Employee Handbook

5.3 GROUP HOSPITALISATION & SURGICAL SCHEME Coverage 5.3.1 The Employee and their dependents (of Employees in Grade Level 19 and above) are covered by the Group Hospitalisation & Surgical Scheme (GHSS) undertaken by the Company at the material time for the purposes of expenses due to treatment involving hospitalisation and surge ry. 5.3.2 Employees are required to inform the HR Dept on the birth of their child not 5.3.3 later than fourteen (14) days of delivery for the coverage of child to be put into effect. Coverage is limited to medical treatment expenses for in-hospitalisation, pre-hospitalisation (diagnostic test and specialist consultant charges) and post hospitalisati on follow-up treatment within ninety (90) days after discharge. 5.3.4 The total liability of the Company shall be limited to terms and conditions of the Employee's eligible plan under the GHSS insurance policy. Any excess recovery shall be borne by the Employee. 5.3.5 If the Employee upon admission chooses a daily room and board rate (inclusive of meals) which is in excess of his/ he r eligible plan, the Employee shall be liable to 20% of co-payment on total bill. 5.3.6 Not all referral cases (hospitalisation and non-hospitalisati on) are claimable from the Insurance Companies. Texchem Risk Management Sdn Bhd (TRM) will determine this from the eligibility and plan of the Employee. 5.3.7 In the event that all medical services or hospitalisation expenses of the Employee are provided free of charge by the Malaysian Government or covered by the Social Security and Personal Accident Schemes, reimbursement received from the respective parties will be used to off-set against the expenses which the Company has paid. Age Limit 5.3.8 The Employee and dependents are eligible under this policy provided that; (a) Employee and spouse must be below 65 years of age. (b) Children must be single and unemployed, age between 30 days to below Exclusions 19 years. Age limit extended to 23 years for children studying fulltime. 5.3.9 Below are some of the exclusions. The full list of exclusions, are as per the insurance policy kept at the HR Department . (a) Pre-existing conditions. (b) Specified illnesses occurring during the first one hundred and twenty (120) days of continuous cover. , TEXCHEM Page 49 I 68

(c) Any medical or physical conditions arising within the first thirty (30) (d) days of the insured perso n's cover or reinstatement dat e, whichever (e) is latest , except for accidental injuries . (f) Sui cide, attempted suicide or intentionally self-inflicted injury while (g) sane or insane. (h) Psych otic, mental or nervous diso rders, (including any neuroses and Procedure their physiological or psychosomatic manifesta ti ons). Pre gnancy, child birth (including surgical delivery), miscarriage , abortion and prenatal or postnatal care and surgical, mechanical or chemical contraceptive methods of birth control or treatment pertaining to inferti lity. Dental conditions including dental treatment or oral surgery except as necessitated by Accidental Injuries to sound natural teeth occurring wholly during the Period of Insuranc e. Hospitalisation primarily for investigation purposes, diagnosis, X-ray examinati on, general physical or medical examinati ons, not incidental to treatment or diagnosis of a covered Disability or any treatment which is not Medically Necessary and any preventive tre at ments, preventive medicines or examinations carried out by a Physicia n, and treatments specifically for weight reduction orgain. 5.3.10 Before admission, Employee needs to get the Letter of Guarantee from the respective HR Department . On non-working days, Employee has to pay the 5.3.11 hospital deposit first for admissi on. Letter of Guarantee will be issued the 5.3.12 next working day and the Employee will then cancel the deposit paid. All 5.3.13 hospitalisation bills will then be sent to the Company. 5.3.14 Employee is required to sign a Consent Letter allowing the Company to have access to their nature of complaints and the hospital's finding s. Upon discharged, the Employee has to make sure a medical report is obtained from the doctor or the hospital sends it to the Company. If the Employee pays for the hospitalisation bill, all medical report and receipts have to be submitted to the respective HR Department within a month from the date of the medical bills for reimbursement. The Company will not issue any Letter of Guarantee for Employees that have tendered their resignation. The Employee will have to pay on their own and thereafter submit their claim to the respective HR Department within three (3) days of date of pay ment. Any reimbursement shall be made in accordance with the scope and limitations in the GHSS. PPaaggeeS5O0I16688

