Probation

Probation I. Policy As a new employee of the Company, he/she will have a probationary period stated specifically in the offer letter. It is good chance for the employee to test whether the employee suits the job or not. Also it gives the Company a chance to find out whether the employee's performance during the probationary period meets the performance standards of The Company required for the position.

II. Probationary period To be a permanent employee of the company must serve a period of probation starting from the date of employment for a period normally set at 40 days for Direct Workers and 3 months for Indirect Workers and Staffs before being accepted as a regular, permanent employee enjoying full HRM Policy Manual's protection and benefits.

III. Reduction and Extension of Probation In special cases the normal period of probation may be reduced or waived, or extended to allow more time for evaluation. The "Request for Personnel Action" proposed by Department Manager should reflect any such change in the probationary period. The reason for the change of the probationary period should be specified in the request.

IV. Review and Evaluation A newly assigned employee is expected to make satisfactory progress in mastering at least the fundamentals of his new assignment. A learning curve, or period of time allowed for progressive levels of learning the requirements of the new job, will be established. Establishing a fair yet challenging learning curve is the responsibility of each supervisor and IE Engineer. The employee should sign an agreement for probation defined by the company at the date reporting on duty. When the probationary period is completed, an evaluation form will be issued by HR Department through the employee's immediate supervisor and Department Manager and return back to the HR Department for further action. 1. It is essential for the supervisor to review all the topics listed on the valuation form in an interview with the employee on the first day of work. He does this by completing the introductory check list. 2. If the supervisor has any questions concerning the performance of an employee during the probationary period, he should consult the subject with HR.

3. The supervisor must also inform the acceptable employee at the end of the probationary period that he has been accepted into regular employment. The supervisor should explain that this means that he has continuous service effective on his date of hire and is now a permanent employee in good standing. A formal notice signed by General Manager will be given to the employee who completed his probationary period successfully.

V. Termination of Probationary period During the probationary period, the company can terminate the employment contract without giving any reason. No payment of benefit for the employee who resigns by himself will be provided.