage Benefit 37
7.5 New Born Benefit 37
7.6 Benevolent Benefit 37
SECTION 10: YOUR CONDUCT

8.1 Integrity 38
8.2 Code of Conduct 38
8.3 Workplace Conduct 39
8.4 Prevention of Sexual Harassment 41
SECTION 11: DISCIPLINARY & GRIEVANCE PROCEDURE

9. Grievance procedure 43
10. Disciplinary process and consequences 45
SECTION 12: PERFORMANCE MANAGEMENT PROGRAM (PMP) & CAREER DEVELOPMENT 50
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ANNUAL PERFORMANCE APPRAISAL PROCESS 52
SECTION 13: LEAVING BIOCON SDN BHD 57
ANNEXURE A 59
ANNEXURE B 60
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PREFACE: PURPOSE OF THIS HANDBOOK

Welcome to Biocon Sdn Bhd family!
We are happy to have you amidst us and we look forward to working together with you to fulfill our
organizational goals.
This Handbook has been written to give you the answers to those most frequently asked questions about human
resources policies and benefits, what we expect from you, and what you may expect of us in our combined
efforts to build a world class organization.
Use this Handbook, to refer, seek answers to your questions and incase of any doubt, talk to your Functional
Head (FH), Head of Department (HOD) or the Human Resource Department (HRD).
We value and respect our people. By encouraging diversity, transparency, trust and openness within the
organization, we aim to further our personal and professional development. We have created a work
environment that enables us to work hard, work together and share rewards.
If you require any further information on any of the matters covered in this Handbook you could refer the digital
version of this Handbook as well as all related and required forms and documents can be found online on the
intranet portal of Biocon Sdn Bhd. Please use the following link: https://www.biospace.biocon.com
Welcome aboard!
Human Resources Team
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SECTION 1: DEFINITIONS
DEFINITIONS & INTERPRETATION
1.1 The following terms in this Employee Handbook (EH) shall mean and be interpreted to convey the
meanings ascribed thereto unless otherwise expressly stated.
1.2 The word “Company” shall mean Biocon Sdn Bhd.
1.2.1 Any reference in this EH to a statute, enactment, statutory provision or applicable Malaysian laws shall
include that provision and any regulation made in pursuance thereof as from time to time modified or
re-enacted, whether before or after the date of coming into force of this EH.
1.3 Words denoting a singular number shall include references to the plural number and vice versa; and
words denoting one gender shall include both genders.
1.4 “Sick leave” may also be referred as ‘medical leave’. Sick Leave can be defined as paid leave granted
upon certification by a Registered Medical Practitioner (RMP) in the event employee is found to be
medically unfit for work for the days as specified in the sick leave certificate issued by the RMP and that
which does not require hospitalization.
1.5 “Compensatory Off” refers to leave given in lieu of a working on an off day, rest day and or a public
holiday.
1.6 Off Day (OD) refers to 6th day on a 5 day week.
1.7 Rest Day (RD) refers to 7th day on a 5 day week.

`
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SECTION 2: ABOUT US
OUR PARENT COMPANY
Biocon: Enhancing Global Healthcare
Biocon Limited is India's largest and fully-integrated, innovation-led biopharmaceutical company. As

an emerging global biopharmaceutical enterprise, it is committed to reduce therapy costs of chronic
diseases like autoimmune, diabetes and cancer. Through its range of novel biologics, biosimilars and
other differentiated products, it is enabling access to affordable healthcare for patients, partners and
healthcare systems across the globe.
Our value proposition, built around differentiation and scale, has enabled us to seek global leadership
to provide access to affordable biopharmaceuticals for patients, partners and healthcare systems
across the globe. Our patient-centric approach and commitment to world-class quality have earned
the trust of partners, doctors, patients, care givers and healthcare ecosystems around the world. Our
aim is to provide our insulin products to ‘one in five’ diabetes patients in need of insulin-based therapy
anywhere in the world. Biocon is poised to emerge as a relevant global enterprise, delivering cutting-
edge innovation that is affordable, available and accessible.
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As an innovation-led, global biopharmaceutical Company, Biocon has earned the distinction of being
the first company from India to have won U.S. FDA approvals for two biosimilars, Trastuzumab and
Pegfilgrastim, and has launched one of these as the first biosimilar Pegfilgrastim in the U.S. Our
biosimilar Insulin Glargine for diabetes was the first biosimilar from India to be approved and launched
in Japan. It is also available in several other emerging markets and has been approved for sale by the
European Commission. We are proud of the fact that we have put India among the frontrunners in the
global biosimilars race.
Biocon's key innovations include an indigenous recombinant human insulin based on proprietary
fermentation technology, Insugen® and insulin analog Glargine, Basalog®. India's first indigenously
produced monoclonal antibody, BIOMAb-EGFR®; the world’s first humanized anti-CD6 monoclonal
antibody, Itolizumab, launched as ALZUMAb™ in India; CANMAb™, the first follow-on biologic
Trastuzumab to be approved anywhere in the world; KRABEVA®, a high quality, world-class biosimilar
Bevacizumab.
Biocon’s commercial footprint extends to over 125+ countries across emerging and developed
markets. The company has a multicultural workforce of over 6000 people and is ranked among The
Top 10 global biotech employers. The company’s businesses are represented by four powerful growth
accelerators: Small Molecules: APIs & Generic Formulations, Biologics: Novels & Biosimilars, Branded
Formulations and Research Services, represented by its subsidiary Syngene.
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Biocon in Malaysia
Asia's largest Integrated Insulins Manufacturing Facility
Biocon has, over the years, adopted an effective strategic framework for innovation that involves
symbiotic partnerships around the world. This philosophy led Biocon to build its first overseas facility
in Malaysia with the aim of generating value for both Biocon and the Malaysian biotechnology sector.
Through our subsidiary Biocon Sdn. Bhd., we set up the largest integrated insulins manufacturing and
R&D facility in Asia at Johor, the new regional biotechnology hub of Asia. Built with an investment of
around USD 300 million, this is the largest investment in the Malaysian biotechnology sector to date.
The site houses a state-of-the-art R&D center and highly automated Drug Substances and Drug
Products facilities for manufacturing vials, cartridges and syringes.
We employ over 550 employees at Biocon Malaysia, which is a great destination for biotech
professionals. Biocon has been working closely with local government agencies since 2010 and is
making a significant contribution to build the biotechnology industry in Malaysia.
Biocon’s recombinant human Insulin is the first locally manufactured biosimilar product approved for
sale in Malaysia. Commercial operations of the Johor facility commenced in 2016 and since then we
are supplying insulin products to the Ministry of Health, Government of Malaysia, enabling access to
high quality, safe and affordable insulins to people with diabetes in Malaysia.
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Company is developing an insulin analogs portfolio for other developed markets like US and Europe.
The Malaysia facility will further augment Biocon’s capabilities to cater to the global needs of
affordable insulin and insulin analogs for people with diabetes.
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SECTION 3: BIOCON LEADERSHIP TEAM
Ms. Kiran Mazumdar Shaw

Chairperson & Managing Director
Mr. John Shaw

Vice Chairman and Non-Executive Director
Dr. Arun Chandavarkar

Chief Executive Officer & Joint Managing Director
Mr. Siddharth Mittal

Chief Financial Officer
Dr. Narendra Chirmule

Head, R&D
Mr. Shreehas P Tambe

Chief Operating Officer, Biocon Biologics
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Mr. Paul V Thomas

Chief Commercial Officer, Biocon Biologics
Mr. Prasad BSV

Chief Operating Officer, Biocon Generics & APIs
Mr. Abhijit Zutshi

Commercial Head, Biocon Global Generics
Mr. Nehal Vora

Commercial Head, Biocon Global APIs
Mr. Suresh Subramanian

Head, Branded Formulations India
Mr. Sriram A.V.

Head, Quality
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Mr. Amitava Saha

Head, Human Resources
Ms. Seema Shah Ahuja

Global Head – Corporate Communications
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Malaysia Operations
Mr. Kiran Kumar Gandhirajan

Head, Biocon Malaysia Operations
Mr. Vikas Jain

Chief Financial Officer, Malaysia
Research Services – Syngene International
Mr. Jonathan Hunt

Chief Executive Officer
Syngene International
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SECTION 4: MISSION, VISION AND VALUES
VISION
To enhance global healthcare through innovative and affordable biopharmaceuticals for patients, partners and
healthcare systems across the globe
MISSION
To be an integrated biotechnology enterprise of global distinction. Essential to this mission is excellence in:
 Intellectual asset creation through discovery, research and development

 State-of-the-art manufacturing capabilities
 Internationally benchmarked quality and regulatory systems
 New medical insight through disease specific clinical research
 Customer relationship through outstanding products and services
 Human resource development through training, mentoring and empowering
 Management of research and business partnerships
VALUES
 Integrity and Ethical Behavior

 Performance driven work culture
 Value Creation through Innovation & Differentiation
 Quality through Compliance & Best Practices
 Collaboration, Team Work & Mutual Respect
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SECTION 5
BIOCON’S EVOLUTION – INNOVATING TO CREATE SUSTAINABLE VALUE
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SECTION 6: BIOCON FACTSHEET
A Credible Biopharma Enterprise
Biocon Limited is India's largest and fully-integrated, innovation-led biopharmaceutical company. As an

emerging global biopharmaceutical enterprise, it is committed to reduce therapy costs of chronic
diseases like autoimmune, diabetes, and cancer. Through innovative products and research services it
is enabling access to affordable healthcare for patients, partners and healthcare systems across the
globe. It has successfully developed and taken a range of Novel Biologics, Biosimilars, differentiated
Small Molecules and affordable Recombinant Human Insulin and Analogs from 'Lab to Market'. Some
of its key brands are INSUGEN® (rh-insulin), BASALOG® (Glargine), CANMAb™ (Trastuzumab), BIOMAb-
EGFR® (Nimotuzumab), ALZUMAb™ (Itolizumab) and KRABEVA® (Bevacizumab). It has a rich pipeline of
Biosimilars and Novel Biologics at various stages of development including Insulin Tregopil, a high
potential oral prandial insulin.
 ~1,355 patent applications filed globally*

 ~1,120 Patents granted*
 ~675 Trademark Registrations*
 9 Biologics including 2 Novels and 7 Biosimilars taken from Lab to Market
 Key Brands : Insugen®, BASALOG®, ALZUMAb™, BIOMAb EGFR®, CANMAb™, KRABEVA®
 ~125+ countries where our products are available
 25+ cGMP approvals from international regulatory agencies*
 Key regulatory approvals from US, EU, Japan, France, Brazil, Mexico, Turkey, GCC etc.
*As of 31 March 2018
Industry Leadership:
 India’s first and largest publicly listed Biotech Company.