5.4 GROUP PERSONAL ACCIDENT 5.4.1 The Group Personal Accident (GPA) scheme covers all Employees for total permanent disabilities and death due to accident. The amount covered is subject to revision at the Mana gement's discretion from time-to-time and the premium shall be borne by the Company. 5.4.2 Proceeds from any claim shall be given to the Employee or the Employee's immediate next -of-kin whichever is applicable, after the necessary deduction of medical expenses and funeral advances made (if any) . 5.4.3 The total liability of the Company shall be limited to the Employee's entitlement as per below schedule and as stipulated in the GPA insurance policy. Employee Grade Level Standard Job Tittles (RM) 10 General Manager (B) 350,000 Assistant General Manager 11 325,000 Senior Manager I 275,000 12 Senior Manager II 225,000 200,000 13 Manager 175,000 Assistant Manager 150,000 14 Senior Executive 125,000 15 100,000 16 Executive 65,000 17 Senior Officer 55,000 18 45,000 19 Officer 36,000 20 Junior Officer 21 22 Non-Executive 1 23 Non-Executive 2 Non-Executive 3 Operator , TEXCHEM Page 51 j 68

5.5 GROUP TERM LIFE Employee Standard Job Titles GTL BENEFIT Grade Level General Manager (B) RM250,000 Assistant General Manager RM125,000 10 Senior Manager I 11 12 Senior Manager II RMl00,000 13 Manager RM75,000 5.5.1 GTL coverage is subjected to the following conditions: (a) Death Coverage - new entry on the next birthday, up to 65 years will be covered till 70 years (b) Total Permanent Disability - new entry on the next birthday, up to 60 years will be covered till 65 years (c) No Critical Illness coverage 5.6 DENTAL CARE 5.6.1 All confirmed Employees in Grade Level 13 and above shall be entitled to dental treatment reimbursement subject to a maximum of RMZS0.00 per year. The treatment includes scalin g, extracti on, filing, surgery, etc. 5.6.2 This entitlement is on per year basis and shall not lapse to the next year. 5.7 HEALTH SCREENING BENEFITS 5.7.1 Permanent Employees who have completed one (1) year of service with the Company shall be entitled to the Health Screening in accordance with the following; Employee Cluster Grade Level Maximum Frequency Management 10-13 Claimable (RM) Once every two (2) years 800 5.7.2 Claims must be supported with original receipts and medical report must be submitted to the Company for payment within thirty {30) days or by 31st December for health screening done in the month of December. Reimbursement of claims is through payroll. Employees who have tendered resignation, due for retirement on that year or employed on short term contract of two (2) years or less are not entitled to this benefit. Page 52 I 68 ,. TEXCHEM

5.7.3 The health screening must be done in the year entitled and cannot be 5.7.4 postpone. The sum entitled cannot be accumulated and/ or combined. 5.7.5 Any further treatment recommended by the doctor subsequent to the health screening will follow the medical benefits entitlement. Due to economic reasons, the Company may suspend or vary the Health Screening benefit s. 6. COMPASSIONATE 6.1 DEATH BENEFITS 6.1.1 In the event of the death of an Employee due to non-accident cases (not claimable under the Company's GPA insurance), the Company may make contribution of RMl ,000 .00 to the Employee's legal personal repre sentative as a token to meet the funeral expenses . 7. AWARDS 7.1 SERVICE AWARDS 7.1.1 Texchem service award program recognises Employees for their performance and service to the Company. Service award is presented beginning with five 7.1.2 (5) years and at each increment of five (5) years therea fter . 7.1.3 7.1.4 To be eligible , the Employee must not have 1 NI (Needs Improvement) or 2 7.1.5 BE (Below Expectation) rating(s) in the last 5 years ' service period. Payment of Service Reward is at the Company's absolute discretion . No Service Award shall be paid to Employees who have tendered resignati on. This program is not applicable to foreign workers and Employees employed under contract. The payment quantum is as per below table. Completed Cash Reward (RM) Years of Service *Subject to eligibility 5 Non-Executive Executive (Grade Level 20 to 23) (Grade Level 10 to 19) 10 1 month salary 15 and subsequent 5 years interval 1 month salary 2 month salary 3 month salary , TEXCHEM IPage 53 68