 Biocon & partner Mylan's product is the first biosimilar Trastuzumab to be approved by the US
FDA.
 Biocon & partner Mylan’s product is the first biosimilar Pegfilgrastim approved and launched
in US.
 Biocon and partner Mylan are among the first few to get approval for biosimilar Insulin
Glargine from the European Commission.
 Our Insulin Glargine, a long-acting insulin analog, is the first biosimilar from India to be approved
and launched in Japan.
 Developed India’s first indigenous rh-Insulin, Insugen® in 2004, which is the largest Indian
Insulins brand and Basalog® is the largest Indian Insulin Glargine Brand.
 Developed and launched India’s first Novel Biologic, BIOMab-EGFR®, for head and neck cancer.
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 Developed novel first-in-class anti-CD6 humanized monoclonal antibody, Itolizumab, which has
been launched as ALZUMAb™ for the treatment of chronic plaque psoriasis in India.
 CANMAb™, launched in India in 2014, is the first biosimilar Trastuzumab to be approved
anywhere in the world.
 Biocon is the largest Asian insulins player and one of the Top 3 global players of biosimilar
insulins in volume terms.
 Biocon is the world’s largest statins manufacturer; its drug substance is being used to produce
‘one in every three’ statin pills globally.
 Developing Insulin Tregopil, a novel 'first-in-class' oral prandial insulin
 Biocon is among the highest R&D spenders in India;
 Biocon is ranked amongst Top 10 Global Biotech Employers by prestigious US-based Science
magazine.
Key Brands: Insugen®, INSUPen® Basalog®, Basalog One™, ALZUMAb™,

, BIOMAb EGFR®, CANMAb™, Cytosorb™
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BIOCON’S INNOVATION MILESTONES
For details related to Milestones and History, click:

http://www.biocon.com/biocon_aboutus_awards.asp
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SECTION 7: OUR BUSINESS VERTICALS
BIOLOGICS
The Biologics vertical comprises of our portfolio in Novel Biologics and Biosimilars. Biocon has leveraged
its core strength of fermentation technology to develop a wide portfolio of generic Insulins and Analogs,
biosimilar Monoclonal Antibodies (MAbs) and recombinant proteins. We have emerged as a significant
global player by reinforcing our scale, competence and pioneering technology capabilities.
BIOSIMILARS NOVEL MOLECULES
* In-House program
#
BVX-20 with Vaccinex
$
QPI-1007 licensed from Quark Pharma.
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BRANDED FORMULATIONS
Our Branded Formulations business in India and UAE focusses on specialty products for chronic diseases
like diabetes, cancer and autoimmune. The UAE business sells Branded generics and in-licensed
Branded products. The focus on anchor brands in Metabolics and Oncotherapeutics like Insugen®,
Basalog®, BIOMAb EGFR®, CANMAb™, and ALZUMAb™ has enabled them to maintain their positions
among the ‘Top Three’ brands in their respective segments. A combination of products, patients and
physician support programs have enabled us to achieve market leadership in the therapeutic areas of
Diabetology, Oncology, Immunology and Critical Care.
SMALL MOLECULES
Biocon is one of the leading global suppliers of complex small molecule APIs spanning statins,
antiobesity agents, immunosuppressants and narrow-spectrum antibiotics / antifungals. Our products
are sold to third party customers who in turn formulate and sell the finished dosages in global
markets including the U.S., Europe and large emerging markets.
Key APIs Portfolio

A. Statin basket: Simvastatin, Pravastatin, Atorvastatin, Rosuvastatin, & Fluvastatin
B. Immunosuppressants basket: Tacrolimus, Sirolimus, Everolimus, Mycophenolate
Mofetil (MMF) & Mycophenolate Sodium (MPA)
C. Other key products: Orlistat, Fidaxomicin
Biocon is extending its Small Molecules business to build a portfolio of complex Generic Formulations,
which will establish Biocon as a high quality player in niche segments. The pipeline comprises of oral
solids and parenteral formulations in both potent and non-potent categories of compounds in the core
therapeutic areas of Metabolics, Oncology, and Auto-immune indications.
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RESEARCH SERVICES
Our publically listed subsidiary, Syngene International Limited, is India’s largest Contract Research
Organization (CRO). Syngene started as India’s first CRO and has over the years built global reputation
as an end-to-end drug discovery and development services provider for novel molecular entities to the
global life sciences sector. It provides integrated discovery, development and manufacturing services
for novel molecules across multiple platforms including small molecules, large molecules, Antibody-
Drug Conjugates and Oligonucleotides.
Syngene brings together a state-of-the-art infrastructure spread across 1.3 mn sq ft and a pool of over
3500 scientists, to help R&D focused organizations achieve better R&D efficiency and reduce
development time.
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SECTION 8: KEY AWARDS
 Kiran Mazumdar-Shaw receives the Padma

Shri, one of India’s most prestigious Civilian
Awards, for pioneering biotechnology in
India in 1989.
 Kiran Mazumdar-Shaw receives Padma

Bhushan, one of India’s Highest Civilian
Awards, in 2005.
 Biocon ranked among Top 20 Indian

companies in Forbes ‘Best Under A Billion’
list in 2009.
 Biocon features in Science Careers

magazine's list of Top 20 Global Employers
in Biopharma in 2012.
 Biocon wins Excellence in Environmental

Management Award in 2012.
 Biocon’s ALZUMAb™ wins BioSpectrum BioPharma ‘Product of the Year’ Award and Sir J. C. Bose
Memorial Award (Institutional category) from Indian Science Monitor in 2013.
 Biocon wins Thomson Reuters ‘Indian Innovation Award’ for focus on innovation in drug
affordability in 2014.
 Kiran Mazumdar-Shaw receives Othmer Gold Medal and Kiel Global Economy Prize for Business in
2014.
 Kiran Mazumdar-Shaw named among the ‘100 Leading Global Thinkers of 2014’ by US-based Foreign
Policy magazine.
 Biocon Foundation gets 'Asia Best CSR Practices Award 2014' for 'Cervical Cancer Screening
Programme' in 2014.
 Biocon wins The Greentech Environment Gold Award for Excellence in Environment Management in
2015.
 Biocon wins Golden Peacock Award for Corporate Social Responsibility in 2015.
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 Biocon Foundation is recognized for Outstanding Contribution to Public Health by WHO India in
2015.
 Kiran Mazumdar-Shaw features in ‘The Worldview 100’ list of prestigious U.S based Scientific
American magazine in 2015.
 Kiran Mazumdar-Shaw ranked 2nd in Global ‘Medicine Maker Power List’ 2015 published by UK-
based The Medicine Maker magazine.
 Biocon features in ‘Asia IP Elite’ 2016 List in 2016; the only Indian Pharmaceutical company to be
recognized for IP-led Value Creation.
 Kiran Mazumdar-Shaw felicitated with ‘Advancing Women in Science and Medicine (AWSM)’ Award for
Excellence’ by The Feinstein Institute for Medical Research, USA, in 2017.
 Biocon conferred with the IDMA Margi Memorial Best Biotech Patents Award in 2018
 Kiran Mazumdar-Shaw ranked No. 1 Business Captain in ‘The Medicine Maker Power List 2018’ and
awarded with the US India Business Council Global Leadership Award 2018.
For details related to Awards & Accolades, click:

http://www.biocon.com/biocon_aboutus_awards.asp
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SECTION 9: YOUR RIGHTS, ENTITLEMENTS & BENEFITS
1. EMPLOYMENT
BIOCON Sdn Bhd’s objective is to be a fair and law abiding employer, compliant with the Malaysian Labor
and Employment Laws governing the organization. Towards this objective, Company shall ensure the
following salient points which are as follows: -
1.1.1 The recruitment and hiring of any candidate would be in accordance to the objective as stated above.
1.1.2 Candidates shall be required to undergo pre-employment medical check-up and the decision for hiring
would be primarily based on the medical fitness of the candidate to the role he is being considered for.
1.1.3 BIOCON Sdn Bhd is committed not to hire anyone below the age of sixteen (16) years in compliance with
the Children and Young Persons (Employment) Act 1966 which will also be applicable to BIOCON’s
contractor/s.
1.1.4 Newly recruited employees shall be required to attend an Induction and Training program prior to the
commencement of their duties so as to educate them on their rights and duties as employees of the
Company.
1.1.5 BIOCON Sdn Bhd shall issue Letter of Appointment to employees containing the details of the terms and
conditions of employment which shall be acknowledged by the employees before commencing
employment.
1.1.6 BIOCON Sdn Bhd shall ensure a safe workplace for all employees to prevent accidents and injuries.
1.1.7 BIOCON Sdn Bhd shall ensure fair wages and working hours for all employees and endeavor to provide
its employees with a holistic work environment for their overall growth and development in the
organization to become an equal opportunity employer.
2. WORK HOURS SCHEDULE / MATRIX

The official working days would be 5 days in a week based on the employees’ job function and as
communicated.
2.1 There are two (2) Work Groups in BIOCON SDN BHD as shown below: -
2.1.1 Group 1 (Normal Work) 5 days week
2.1.2 Group 2 (Shift Work) 5 days week [on three (3) rotating shift]
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2.2 The work schedules are as follows: -
Group A Group B
CATEGORY
Normal / Support 1st Shift 2nd Shift 3rd Shift
WORKING DAYS 5-DAY / WEEK
8:30 AM - 5:30 7:00 AM - 4:00 3:00 PM - 12:00 11:00 PM - 8:00

WORKING HOURS
PM PM PM AM
WEEKLY OFF/REST Saturday &

2 (two) day rest
DAY Sunday
10:00 AM - 10:15 9:30 AM -9:45

1st BREAK 5:15 PM - 5:30 PM 1:00 AM - 1:15 AM
AM AM
12:30 PM - 1:00 11:45 AM -12:15

2nd BREAK 7:45 PM - 8:15 PM 3:00 AM - 3:30 AM
PM PM
2ND BREAK (FRI 1:00 PM - 2:30 1:00 PM - 2:30

NA NA
ONLY) PM PM
3:30 PM - 3:45 1:45 PM - 2:00

3rd BREAK 9:45 PM-10:00 PM 5:30 AM -5:45 AM
PM PM
Applicable on Friday for Muslim male employees only
Not applicable on Friday for Muslim male employees only
2.3 Functional Heads (FHs)/HODs shall be responsible in deciding the work schedule of their employees and
share the same with HR.
2.4 Employees are advised to adhere to the work schedules as assigned by FHs / HODs.
3. ATTENDANCE
3.1 Record of employees’ attendance at work are important for the following reasons: -
3.1.1 Acknowledgement of employee’s presence at work;
3.1.2 Processing payroll; and
3.1.3 As documentary evidence in the case of an accident arising out of and in the course of
employment for a claim under the Employees’ Social Security Act, 1969 / Insurance claims.
3.2 BIOCON SDN BHD has introduced Time Management System (TMS - Solus), to capture attendance data
electronically by way of swipe card system.
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3.3 Besides capturing attendance data, the swipe card will also be used for the following: -
3.3.1 To provide employee identity;
3.3.2 To control access to limited/restricted areas within Company’s premises;
3.3.3 To consume one meal in one working day at the Company’s Cafeteria; and
3.3.4 To assist in case of a medical emergency;
3.4 All employees shall swipe card to record their attendance at work. Failure to do so may be treated as
absent from work and may result in non-payment of salary if not supported by raising a manual punch
request online. Manual punch is restricted to 4 per calendar year (Jan – Dec) only.
3.5 If a swipe card is stolen or lost, an employee shall obtain a replacement at the HR for a fee of RM 50.00.
The sum shall be deducted from salary for that month or succeeding month with employee’s consent.
3.6 Every employee is responsible for his own swipe card / attendance. It will be deemed serious misconduct
and disciplinary action taken if an employee is found swiping for another employee.
3.7 Employee level specific attendance related guidelines are as mentioned below
Assistant Manager and below:
3.7.1 Any late in/early out time beyond 15 min shall be counted as ‘short fall hours’. This shall be
accumulated on a monthly basis.
3.7.2 For the accumulated short fall hours in a month beyond 4 hours, proportionate hourly deduction
from basic salary would apply.
3.7.3 When an employee is ‘out of office’, such hours exceeding one hour in a day (factored for lunch)
will also be accumulated for hourly deduction from basic salary.
3.7.4 Any late in/ early out beyond 15 minutes for 3 continuous days or 5 days in a month may attract
disciplinary action.
Deputy Manager and Above
3.7.5 Employees will need to work for total planned hours in the month (based on daily hours for the
number of working days in the month)
3.7.6 Minimum 4 hours of attendance is a must for presence on any day. In case any employee logs less
than 4 hours on a particular day, that day would be considered as unpaid leave unless applied as leave
on availability upon return. Hours logged in less than 4 hours on such day would be added to total hours
logged for the attendance month.
3.7.7 For any short fall hours during the month, leave would be reduced in multiples of half a day (CL
followed by AL) to avoid LOP.
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4. PUBLIC HOLIDAYS (PH)
4.1 Company has declared eighteen (18) gazetted public holidays as follows: -
New Year Day 1 Day

Hari Raya Puasa 2 Days
Chinese New Year 2 Days
Deepavali 1 Day
Christmas 1 Day
Hari Raya Haji 1 Day
Awal Ramadhan 1 Day
Awal Muharram 1 Day
Wesak Day 1 Day
Thaipusam 1 Day
Birthday of DYMM Agong 1 Day
Birthday of Sultan of Johor 1 Day
Birthday of Prophet 1 Day
Labour Day 1 Day
Merdeka Day 1 Day
Malaysia Day 1 Day
Total 18 Days
4.2 Where a holiday falls on a rest day, the following day may be substituted as a public holiday and if such
following day is also a holiday, then the next day following shall be a public holiday.
[Where a public holiday falls on another public holiday, the following day is substituted as a public
holiday.]
4.3 There shall be no replacement for public holiday that falls on an off day.
4.4 Employees (as per table 6.3.1) who are called to work on a public holiday shall be eligible for
Compensatory Off (CO).
4.5 Any special holiday declared on ad-hoc basis by the Government of Malaysia under section 8 of the
Weekly Holidays Act 1951 may be substituted on any other day at the management’s discretion.
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5. VARIABLE ALLOWANCES
The variable allowances, if any applicable, may vary from month to month, as it depends on actual days
worked and shall be subjected to EPF contributions, SOCSO contributions and tax deductions, as
applicable.
5.1 SHIFT ALLOWANCE
5.1.1 Work schedule for those working on shifts shall be 5 days / week. The shift hours and eligibility
for allowance per day shall include transport for corresponding levels shall be as follows: -
Allowance per day Allowance per day
Transport Shift (RM) Shift + Transport (RM)

Levels (RM) 1st 2nd 3rd 1st 2nd 3rd
1 2.00 6.00 10.00 14.00
2-4 3.00 4.00 8.00 12.00 7.00 11.00 15.00
5 5.00 9.00 13.00 17.00
5.1.2 The above eligibility shall be based on actual shift days worked as scheduled / approved by FHs
/ HODs.
5.1.3 FHs / HODs shall be responsible to notify HR of their employees’ work schedule by way of
company implemented HR systems or by email.
5.1.4 The above allowance shall be payable together with salary and the cut-off for such calculation
shall be intimated in advance to all concerned employees.
5.2 ADDITIONAL TRANSPORT ALLOWANCE
5.2.1 In addition to compensatory off, an employee shall also be eligible for additional transport
allowance if called back to work on an Off Day, Rest Day or Company declared Public Holidays
(as applicable) as follows:
Job Levels Transport Allowance

Level 1/1A/1B
RM 20.00 per day
Level 2 – 5
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5.2.2 The above allowance shall be payable together with salary and the cut-off for such calculation
would remain the same as attendance cutoff date.
5.2.3 FHs / HODs shall be responsible to notify HR of their employees’ work schedule by way of
company implemented HR systems or by email.
6. TYPE OF LEAVES
6.1 ANNUAL LEAVE (AL)
Annual leave refers to paid leave, the entitlement of which is based on per calendar year [January to
December]. The leave shall be in addition to the off days (where applicable); rest days and company
declared public holidays. The entitlement shall be by Job Levels [see Annexure A] are as follows: -
Job Levels Less than 3 years More than 3 years
1, 1A & 1B 12 days 15 days
2 to 8 12 days 15 days
9 & above 15 days 18 days
Expatriates (Level 6 & above) 24 days
6.1.1 For the purpose of leave computation, any fraction of a day of AL so calculated which is
 Less than 4 hours – Half Day

 More than 4 hours – Full (1) Day
6.1.2 If an employee who on AL falls sick, hospitalized, on maternity leave or on any other leave declared by
the Company, then the AL shall be deemed to have not taken in respect of the number of days such leave
is so granted. Employees are required to do it by themselves to cancel the AL application.
6.1.3 Employees are encouraged to take their AL in accordance to their eligibility within the same calendar
year. Accrued AL of ten (10) days of an employee’s eligibility per calendar year will be allowed to be
carried forward to the following year. Such accrued leave shall be taken within the first half of the
following year failing which balance of the accrued AL shall be forfeited.
6.1.4 There shall be no encashment for accrued AL except for cases of retirement, retrenchment or
resignation.
6.1.5 Application for AL shall be made and approved as follows: -
a) AL up to 3 days - at least three (3) working days before such leave is taken.
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b) AL of more than 3 days - at least seven (7) working days before such leave is
taken.
6.1.6 An employee who fails to comply with clause 6.1.6 and proceeds to take such leave without prior
approval and without reasonable excuse shall be treated as Absent without Leave (AWOL). The
employee shall not be entitled to pay for the day or days he was absent and may be subjected to
disciplinary action if he had also failed to inform or attempt to inform of such excuse prior to or at the
earliest opportunity during such absence.
6.1.7 Leave applied for and taken in excess of the employee’s entitlement shall be deemed to be leave without
pay.
6.1.8 The discretion to approve, disapprove, postpone, revoke or recall an employee to duty shall be vested
with the Functional Head.
6.1.9 Leaves availed succeeding or preceding any declared holidays shall be treated as continuation of leave.
6.1.10 To support employees staying away from work, where an employee has availed AL intervening declared
holidays, up to a maximum of 3 instances shall be ignored. Fourth instance onwards shall be treated as
Annual Leave/Casual leave based on availability.
6.1.11 AL shall accrue on a monthly basis and will be credited on pro-rata basis at the end of each month to all
employees.
CASUAL LEAVE
All employees are provided the following casual leave entitlement on an earned basis for a period of 12
calendar months:
Job Levels Casual Leave
1, 1A and 1B Nil
2–9 6 days
10 and above 6 days
Expatriates (Level 6 & above) 6 days
Leave balances and status of earned leave per calendar year may be checked through the Employee Self
Service (ESS) system.
6.1.12 Employees are allowed to utilize casual leave applications for up to 2 days or less whereas annual
leave is permitted according to the employee’s remaining leave balance.
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Following is a table illustrating the difference between annual and casual leave
Description Annual Leave Casual Leave
Differentiation factor Planned leave, vacation Emergency / Personal / Urgent