8. OTHER BENEFITS 8.1 PROFESSIONAL MEMBERSHIP SUBSCRIPTION 8.1.1 Full time Employee who are member of professional bodies (MAICSA and MIA) are allowed to claim annual subscrip ti on fees subject to the following conditi ons: (a) Employee in Grade Level 19 and above who are professional and in managerial function or in general management can claim (with receipts) for one (1) professional membership subscription per year/ term. (b) The professional membership must be related to the Employee's job function or department . 8.2 EDUCATIONAL ASSISTANCE PROGRAM 8.2.1 Confirmed Employees are eligible for Education Assistance Program subject to: (a) Employee obtaining prior approval from the Management before enrolment/registration of the course/ programme. (b) Course/programme is related to the Employee's job and can be expected to materially improve the Employee's job performance . (c) Course/programme taken is from University or institution recognised by the Malaysian Qualifications Agency (MQA). 8.2 .2 Reimbursement of examination/course/programme fees (up to a maximum of RM2,000 per year) shall only be made upon passing of the examination and completion of the course/programme. Original receipt is required to be submitted. 8.2.3 Termination of employment for any reason, prior to completion of course/programme will result in non-eligibility for reimbursement. 8.3 CAR LOAN INTEREST SUBSIDY 8.3.1 Applicable to Employees in Grade Level 19 and above , who have completed two (2) years' service with the Company subject to the following condi ti ons; (a) Drives to work (b) The car must be registered under the name of the Employee 8.3 .2 Employees accorded Company car or Car Allowance are not eligible for this benefit . 8.3 .3 The interest subsidy is for three (3) years only. 8.3.4 Employee is only allowed to take such subsidy once in every five (5) years from the last application approval date. Page 54 I 68 ,. TEXCHEM

8.3.5 Interest subsidy will be based on maximum amount of RM30 ,000 even 8.3.6 though the actual loan amount may exceed RM 30,000. 8.3.7 Subsidy will be at 50% of current loan interest rate or 3.5%, whichever is lower. Receipts must be submitted for reimbursement. The Company may revise the interest subsidy rate from time to time. 8.4 COMPANY ACTIVITIES 8.4.1 Company activities are organised to provide motivati on, tr aini ng, foster better working relationships, etc. 8.4.2 For activities organised by the Mount Kinabalu Cl ub, Texchem Ladies Club, and Cultural Ambassad ors, the expenses of activities may be co-shared between Employee and the Company. 8.4.3 Employees who have served for one (1) full term as Committee shall be given token of appreciation at the end of their terms with the following Clu b; (a) Mount Kinabalu Club (b) Texchem Ladies Club (c) Cultural Ambassadors 8.5 TRAINING AND DEVELOPMENT 8.5.1 Texchem fosters a culture of continuous learning, where Employees of Texchem will get opportunity to enhance their learning and development. In the annual performance review, Employees are encouraged to explore career aspirati on, areas where they want to grow and learning effectiveness . , TEXCHEM IPage 55 68

PART D DISCIPLINE & GRIEVANCE 1. DISCIPLINE 1.1 It is expected that all Employees shall conduct themselves at all times which bring credit to themselves and the Company. Any Employee who commits a breach of the rules expressed or implied obligations to the Company shall be subjected to the following disciplinary actions if found guilty: 1.1.1 Warning 1.1.2 Suspension 1.1.3 Deferment or stoppage of increments 1.1.4 Withdrawal of bonus 1.1.5 Reduction in salary 1.1.6 Downgrading 1.1.7 Dismissal 1.1.8 Any other action permitted by law depending on the gravity of the offence commi tted. 2. EXAMPLES OF MISCONDUCT 2.1 The below examples of misconduct are not exhaustive as the Company reserves the right to determine what constitute acts of misconduct that warrant disciplinary action . Minor Misconduct Minor misconduct are actions in the workplace that are unacceptable but not criminal , and are non-habitual. Examples include: (a) Poor task performance {b) Coming late to work (c) Absenteeism {d) Leaving the workplace without permission (e) Failure to adhere to instruction (f) Unintentional leakage of information (g) Not wearing uniform, safety shoes, covers, caps or safety or protective clothing or equipment provided while at work {h) Other minor misconduct as determined by the Company Major Misconduct Wilful or excessive non-criminal acti ons, and more severe violations which includes cheati ng, theft, causing harm to others, tarnishing the image of Company. Page 56 I 68