leave not exceeding 2 days
Leave application As per clause 6.1.6 1 day in advance for non-

procedure emergency cases, or earliest
available opportunity for
emergency situations
Days per application Based on remaining Maximum of 2 days per

entitlement application
6.2 SICK LEAVE (SL) / HOSPITALIZATION LEAVE (HL)
6.2.1 Sick leave (SL) shall be with pay upon certification by a Registered Medical Practitioner (RMP) in the
event employee is found to be medically unfit for work for the days as specified in the Sick Leave
Certificate issued by the RMP which does not require hospitalization.
6.2.2 Employees across all Job Levels shall be eligible for the following number of days of SL in a calendar year.
Job Levels Less than 3 years More than 3 years More than 5 years
but less than 5 years
All Levels 14 days 18 days 22 days
6.2.3 Employee shall be eligible to sixty (60) days of Hospitalization Leave (HL) in a calendar year, if taken ill
and requires in-patient medical treatment in a hospital. The total number of days of HL shall be inclusive
of the SL as per clause 6.2.2 above thus forming the aggregate of 60 days per calendar year.
6.2.4 Any SL and HL taken in excess of the entitlement shall be treated as unpaid leave at the sole discretion
of the Company. The Company may, however with the consent of the employee off-set the excess leave
against balance AL earned, if any, after taking into account the recommendations of the Company’s
appointed RMP, provided that the employee concerned is under the continued care and supervision of
the Company’s appointed RMP. Any SL & HL taken in excess of their entitlement thereafter shall be
treated as unpaid leave.
6.2.5 There shall be no encashment for any unutilized SL & HL as such leave is non-cumulative and not
permitted.
6.2.6 Employees shall be eligible to be paid SL only if it is certified by the RMP appointed by the Company
unless such service is not obtainable within a reasonable time or distance taking into regard the nature
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or circumstances of the illness which shall be at the discretion of the Company. Approval of medical
reimbursements for such cases shall be also at the discretion of the Company.
6.2.7 SL shall not be granted to an employee who, in the opinion of the RMP appointed by the Company is
certified suffering from any illness, disease or injury that is self-inflicted, or resulting from misconduct,
attempted suicide, dangerous sports, performance of unlawful acts, use of drugs not prescribed by the
RMP appointed by the Company or any attempt for illegal abortion, excessive consumption of alcohol,
exposure to any unjustifiable hazard except when endeavouring to save a human life, provoked assault
or any breach of peace or disorderly conduct. Any such leave taken shall be treated as unpaid leave.
6.3 COMPENSATORY OFF (CO)
6.3.1 In the event an employee is called back to work on an Off Day (OD), Rest Day (RD) or on a company
declared Public Holiday (PH), the employee shall be eligible for such leave as follows:
Job Levels Work Schedule OD/RD/PH
Group 1 (General
shift)
Levels 2 – 5 Group 2 (3 rotating > 4 hours - 0.5 day
shifts) > 8 hours - 1.0 day
Levels 6 & above Management / HODs discretion apply
6.3.2 Any credit of compensatory off would lapse if not utilised within 30 days from the date of credit.
6.3.3 Prior approval from FHs / HODs is required for working on OD/RD/PH.
6.3.4 If an employee is required to attend an official emergency on OD/RD/PH whereby no prior approval is
obtained, then employee shall obtain the same the next working day following the date of performing
such additional work and ensure HR is informed.
6.3.5 Employees shall be eligible for CO if attending training on OD/RD/PH.
6.3.6 Employees in the ‘Technician’ levels are paid overtime for the excessive hours, hence CO for the excessive
working hours would not apply. Employees in levels above ‘Technician’ shall be eligible for CO only, as
per table above.
6.4 MARRIAGE LEAVE (ML)
6.4.1 An employee shall be eligible for Marriage Leave for 1st legal marriage only. The entitlement shall be
three (3) days with pay to be taken consecutively from the date of legal marriage wedding ceremony as
indicated in the marriage certificate or official printed wedding invitation card.
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6.4.2 An employee who has completed at least six (6) months of service shall avail to such leave. Marriage
Leave shall be applied and approved at least two (2) weeks in advance with supporting document failing
which Marriage Leave will be offset against the earned AL, if any, or will be treated as unpaid leave.
6.5 MATERNITY LEAVE
6.5.1 This entitlement is applicable to Malaysian female employees for a maximum up to five (5) surviving
children and two (2) surviving children for Non-Malaysian female employees, at the time of confinement.
6.5.2 Maternity Leave with pay is limited to maximum sixty (60) consecutive days for each confinement and
shall not commence earlier than thirty (30) days immediately preceding the confinement of a female
employee or later than the day immediately following her confinement.
6.5.3 Any Malaysian female employee with more than five (5) surviving children and Non-Malaysian employee
with more than two (2) surviving children are entitled to 60 days leave without pay, at the time of
confinement.
6.5.4 This entitlement and required documentation shall be administered in accordance with Part 1X –
Maternity Protection under the Employment Act 1955.
6.5.5 An employee shall be eligible to avail maternity leave upon completion of at least 4 months of service
with the company.
6.6 PATERNITY LEAVE (PL)
6.6.1 A male employee whose status is ‘legally married’ in the Company’s records shall be eligible to avail PL.
6.6.2 Employee shall be eligible to avail such leave upon completion of at least 6 months of service with the
company. Employee shall be entitled to two (2) days paid leave and shall be taken consecutively from
the birth date of his child limited to the maximum of five (5) surviving children for Malaysians and two
(2) surviving children for Non-Malaysians. A copy of the child’s birth certificate shall be produced when
applying for such leave failing such PL will be offset against the earned AL, if any, or will be treated as
unpaid leave.
6.7 COMPASSIONATE LEAVE (CL)
6.7.1 An employee shall be eligible to two (2) days CL with pay in the event of death of an Immediate Family
Member (IFM) which shall be limited to 1st legal spouse, legal children and legal parents.
6.7.2 Such leave shall be taken consecutively from the date of death and application for it must be made to
HR for approval on the 1st day of returning to work.
6.7.3 The employee shall submit a copy of the Death Certificate and other documentation (if not already
available with the organisation) to validate the eligibility and to confirm the relationship where
applicable when applying for Compassionate Leave, failing such Compassionate Leave will be offset
against the earned AL, if any, or will be treated as unpaid leave.
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7. TYPE OF BENEFITS
7.1 MEDICAL BENEFITS AND INSURANCE COVERAGE
Biocon Sdn Bhd provides medical expense benefits to employees to partly offset such expenses incurred
by the Employee (for self and immediate family members). Biocon Sdn Bhd along with Insurance Company
may appoint a 3rd party administrator to manage and administer hospitalization and outpatient medical
benefit to make it a ‘cashless’ process.
All employees shall be covered under four (4) different types of Insurance Schemes and the Outpatient
Medical Benefit extended by Company as follows: -
7.1.1 Group Personal Accident (GPA) Policy [for employee only]
Under the GPA Policy, employees will be covered for Partial Permanent Disability (PPD), Total
Permanent Disability (TPD) or Death, arising from an accident, either inside or outside company
premises.
7.1.2 Group Term Life (GTL) Policy [for employee only]
Under the GTL Policy, certain fixed monetary compensation is paid to the next-of-kin as
mentioned in the nomination form of an employee in the event the employee dies due to natural
causes either inside or outside company premises.
7.1.3 Group Hospitalization & Surgical (GHS) Policy - [for employee and family]*
GHS Policy is extended to employees, their spouse and children in the event they require
hospitalization or in-patient medical attention.
The limits for the GPA, GTL and GHS Insurance Policy Schemes are as follows: -
Job Levels GPA (RM) GTL (RM) GHS (RM)*
Level 1 60,000 60,000 20,000
Levels 2-4 100,000 100,000 20,000
Levels 5-6 150,000 150,000 30,000
Levels 7-8 200,000 200,000 35,000
Levels 9-10 300,000 300,000 40,000
Levels 11-14 400,000 400,000 45,000
Level 15 500,000 500,000 55,000
Note: Amounts mentioned in GHS benefit are per person (employee + immediate family)
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7.1.4 Outpatient Medical Benefit
a) Employees shall be eligible to outpatient medical benefits to seek medical attention that
does not require hospitalization.
b) This benefit is extended to employee, their spouse and children only.
c) Limits by job levels are as follows: -
Job Levels / Months Per Annum
Level 1 1,500
Levels 2-4 2,000
Levels 5-6 2,500
Levels 7-8 3,000
Levels 9-10 3,500
Levels 11-14 4,000
Level 15 5,000
d) Dental treatment is limited to 10% of the limits mentioned above.
e) Approval of claims from non-panel clinics/hospitals will be subject to specific prior

approvals.
7.2 ANNUAL MEDICAL CHECK-UP
7.2.1 All employees are mandatorily required to undergo annual medical examination, the scope of which will
be determined by the Company.
7.2.2 Certain category of employees will be subjected to additional medical examinations, depending on the
nature of their jobs, scope of which will be determined by the company after consulting Environment,
Health & Safety (EHS) department.
7.3 OTHER BENEFITS
7.3.1 MILEAGE CLAIMS
7.3.2 An employee shall be eligible to claim mileage if required to use his own vehicle for official / business
travel as approved by their FH / HODs before travel takes place. Entitlement for such claim shall be at
RM 0.60 per km. This excludes parking, toll, etc. which are eligible for claims as approved by FH / HODs.
The same shall apply for outstation travel for the 1st 400km and RM 0.50 per km for 401km onwards.
7.3.3 For motorcycles, it shall be RM 0.30 per km.
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7.4 MARRIAGE BENEFIT
7.4.1 Marriage benefit of RM 500 while in service with Biocon Sdn Bhd is applicable to all employees but
limited to 1st legal marriage only.
7.4.2 Employee should have completed one (1) year in service and should provide a copy of the legal marriage
certificate or equivalent legal document to the HR together with the Claim Form to avail this benefit.
7.5 NEW BORN BENEFIT
7.5.1 New born benefit of RM 100 per child while in service with Biocon Sdn Bhd shall be applicable to all
employees for their new-born up to a maximum up to five (5) surviving children for Malaysian employees
and two (2) surviving children for Non-Malaysian employees.
7.5.2 The employee shall be required to provide a copy of the Birth Certificate of the new-born to the HR
together with the Claim Form.
7.6 BENEVOLENT BENEFIT
7.6.1 An employee shall be entitled to this onetime benefit oh RM 1000 in the event of a death of an
Immediate Family Member (IFM).
7.6.2 Employee shall provide a copy of the Death Certificate together with the Claim Form for the above
benefit upon returning to work.
7.6.3 In the event an employee dies whilst in employment, the next of kin shall be given RM 2000 as a
gratuitous payment.
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SECTION 10: YOUR CONDUCT
8 INTEGRITY
8.1.1 Integrity is about employees doing the right thing and not looking for personal gain or to reward
others by taking advantage of ambiguity or uncertainty in the law or in BIOCON SDN BHD’s policy.
8.1.2 BIOCON SDN BHD encourages employees or any person who observes an unethical practice
(whether or not violation of law) to report to the Integrity Committee at
integrity.malaysia@biocon.com or Audit Committee at
chairperson.malaysiaauditcommittee@biocon.com who will carry out an investigation of
allegations of the suspected unethical activities.
8.1.3 Employees of the Company are encouraged to seek guidance from the HR for reporting all
allegations of suspected unethical / non-compliant activities. The Integrity Committee or the
Audit Committee retains the prerogative to determine when circumstances warrant an
investigation in conformity with BIOCON SDN BHD’s policy and applicable laws and regulations
and the appropriate investigation process to be employed.
8.1.4 BIOCON SDN BHD’s policy on Integrity does not release the participants from their duty of
confidentiality in the course of their work.
8.2 CODE OF CONDUCT
8.2.1 The Code is intended to provide as guidance on behavioral and ethical standards and overall policies of
the BIOCON SDN BHD and is designed to help foster a positive work culture in accordance to the BIOCON
SDN BHD’s values.
8.2.2 This Code also applies to customers, suppliers and other service providers (including part time /
temporary employees, independent agency personnel and external contractors) in the course of doing
business with or providing services to the Company.
8.2.3 This Code is only a quick reference tool; relevant policy documents and directives of the BIOCON SDN
BHD should be referred for detailed guidance.
8.2.4 An employee who fails to comply with any of the conducts mentioned below shall be subject to
disciplinary action that may include termination of employment.
8.2.5 In case of any clarification, the relevant Management or Human Resource Representatives may be
contacted.
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8.3 WORKPLACE CONDUCT
8.3.1 Equal Opportunity and Diversity

BIOCON SDN BHD is committed to provide equal opportunity for employees regardless of race, color,
religion, age, gender, sexual orientation, gender identity, national origin, disability and other factors as
may be covered in local labor laws. The intent is to provide a work environment free from all forms of
harassment, provide equal opportunity to those eligible, respect privacy and recognize the right to be
heard.
BIOCON SDN BHD is committed to promote diversity in the workplace and encourage the adoption of
global best practices.
8.3.2 Gift, Favors and Donations

Employees shall neither receive nor offer or make (directly or indirectly) any illegal payments, gifts,
donations or comparable benefits / favors from or to any person/third party with which BIOCON SDN
BHD has current or prospective business dealings.
The above restriction or receiving or offering gifts, favors and donations is to ensure that the employees
of BIOCON SDN BHD do not enter into transactions of significant value or get into situation which has
potential to result in conflict of interest.
8.3.3 Dress Code

BIOCON SDN BHD’s dress code policy applies to all employees (including part time or temporary
employees) and external contractors / agencies representing the company or working within BSB’s
premises.
Business Casuals – Monday to Sunday and Public Holidays
The above measure is to standardize the dress code across the company and to create a comfortable
work environment for the employees.
Employees are required to comply with above mentioned dress code except for religious occasions or
health compulsion for which prior permission needs to be taken.
Where applicable employees should adhere to Personal Protection Equipment requirement in the
organization.
Refer to Annexure B in the handbook for more details on the Dress Code.
8.3.4 Ethical Conduct

Employees of BIOCON SDN BHD, including full-time Directors and the Board, shall exhibit an appropriate
ethical and cultured behavior in the locations they operate in and shall strive to ensure company’s
reputation is not adversely impacted.
Ethical conduct includes, however not restricted to, performing one’s duties or responsibilities with high
moral and ethical standards, professionalism, honesty, integrity, transparency and fairness.
Employees of BIOCON SDN BHD shall respect human rights of every individual and the community.
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8.3.5 Concurrent Employment

In line with applicable laws and policies, employees during employment shall not, without a valid written
approval of the Company, accept employment or a position of responsibility (such as a consultant or a
director) with any other company, nor provide freelance services to anyone, with or without
remuneration.
In case of the employee being a full-time Director or any Key Management personnel, any such approval
shall be obtained from the Board of Directors of the company.
8.3.6 Conflict of Interest

Employees are expected to act independently and diligently while performing their duties and
responsibilities. Any situation that has resulted or might result in a ‘Conflict of Interest’ shall be disclosed,
along with the facts and circumstances, to the Board of Directors or any Committee / Officer nominated
for this purpose by the Board.
Employees are also expected to declare if a member of their family is a vendor or service provider to
BIOCON SDN BHD.
‘Conflict of Interest’ is a situation that has a potential to undermine the individual’s ability to perform
one’s professional duties in an independent and objective manner. Conflict of interest usually arises due
to clash between individuals’ profession and personal interests (Financial or Non-Financial).
8.3.7 Compliance with Applicable Laws and Policies

Employees shall be responsible for implementation of and / or compliance with the applicable laws,
regulations and BIOCON SDN BHD policies (including this Code of Conduct) in their work environment.
An employee who fails to comply shall be liable to disciplinary action that may include termination of
employment.
An employee who knows of or suspects any violation of applicable laws, regulations or the Company
policy (including this Code of Conduct) must immediately report the same to the Integrity Committee.
The employee shall provide the details of the suspected violations to the extent of his or her knowledge.
8.3.8 Assets (Physical/IT/IPR)
Employees or any other individuals who are in possession of Company’s assets shall use the same, in
accordance with any applicable laws and Company’s policies, judiciously and only for the purpose of the
Company’s business for which the asset was acquired. Employees should have no expectations of privacy
when using Company computers or other Company resources. Disclosing login ID or password assigned
to an employee to another employee or to any third party or unauthorized access by an employee to
another employee’s computer systems, work, records or information or any act or omission resulting in
such unauthorized access will be deemed as misconduct. The Company has the right to monitor or access
documents on its systems at any time, within the limits of existing laws, policies and agreements.
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8.3.9 Confidential and Insider Information
Employees shall strictly maintain confidentiality of information (including ‘Insider Information’) of the
Company or that of any customer, supplier or business associate of the Company to which Company
has a duty to maintain confidentiality, except when disclosure is authorized or legally mandated.
Employees are prohibited from using such information for personal advantage or enable others to
profit from it.
Insider information includes all non-public information. Confidential information includes all the
information that provides the Company with a competitive advantage that supports its technical or
financial position, and that if disclosed without authorization, could cause damage to the Company.
To prevent the unauthorized disclosure or misappropriation and breach of Confidential Information,

during the term of employment, without Company’s express written consent, Employee shall not
directly or indirectly, in any manner, including but not limited to as an Employee, consultant, retainer
or in any other manner or in any capacity, whether for remuneration, in honorary capacity or
otherwise be associated with any with any company, firm or proprietary concern or other organization,
research or educational institute, or with any present or contemplated business activity, which is
engaged in direct or indirect competition with the Company, or is engaged in any activity including
research, manufacture, processing, sales, exports or otherwise of products, which activity is similar to
or identical with the activity of our Company.
8.4 PREVENTION OF SEXUAL HARASSMENT
8.4.1 Policy on prevention of sexual harassment is enforced to ensure the prevention of sexual
harassment and provide a safe working environment, to educate employees against sexual harassment
at workplace, to evolve a mechanism for the prevention and redressal of sexual harassment cases and
to assist employees, who believe they have been subject to sexual harassment, to seek support and
initiate appropriate remedial action or providing services to the Company.
Sexual harassment is a violation of fundamental rights and is a punishable offence as per law. Company
asserts that it has a zero tolerance policy towards sexual harassment and any offence of sexual
harassment shall amount to misconduct under company policies.
8.4.2 POSH Complaints Committee has been constituted by the Company to consider and redress all
complaints of sexual harassment at workplace. Employees can take the following steps to report any
alleged harassment
a. Report any alleged harassment to malaysiaposh@biocon.com (emails will get routed to the
Chairperson of the committee)
b. The complaint can be made either verbally or in writing, during or after work hours. An employee
can use any of the following listed mechanisms to report the matter:
i. By writing an email or
ii. Through a telephone call or by personally meeting any member of Employee Engagement &
Industrial Relations Section inside or outside the office premises, during or after the office hours.
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8.4.3 Disciplinary Action for POSH complaints: Appropriate action may include written warning,
written apology, adverse remarks in the confidential reports, debarment from supervisor’s duties,
denial of membership in any of the committees in the Company, bar increments, promotions, bonus,
extended probation, suspension, transfer or termination or dismissal without notice of the harasser as
per company policies.
Note: All inquiries, complaint and investigations are treated with sensitivity and utmost confidentiality
at all times and any such information pertaining to any complaints of sexual harassment including the
name, identity and address or any other particulars calculated to lead to the identification of the
Complainant, accused or the witness and the proceedings and recommendations of the POSH
committee shall be revealed strictly on need to know basis only.
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SECTION 11: DISCIPLINARY & GRIEVANCE PROCEDURES
Grievance procedures
9. Policy
The Company recognizes that an employee may encounter problems and differences arising from various
aspects of their employment.
Grievances are official complaints from employees to BIOCON SDN BHD. The process ensures the right of
employees to complain if they feel aggrieved and, if they exercise this right, to be treated in a fair and reasonable
manner.
The purpose of managing grievances is to rectify matters that have been going wrong, preserving some order
and stability in the workplace by establishing standards of behavior and due processes to resolve employee
grievances in a peaceful and constructive manner.
In most cases, the problems can be resolved by informal discussions within the department. But there may be
occasions when an employee wishes to pursue the matter through formal channels to bring their grievance to
the notice of the Company.
It is the Company’s policy to settle any grievance at the point of origin. The services of the HR Department are
available to assist an employee at all stages of the grievance procedure and a representative of the department
may be present at all formal meetings prescribed.
Managers and employees are encouraged to make every effort to resolve problems amicably. However, where
informal resolution has not been possible, the grievance procedure provides a framework for all employees
where these issues can be addressed fairly, speedily and consistently.
9.1 Procedure
Informal
Where possible, employees are encouraged to resolve any concerns relating to their employment informally
with their manager who will make every attempt to address and resolve the concern at this stage. Where the
concern is against their manager, this should then be raised to their senior manager.
Formal
When an employee sets out concerns relating to their employment in writing (including email, text message,
resignation letter etc.) the formal part of this procedure provides a framework for the resolution of these
concerns.
Where the grievance relates to the employee’s manager, the employee should submit their grievance in writing
to their senior manager or Human Resources (HR)/Industrial Relations (IR). The employee should state the basis
for the grievance and give any details of any informal attempts to resolve the concerns.
When a grievance relates to another employee, the written grievance may be disclosed to that individual if
appropriate. HR will provide further guidance and will work closely with the employee and the manager
throughout the formal procedure.
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The formal procedure is as follows:
 Grievance set out in writing to line manager/senior manager