Repeated Minor Misconduct may be deemed as Major Misconduct. Examples include: (a) Theft and fraud {b) Causing damage to reputation of Company, its assets and personnel (c) Sabotage or willful destruction of Company property (d) Forging/ falsifying/ defacing Company records including medical certificate (e) Breach of safety protocol (f) Offensive behavior including harassment, bullying, fights, stalking etc. (g) Possession or consumption of drugs during work and on Company property, and under the influence of alcohol leading to serious impairment {h) Clocking attendance for others (i) Making derogatory statements about the Company or superior in the public domain including on social media (j) Borrowing from colleagues, customers , vendors, or any parties who has dealing with the Company (k) Smoking at non-smoking areas (I) Fighting within Company premise (m) Gambling at workplace (n) Other major misconduct as determined by the Company 3. DOMESTIC INQUIRY 3.1 Depending on the seriousness of the misconduct , a domestic inquiry may be held to ensure fairness is accorded to the Employee who is involved in the alleged misconduct . The Company's decision in respect of any disciplinary action shall be notified to the Employee concerned in writing. For Employees subject to the Collective Agree ment, if Employee wishes, the Employee may be represented by a union representative during the inquiry. 3.2 For purpose of domestic inquiries, the Company may suspend the Employee concerned for a period not more than fourteen {14) days on half pay where applicable . If no decision can be made after 14 days, the Employee may be further suspended but with full pay. 3.3 If the inquiry does not disclose any misconduct, the Company will restore the full wages of the Employee withheld. 3.4 If the inquiry does disclose a misconduct and depending on the seriousness of the misconduct , the Company may take the following disciplinary actions against the Employee(s) conce rned: i) Issue the Employee a written warning iii) Suspend the Employee ii) Demote the Employee iv) Dismissal , TEXCHEM Page 57 I 68

4. DISCIPLINARY ACTIONS 4.1 Any misconduct conducted by Employee may result in disciplinary action taken against them . The following disciplinary action may be meted out; Type of Disciplinary Actions Counselling Caution Letter Warning Letter(s) Suspension Dismissal 5. GRIEVANCE 5.1 A grievance shall be defined as a complaint on matters which the concerned Employee brings to the attention of his/her immediate superior and which are subsequently not settled to the satisfaction of the Employee. To preserve harmonious relations, the Company shall make every possible attempt to settle all grievances in a prompt and fair manner. Page 58 I 68

6. GRIEVANCE PROCEDURE 6.1 Employee to submit grievance form within 5 working days from the incident Employee has a grievance Step 1: Submit Grievance Form to immediate Superior Resolve within ►YES 5 working END days? ♦NO Step 2: Refer to Department Head Resolve within YES 5 working days? ♦NO Step 3: Refer to HR Department Resolve within YES 5 working days? ♦NO Step 4: Refer to Division Head/ GHRD ■ If the timeline is insu ffi cient, either party may apply to the other for a time extension with consensus from both parties. ■ The grievance or complaint is considered resolved if: o No grievance or complaint is referred to the next step by either the Employee or his/her representati ve. 0 Employee or his/her representative fails to attend without valid or reasonable excuse any meetings arranged in connection with the grievance. , TEXCHEM Page 59 I 68

■ While the grievance or complaint is being processed under step 1,2,3 and 4 neither shall take any unilateral action to detriment of the other part y. ■ For those under the scope of CA; o Employee may be accompanied by the representative of the Union Committee for Step 1 and Step 2. 0 A meeting will be called between Union and HR in Step 3 Page 60 I 68