 Meeting arranged to discuss, investigate and respond to grievance
 Appeal to department manager and Human Resources/Industrial Relations
During any of the stages it may be necessary to involve or consult with other employees as part of the
investigation process to clarify specific facts or validate information. If it is not possible to respond within the
timescales outlined at each stage, an explanation for the delay will be provided and clarification regarding when
a response can be expected will be given.
Any grievance which is not presented to the line manager, senior manager or HR representative within 10
working days of the incident will not be considered.
9.2 Meeting
Following submission of a written grievance from an employee to their line manager, the employee may be
invited to attend a meeting to discuss and investigate the grievance.
The meeting will not take place until:
 The employee has provided an adequate explanation of the grievance in writing

 BIOCON SDN BHD has had reasonable opportunity to consider its response to information provided
The employee should take all reasonable steps to attend the meeting. The meeting will either be held by the
employee’s direct line manager or another suitable manager from the business.
Following the conclusion of the meeting and after due consideration and appropriate investigation, the manager
will write to the employee to confirm their decision relating to the grievance and the employee’s right to appeal.
The manager will aim to write to the employee in a timely manner following the meeting. A copy of the
manager’s findings will be placed in the employee’s personnel file.
9.3 Appeal
Where an employee is dissatisfied with the decision of the manager regarding their grievance they may appeal.
If an employee wishes to appeal they should do so in writing to HR within 5 working days of receiving the written
decision, stating the basis upon which they wish to appeal (including as much explanation as possible).
The employee will be invited, in writing, to attend a meeting to discuss their appeal. The employee should take
all reasonable steps to attend the meeting.
The meeting will usually be held by a more Senior Manager (usually a Department Head or General Manager).
The manager should refer to the original notes and records and obtain any additional information as required.
Following the conclusion of the meeting and after due consideration and further investigation, if appropriate,
the manager will write to the employee to confirm their decision usually within 5 working days of the meeting.
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If the issue cannot be resolved further intervention may be sought through mediation or conciliation with
consent from both parties. If following this the grievance remains unsettled it may be referred to the Labor
Department or Industrial Relation Department for conciliation.
10. Disciplinary Process and consequences
10.1 Purpose and Scope

Rules and procedures help to promote good employer-employee relations and help employees to understand
what is expected of them at work. The aim of the Disciplinary Policy is to provide a framework for each Manager
and employee to work within to ensure rules and procedures are followed. This is so that we can maintain
satisfactory standards of conduct and, where necessary, encourage improvement.
An employee must at all times maintain reasonable standards of work and conduct. In circumstances when an
employee fails to meet the reasonable standard of work and conduct, the Company reserves the right to
undertake disciplinary action against an employee in accordance to transparency and fairness of the procedure.
Furthermore, the procedures set out in this policy do not apply to cases involving poor performance, capability
or competency. In the case of poor performance, capability or competency, reference should be made to the
separate Performance Improvement Plan Policy which covers these issues.
10.2 Investigation Process

Employee/HOD/FH will institute an official written allegation of probable cause of offence/misconduct to the
HR – Industrial Relations department. In order to be able to consider properly the disciplinary issue that has
been raised, HR Industrial Relations department will carry out an investigation of the alleged disciplinary issue.
The investigation process is not a Domestic Inquiry. It is purely to understand if there is an allegation to answer.
Upon completion of the investigation, the investigating authority will decide if the matter needs to be escalated
to the Disciplinary Procedure.
10.3 Suspension
Prior to or during the investigation process it may sometimes be necessary to suspend an employee. Normally
this would only occur where there is a potentially serious issue of misconduct, or where there is a risk to people
or property. Suspension is not a pre-judgment of the case or a disciplinary sanction.
Suspension may happen at any stage of the investigation process depending on the individual circumstances.
An employee may be suspended from work for period not exceeding two weeks with half pay at any stage of
the investigation process depending on individual circumstances. Any additional period of suspension shall be
on full pay.
During any suspension, the employee should not visit the premises or contact any of BIOCON SDN BHD’s
customers, suppliers, contractors or employees, unless they have been expressly authorized to do so.
10.4 Show Cause

If it is established through the investigation process that the issue needs to be progressed to the formal
Disciplinary Procedure or, in cases of minor misconduct, a warning has been issued, BIOCON SDN BHD may issue
a Show Cause letter to the employee concerned.
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The purpose of this letter is to enable the employee to show cause as to why disciplinary action should not be
taken against them. They may also be issued a notice of Domestic Inquiry which would require the employee
concerned to attend a Domestic Inquiry to answer the allegations leveled against them.
10.5 Domestic Inquiry

If it is decided that a Domestic Inquiry should be held against the accused employee, the Human Resource
Department shall prepare the charge sheet and issue a letter to inform the accused employee that a Domestic
Inquiry will be held against the employee.
The purpose of the Domestic Inquiry is to review the evidence and to enable the accused employee to respond
to any allegations that have been made against him/her.
If there is a good reason why an employee cannot attend the Domestic Inquiry then it may be re-arranged for
another date. If the employee fails to turn up to a Domestic Inquiry or any rearranged Domestic Inquiry and no
reasonable explanation is provided, the Domestic Inquiry may be held in their absence and BIOCON SDN BHD
will make a decision on the evidence available.
Once all the evidence has been heard, the panel of the Domestic Inquiry will make appropriate findings. The
panel will base its decision on the evidence produced at the Domestic Inquiry. In appropriate cases the Panel
will also recommend to the Company what disciplinary action should be taken. The findings and/or the
recommendation may be submitted to the company in the form of a report.
11. Types of Misconduct

If it is found, whether as a result of a Domestic Inquiry, show cause or otherwise, that the accused employee
has breached Company’s policies and procedures, or has behaved in a way that the Company considers to be
inappropriate, then it will be considered an act of misconduct. As a consequence, the Company has the right to
take the appropriate disciplinary action against the accused employee.
In determining the appropriate sanction, the Company will take into account the employee’s previous
disciplinary record, employment record, performance record and their explanation of the circumstances.
11. 1 Minor Misconduct

The following is a non-exhaustive list of what constitutes an act of minor misconduct:
 Unsatisfactory absenteeism, time-keeping or unauthorized absence

 Inappropriate or irresponsible behavior which the Company reasonably considers to be detrimental to
its business and security
 Intentional failure to carry out reasonable instructions
 Persistent extended tea and meal breaks
 Failure to maintain a tidy and safe working environment or failure to wear PPE equipment while carrying
out work at work place
 Intentional carelessness in work and poor effort at work (i.e., done in bad faith)
 Loitering and gossiping in department during working hours
 Being disrespectful to colleagues or Managers
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 Misuse of property, systems or facilities belonging to the Company, its customers, suppliers or its
employees; e.g. email/Internet
 Sleeping in prayer room or during working hours
 Negligent or careless behavior
 Falsification of medical certificate or taking excessive medical leave
11. 2 Gross Misconduct

Gross Misconduct is where the breach of the rules and procedures of Company is so severe that there is an
immediate breakdown in the trust and confidence in the employment relationship.
The following is a non-exhaustive list of examples of offences which would be regarded as Gross Misconduct:
 A very serious act or several related or unrelated acts of minor misconduct

 Theft, fraud or dishonesty, including attempted theft, attempted fraud or attempted dishonesty in
connection with the Company’s business or property
 Accepting bribes
 Gambling or card playing of any form whether for money or otherwise on Company premises
 Falsification of company documents both electronic and physical
 Physical violence, actual or threatened, to any employee or third party whilst the employee is at their
normal place of work
 Discrimination, harassment and bullying including those relating to sex, race, disability, religion (or
belief) age, and sexual orientation
 Deliberate damage to property, equipment or materials belonging to BIOCON SDN BHD, fellow
employees, customers or suppliers
 Negligent or careless behavior resulting in loss, damage or injury
 Clocking in or clocking out for a colleague
 Deliberate breach of confidence relating to BIOCON SDN BHD, its suppliers' or customers' business
affairs, including but not limited to unauthorized access and/or disclosure of confidential information
or trade secrets
 Criminal conviction, or commission of a criminal offence which in BIOCON SDN BHD’s opinion
demonstrates unsuitability for continued employment with the company
 Actions that have an adverse impact on an employee's ability to carry out their duties
 In the Company’s reasonable opinion, being unfit for work due to alcohol or illegal substances and/or
consuming alcohol or illegal substances at work
 Serious acts of insubordination or insolence or open defiance
 Serious inappropriate use of the internet/email including sending/viewing illegal or pornographic or
discriminatory materials
 Failure to use safe work practices and/or observe BIOCON SDN BHD’s health and safety policy and rules,
whether or not this endangers the employee or others
 Smoking in prohibited areas
 Spreading false information about the Company
 Holding non-work related meetings inside the premises of the Company without prior permission from
the Management
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 Disclosing confidential Company information