PART E FACILITIES 1. COMPANY ASSETS 1.1 The Employee has an obligation and responsibility to care for Company assets which the Employee uses on his/her job. If the Employee is found to be negligent or careless in handling the assets, penalty may be imposed on the Employee for replacement of such asset s. Upon return of Company asset, joint inspection shall be carried out for the handover between the Employee and Company representa ti ve. Employee shall be liable to restore Company asset at own cost for all damages. 1.2 Company assets are to be used for business and legitimate purposes only. 1.3 No alteration or modification of the Company assets is allowed except for necessary repair. 1.4 When the Employee resigns from employment, he/she must return all Company assets/properties and/or equipment. (a) Employee must ensure proper maintenance and safekeeping to prevent damage and theft to the Company's notebook. 2. E-MAIL, INTERNET, SOFTWARE LICENSE & MALWARE 2.1 E-mail and Internet is a common business communication tools used in workplace and Employees are to use this tool in a responsible and effective manner . Employees are encouraged to use e-mails to communicate with those in outstation or overseas to minimise the cost of calls or faxes. 2.2 Employees must adhere to the following rules and guidelines. If any Employee is found to contravene the below rules and guidelines, he/she may be subjected to disciplinary action including dismissal. Internet (a) Always keep the operating system and software, including antivirus, up to date with the latest patches and is in active mode. This is important to safeguard Company's valuable information. (b) Do not browse webpage that are not work related, especially movies or pornography sites. (c) Do not download any pictures, software, flash executable tiles, video clips or any non-work-related tiles from Internet. (d) Do not enable \"Auto Play to prevent the automatic launching of executable tiles on the network and removable devices, and disconnect the drive when not required. Access should only be granted base on work need basis. Pag,e 6016T8EXCHEM Page 61 j68

Software License (a) Do not use or download illegal software in Company's PC/Notebook or related equipment . (b) Employees assigned with computer/notebook or use computer/notebook on shared basis are required to sign an indemnity letter. (c) If Employee needs to use freeware or trial version of appl icati on, consult with GITD before any software/application is downloaded. E-Mail (a) Do not subscribe to personal newsletter, campaign, promotion and etc using the Company e-mail ac count . (b) Do not send or forward e-mails containing libellous, defamatory, offensive, racist or obscene remarks or pictures. (c) Do not send images files, music files or movies file, junk mails and chain letters which are non-work related. (d) Do not transmit any contents that are prohibited by the Malaysian Law. (e) Email user should maintain at least 8 digits strong password which includes a mixture of upper and lowercase letters, numbers and non-alpha numeric characters (!@#$%11&*). In additional, change your password frequently. (f) Use caution when opening email att ach ments. (g) Do not click on unsolicited web links in email message or submit any information to webpage in the link. (h) Do not share your password with others. (i) Do not send your user name and password over unsecure connection or display your password in the open. (j) Always enable password protection for your Outlook PST file to prevent unauthorised person from accessing your important data & informati on. (k) Once received spam mail, immediately block and delete the spam mail and its domain name from the mail box. Forward the spam mail to GITD for the next cause of action. (I) Upon resignation, emails are to be handed to your successor/ superior for transition. , TEXCHEM Page 67 I 68

Malware (a) Malware is \"malicious soft ware\" . It is designed to be disruptive, invasi ve, and harmful to your computer. Types of malware include virus, spyware, adware and worms. (b) The signs that the computer has been infected : i. Slow performance ii. Increased number of pop-up ads iii. Random error messages iv. Unexpected change in your browser's homepage (c) Keep your security software active and up to date. Security software will only be able to detect new threats when the patch is up to date. (d) Always ensure to run regular scans on your computer and file before you open. Do not open or execute unexpected att achments . Page 62 I 68