 Leaving the work place repeatedly during working hours without permission, without sufficient grounds,
proper or satisfactory explanation or without informing or attempting to inform the Superior of the
reason for such absence.
 Receiving any benefit or making any private gain (in either case, whether directly or indirectly) from any
other employee or third party as a result of, or in connection with, employment by BIOCON SDN BHD
 Deliberate breach of BIOCON SDN BHD’s information security policies
12. Sanctions
In the case of proven acts of minor misconduct, the following disciplinary measures are taken against the
employee:
 Verbal Warning
 First Written Warning
 Second Written Warning
 Final Written Warning
In case of proven acts of gross misconduct or cumulative acts of minor misconduct one or several of the below
sanctions could be applied:
 Withholding of Annual Increment – In appropriate cases BIOCON SDN BHD may withhold the annual
increment for one year for an employee found guilty of misconduct involving, for instance, negligence
or recklessness in the performance of his/her duties which does not warrant dismissal but some form
of lesser punishment.
 Suspension of two weeks without pay – In appropriate cases BIOCON SDN BHD may suspend an
employee found guilty of misconduct for a period of two (2) weeks without pay where a lesser
punishment than dismissal is appropriate.
 Transfer/Re-designation – In appropriate cases BIOCON SDN BHD may transfer and/or re-designate an
employee found guilty of misconduct from one department to another or from one designation to
another where a lesser punishment than dismissal is appropriate, with employee’s consent.
 Demotion – In appropriate cases BIOCON SDN BHD may demote an employee found guilty of
misconduct to a lower grade either with or without a reduction in salary or benefits or both where a
lesser punishment than dismissal is appropriate.
 Dismissal – Dismissal will occur when, following all or some of the previous steps of the disciplinary
process, there has been no improvement in the employee’s conduct or there has been another act of
minor misconduct or poor performance. Dismissal may also occur with or without any previous
disciplinary sanction being applied where there is a case of severe misconduct. The employee will be
informed as soon as reasonably practicable of:
o The reasons for the dismissal, including an overview of the key factors
o The date on which the employment contract will terminate
o The appropriate notice period (or pay in lieu of notice)
In each case of sanction the employee will be told:
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 The reason for the warning, including an overview of the key factors
 That any reoccurrence of the offence, committing of any other offence, failure to improve performance
or change behavior within a specified timescale may lead to further sanctions or dismissal
A summary of the sanction will be held on the employee’s personnel file and may be considered in deciding the
outcome of future disciplinary proceedings (or other matters where reference to the employee’s disciplinary
record is required).
13. Your right to proper treatment

If an employee has difficulty at any stage of the procedure because of a disability, the employee should discuss
the situation with their Manager or a member of the HR Department as soon as possible.
If an employee believes that disciplinary action has been or is being taken against them for a reason which does
not relate to their conduct or capability, or for a reason which is discriminatory on grounds related to sex, sexual
orientation, race, religion, age or disability, they should submit a grievance in writing under the Company’s
Grievance Procedure to HR Department as soon as possible and before any appeal hearing takes place under
this procedure.
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SECTION 12: PERFORMANCE MANAGEMENT PROGRAM (PMP) AND CAREER

DEVELOPMENT
Performance Management Program (PMP) is a key tool in identifying talent. We have an elaborate online PMP
tool in order to ensure employees are assessed against their set goal.
Goal Setting: This is the foundation of the PMP. Goal Setting is mandatory for all employees at the start of the
year or within 45 days of joining of a new employee. The exercise is done in system with the objectives of the
organization. The SMART (S-Specific, M-Measurable, A-Achievable, R-Relevant, T-Timely) goals are decided
based on mutual agreement between the employees and the reporting manager and approval by HOD and HR.
Mid-Year Review: To provide the employees with an opportunity to evaluate the progress on their annual goals,
a mid term review is conducted. Any change in employees’ goal may be discussed and incorporated for a better
alignment of the individual’s contribution with the departmental-cum-organizational objectives. This would
ensure and the employee in overcoming the shortfalls in his efforts and improvising on new efficient method
for attaining his/her goals.
Annual Performance Review: This is exhaustive and final performance evaluation that happens once a year and
goes in the employee’s permanent record. It is a process by which the employee’s performance (measured
against the mutually agreed goals during goal setting and mid-term review) is documented and evaluated. This
also forms a basis for employee’s career development initiatives.
Eligibility for performance appraisal
 Employees who have joined on or before 30th September of the assessment year.
 Employee is eligible to participate in the performance management process even if the employee is on
extended probation, maternity leave, or illness leave and has worked for a majority of this assessment
year. Note – Increments however will be subject to the employee joining back/getting confirmed
 Employees are eligible to participate in the performance management process only if they have set their
goals and all the above conditions are met
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 Employees serving notice are not eligible
Scoring Goals and Competencies

• Goals are comprised of objectives and competencies. Each goal is scored on a scale of 1 (Highest Score)
to 5 (Lowest Score)
• Two types of Competencies: -
• Baseline – For Performance Evaluation
• Differential – For Promotion and Succession
Competency is scored by indicating proficiency level on the below mentioned scale: -
Performance Rating Description
OUTSTANDING
 Performance is clearly distinguished and includes all parameters under ‘Exceeds Expectations’
 Accomplishments are significantly beyond target performance levels. Contributions to business unit
and department results are exceptional Contributions are major and affect areas outside of the
business unit or function
 Takes risks that lead to increased organizational performance, goes beyond the call of duty to
contribute to business goals
 Manages complex assignments and business associations with ease
 Consistently stretches self and encourages team members to contribute more.
 Is considered by the leadership team with in the function and the business as a‘ go-to’ person
 Always initiates discussions and decisions
EXCEEDS EXPECTATIONS
 Accomplishments exceed target performance levels consistently throughout the year
 Individual understands impact of his/her work on areas outside of the business unit.
 Individual anticipate problems and takes action to improve effectiveness across multiple departments
within the business unit.
 Individual initiate exchange and may be seen as a leader. Individual has increasingly valuable business
and/or technical skills. Contributions are proactive and may involve initiating and/or implementing
process improvements with in a department.
 In addition to meeting target accomplishments and expectations, individual, advancing his/her skills,
and/or receiving positive customer client feedback. Individual is knowledgeable about all major aspects
of the job and knows when to refer questions to others and to whom to refer them.
MEETS EXPECTATIONS
 Accomplishments meet and sometimes exceed target performance levels.
 All requirements and expectations are fulfilled.
 Individual is knowledgeable about all major aspects of the job and requires a minimum amount of
counsel, guidance, and supervision.
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 Initiative, resourcefulness and good judgment are consistently exercised in the accomplishment of
goals.
 Individual makes a solid, reliable and meaningful contribution to the organization
MEETS MOST EXPECTATIONS
 Accomplishments meet some, but not all target performance levels.

 Performance is unsatisfactory and improvement is necessary
NEEDS IMPROVEMENT
 Performance of major job duties is below expectations on more than one critical parameters.
 Performance improvement must be achieved to justify retention in current position.
 Cannot be considered for any expanded roles or promotion from current role.
 Need to be monitored through a performance improvement plan and next step transition action to be
taken within six months
Annual Performance Appraisal Process
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Appraiser Score Break Up
(Levels 1-4)
(Levels 5-8) (Levels 9-16)
Goals - 70% Weightage
Goals - 60% weightage Goals - 60% weightage
Competencies - 30%
Competencies - 40% weightage Competencies - 40% weightage
weightage
Training needs of employees are discussed during the performance review process and are documented in the
review form in the PMP system. These training needs of all employees are then compiled and collated by human
resource team and form the basis for annual training and development plan
PMP: Grievance Support
Promotion Process
Biocon has adapted a well-knit and structured approach to ensure seamless functioning of career progression.
The system makes sure that all stakeholders have absolutely clarity on the process right from the start and high
level of transparency is maintained throughout this process.
For promotion two criteria needs to be met. Tenure must be minimum 2 years in the current role and past
ratings for an employee has to be minimum “Meets Expectations”.
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Eligibility Criteria-Promotions
The eligibility criteria has been deliberated in a way to ensure that the right people get the right opportunity at
the right time. Employees who are finally promoted should represent the best and brightest not only among
their peer group but also in the industry.
We have identified four prerequisite measures in order to ascertain the right candidate with high potential
development into next role.
A promotion from Level 4 to 5, 8 to 9 and 11 to 12 wherein an employee is moving upwards from one Level
Band to another is called a Promotion (Band Change).
A promotion within a particular Level band (for example from Level 3 to 4, 6 to 7) is called a Promotion
(Progression).
Performance Improvement Plan-Guidelines
Issuing Performance Improvement Plan (PIP)

A PIP is an opportunity for an employee to improve his/her performance under the active guidance and
coaching of the manager for a stipulated time period. PIP is applicable to employees at all levels
PIP can be issued under the following circumstances:

 Employee has been given “Needs Improvement” rating in the latest appraisal cycle (Employee Rating is
valid for 3 months from date of publishing)
a. If employee is already under a separate development plan for underperformance during
Performance Rating release, employee rating need not be considered.
 Employee’s performance has been documented to be consistently deteriorating and not satisfactory.
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Note: In either of the circumstances, employees need to be formally communicated to improve their
performance in the next 30 days, failing which they can be put on PIP.
Guidelines:
 Duration of PIP will be 60 days as per immediate manager’s feedback. Any extension up to 30 days
needs to be sought as exception approval from Head – Performance Management Program.
 Any other development plan for underperformance supersedes employee rating.
 Manager of the employee under PIP will have the responsibility to provide adequate development
support including Training, Coaching and Guidance but not restricted to these.
 Any “indiscipline” or “misconduct” not related to performance of employee will not be under purview
of PIP.
Process:
 For identified employees who need to be put on PIP, a manager shall specify the gaps in performance
and action plan for the period of PIP to be achieved on system.
 Every PIP before initiation has to be mandatorily approved by HOD & Head - Business HR (routed via
system).
 Upon receiving relevant approvals, PIP has to be discussed with the employee in the form of a one-on-
one discussion in the presence of respective HR Business Partner.
 Manager sends the PIP to employee through system which has to be accepted by employee on system.
 PIP mail also informs employee that his/ her performance will be monitored every week. If
underperformance is noticed for 2 consecutive weeks, appropriate action as per policies and terms of
employment will be initiated against the employee.
 Progress tracking exercise has to be performed every week and documented between employee and
manager via system.
 If employee shows underperformance in any week, Manager & respective HR BP to check with employee
if any additional support is required from the organization and the same must be documented.
 Two consistent weeks of underperformance shall trigger a mail to the employee as notice. HRBP shall
issue a show cause notice to employee regarding underperformance and a week’s time period would be
given to the employee to respond.
 HRBPs to take initiate appropriate action as per the applicable policies and terms of employment, if
response to show cause notice is unsatisfactory.
 PIP can be terminated if there is a decline in performance in any week after show cause notice response
is accepted and necessary action can be initiated against the employee.
Conclusion of PIP:
 If employee has shown significant progress/ improvement on the action plan for 4 weeks, upon
communication from manager – employee can continue in the current role.
a. Formal communication to be triggered by Manager via system to all stakeholders for approval
(Respective HRBP, HOD)
b. On respective approvals, PIP shall be closed on system for the employee. An email would be sent
to employee announcing closure of PIP process.
 In scenarios where employee has not shown improvement/ progress on the said action plan, appropriate
action can be initiated against the employee as per the applicable policies and terms of employment, in
consultation and approval from Head Business HR.
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Additional information guide link: -
To view Biocon’s PIP policy please follow the path: - Log into Biospace-> SAP ESS-> Policies -> PIP Policy
To view Biocon’s Promotion guideline please follow the path: - Log into Biospace-> Performance Management
Program-> Miscellaneous -> Guides-> Promotion Recommendation
To view Rating Descriptors please follow the path: - Log into Biospace-> Performance Management Program->
Miscellaneous -> Guides-> Rating Descriptors
To view the various other tasks that one can do on the PMP Tool such as Goal Setting, Mid-Year Review, Off
Cycle Promotions etc. please follow the path: - Log into Biospace-> Performance Management Program->
Miscellaneous -> Guides
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SECTION 13: LEAVING BIOCON SDN BHD
Resignation
Separation from the company can be from either side by giving notice as defined in the appointment letter
In situations of insufficient notice, an employee is required to pay basic salary in lieu of the notice period given
to the employer, vice versa.
An employee upon resignation or termination of employment must return all Company property in their
possession or control. The final payment of any money due to the employee will be made thereafter.
The employee shall return all company properties as stated in the Exit Check List form to the Department
Manager/Head of Department or HR Department on his/her last day of work.
An employee will be eligible to avail up to a maximum of 5 days of leave while serving notice period.
Note:
1. 5 days of eligible leave could be a combination of Annual/Compensatory/Casual Leave.

2. Notice period shall not be set off against accumulated leaves by the employee.
Exit Checklist Item:
 Laptop & Charger (where applicable)

 Mobile phone, Sim Card & Charger
 Shell Card
 Insurance Card
 Business Card
 Company Badge
 Drawer key
 Office key
 Safety shoes/PPE
 Company documents/information
An employee shall be required to settle all outstanding dues owing to the Company prior to the last day of work.
Failing which, the Company shall offset the dues against all payments due to an employee i.e. salary, allowance
and leave balances.
The Company reserves the right to execute legal action and report the employee to the Labor Authority office
in the event the employee fails to duly follow the above process.
Retirement
On his/her birth date of 60 years, an employee will have reached the official age for retirement.
Termination
In the event an employee fails to report for work without notifying the immediate superior for two (2) or more
consecutive workdays, it will be construed as job abandonment.
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If an employee has abandoned his/her job, the employee may be terminated with immediate effect and shall
not be eligible for rehire and shall not be entitled to any recourse against the Company.
Employee absconding shall be liable to appropriate action including short fall of notice and failure to provide
appropriate handover of responsibilities.
Exit Interview
HR shall conduct an exit interview with the employee to determine the reasons for leaving, for reporting
purpose. The purpose of the exit interview is to get feedback from employees in order to improve aspects of
the organization and BIOCON SDN BHD’s attractiveness as an employer.
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Annexure A
Job Levels Job Grades Job Position

16 Z President
15 E4 Senior Vice President
14 E3 Vice President
13 E2 Associate Vice President
12 E1 General Manager
11 D2 Senior Director
10 D1 Director
9 M5 Senior Manager
8 M4 Manager
7 M3 Associate Manager
6 M2 Deputy Manager
5 M1 Assistant Manager
4 A2 Senior Associate
3 A1 Associate
2 A0 Junior Associate
1 C2 Senior Technician / Senior Assistant
1A C1 Technician / Assistant
1B C0 Junior Technician / Junior Assistant
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Annexure B
Company’s dress code policy applies to employees (including part time and temporary employees) and external
contractors/agencies representing the company or working within the Company’s premises.
Employees are mandated to comply with below mentioned dress code except for religious occasions or health
compulsion for which prior permission needs to be taken from Head – HR.
Any non-compliance noted to the Dress code policy would result in disciplinary action.
Above list is not exhaustive and is only indicative in nature. Employees are requested to use their discretion in
wearing clothes that are in line with dress code and is appropriate for business use.
Appropriate Inappropriate
Men and Women Men Women
Business Casuals: Monday - Saturday 1. T - Shirts or Sweat Shirts 1. Sweat Shirts/Party wear
Note: Mandatory business formals in without collar/Party wear tops/Back
case of client/visitor/consultant or shirts/t-shirts with quotes/t- less/Tube/Spaghetti/Noodle
any other formal meeting shirts with offensive graphics strap/ Crop tops or
2. kameez/Halter Neck tops,
Cargoes/Capris/Shorts/tattered kameez or blouses
or torn jeans/low waist jeans 2. Cargoes/Cycling
or trousers Shorts/Tattered or
3. Flip Flops or torn/Cargoes/low waist
slippers/Floaters/Flashy shoes jeans/trousers/mini skirts
3. Party wear sarees/ flashy
sarees, dresses
4. Flip Flops or slippers /
Floaters/Flashy footwear
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Biocon Sdn Bhd Employee Handbook

PREFACE: PURPOSE OF THIS HANDBOOK 5

SECTION 3: BIOCON’S LEADERSHIP TEAM 11

SECTION 4: MISSION, VISION AND VALUES 15

SECTION 5: BIOCON’S EVOLUTION – INNOVATING TO CREATE SUSTAINABLE VALUE 16

SECTION 6: BIOCON FACTSHEET 17

BIOCON INOVATION MILESTONES 19

SECTION 7: OUR BUSINESS VERTICALS

SECTION 8: KEY AWARDS 23

SECTION 9: YOUR RIGHTS, ENTITLEMENTS & BENEFITS

5.1 Shift Allowance 29

SECTION 10: YOUR CONDUCT

SECTION 11: DISCIPLINARY & GRIEVANCE PROCEDURE

SECTION 12: PERFORMANCE MANAGEMENT PROGRAM (PMP) & CAREER DEVELOPMENT 50

ANNUAL PERFORMANCE APPRAISAL PROCESS 52

SECTION 13: LEAVING BIOCON SDN BHD 57

PREFACE: PURPOSE OF THIS HANDBOOK

Human Resources Team

DEFINITIONS & INTERPRETATION

1.2 The word “Company” shall mean Biocon Sdn Bhd.

1.6 Off Day (OD) refers to 6th day on a 5 day week.

1.7 Rest Day (RD) refers to 7th day on a 5 day week.

OUR PARENT COMPANY

Biocon: Enhancing Global Healthcare

Biocon Limited is India's largest and fully-integrated, innovation-led biopharmaceutical company. As

Asia's largest Integrated Insulins Manufacturing Facility

SECTION 3: BIOCON LEADERSHIP TEAM

Ms. Kiran Mazumdar Shaw

Mr. John Shaw

Dr. Arun Chandavarkar

Mr. Siddharth Mittal

Dr. Narendra Chirmule

Mr. Shreehas P Tambe

Mr. Paul V Thomas

Mr. Prasad BSV

Mr. Abhijit Zutshi

Mr. Nehal Vora

Mr. Suresh Subramanian

Mr. Sriram A.V.

Mr. Amitava Saha

Ms. Seema Shah Ahuja

Mr. Kiran Kumar Gandhirajan

Mr. Vikas Jain

Research Services – Syngene International

Mr. Jonathan Hunt

SECTION 4: MISSION, VISION AND VALUES

 Intellectual asset creation through discovery, research and development

 Integrity and Ethical Behavior

BIOCON’S EVOLUTION – INNOVATING TO CREATE SUSTAINABLE VALUE

SECTION 6: BIOCON FACTSHEET

A Credible Biopharma Enterprise

Biocon Limited is India's largest and fully-integrated, innovation-led biopharmaceutical company. As an

 ~1,355 patent applications filed globally*

*As of 31 March 2018

 India’s first and largest publicly listed Biotech Company.

Key Brands: Insugen®, INSUPen® Basalog®, Basalog One™, ALZUMAb™,

BIOCON’S INNOVATION MILESTONES

For details related to Milestones and History, click:

SECTION 7: OUR BUSINESS VERTICALS

BIOSIMILARS NOVEL MOLECULES

Key APIs Portfolio

SECTION 8: KEY AWARDS