3. BUILDING FACILITIES 3.1 SURAU 3.1.1 The surau (prayer room) is provided for Muslim Employees to fulfill daily prayers. All other activities like resting or sleeping are strictly prohibited. 3.2 CAFETERIA 3.2.1 The food and drinks sold in the cafeteria are 'halal'. In consideration of your fellow colleagues, all Employees are required to ensure the followings when they are in the cafeteria: ■ Refrain from shifting tables/chairs from its original positi ons. ■ Always use placing trays. ■ Return the trays, cups, glasses or other cutleries into the designated areas. ■ Ensure the cleanliness of the cafeteria . 3.3 TOILET 3.3.1 In consideration of your fellow colleagues and in the interest of health and hygiene, ensure cleanliness in the toilets is maintained at all times. 3.4 MOTHER'S ROOM 3.4.1 As part of our support to working mother s, the Company offers Mother's Room for the comfort of our Employees, where possible. 3.5 SMOKING AREA 3.5.1 The Company premise is a non-smoking zone. However, the Company provides designated places for smoking. Employees who wish to smoke may only do so at the designated areas, and adhere to the regulations of the smoking corner. Please ensure cleanliness at the smoking areas. 3.5.2 For health and safety considerations, the Company discourages smoking. Smoking is prohibited in all locations on Company property except those specifically designated as smoking areas. 3.6 HOSTEL 3.6.1 The Company provides accommodation for its foreign workers. Workers residing in Company's hostel is expected to behave in a good manner and to adhere to the rules and regulations set by theCompany. , TEXCHEM Page 65 I 68

PART F GENERAL 1. CONFIDENTIAL INFORMATION 1.1 During the course of employment with the Company or thereaft er, an Employee shall not divulge to any person or third party information(s) relating to the Company or any associated Company or clients of the Company (including the identities of the same), except where this is required by law or is reasonably necessary for the purpose of carrying out the Employee's duties whilst in the employment of the Company. 2. PUBLIC STATEMENT 2.1 No Employee shall make any public statement to the media or other agencies on matters concerning the Company unless with prior explicit approval from Texchem Management Board. 2.2 Employees are also prohibited from providing the Company information deemed proprietary and confidential to the public. 3. BUSINESS CONDUCT 3.1 All Employees are expected to observe the highest standard of business integrity and avoid any action or acti ons, which may lead or cause embarrassment to the Company. 3.2 Employees are expressly forbidden from borrowing money from colleagues and people who have dealings with the Company. Any breach of this condition shall be treated as serious misconduct. 3.3 Employees are strictly forbidden to lend money at interest to other persons in the employm ent of the Company. Any person found doing so or carrying on a business as moneylender or acting as a go between for a moneylender will be summarily dismissed on grounds of misconduct . 4. MOONLIGHTING ACTIVITY 4.1 The Company will not condone Employees' in volvement; (i) In any private business activities during workinghours; (ii) In any activities which are directly or indirectly in conflict with the Employees' scope of work, role and responsibilities in the Company; (iii) In any activities which are directly or indirectly in conflict with the Company's busin ess(es). 4.2 Should the Employees be involved in such activi ti es, a written application to the Management for consent is necessar y. Page 64168

5. INVENTION & IMPROVEMENT 5.1 Any imp rovements, inventions, discoveries or Research & Development activities made by the Employees, either alone or in conjunction with others during the period of their employment, which are capable of being used in connection with the Company's business shall become the sole and exclusive property of the Company. 5.2 The Employee together with the management staff shall take all necessary steps to apply for and obtain Letters of Patent for such inventi on, discoveries or improvements and for the assignmentsof such patent to the Company. 5.3 Legal fees and other expenses that may be incurred to secure such Letters of Patent shall be borne by the Company. It is solely the discretion of the Company to consider presenting a suitable award to the Employees concerned . 6. SOLICITATIONS 6.1 With the exception of collection for Employees' marriage and death of Employee or their immediate families , with no pressure exerted , no other form of solicitation is all owed. 6.2 Distri buti on of leaflets , poster, bumper st rips, etc. that solicit support controversial causes or are of a religious or political nature is prohibited. 6.3 Also prohibited is the solicitation for the products or services of any outside organisation. 7. CONFIDENTIAL RECORDS 7.1 Whatever confidential information accessible to an Employee from records or by oral means, acquired in the course of his/her work shall not be divulged or published outside the Company without the written authority of the Management of the Company. 7.2 Confidential records include the followings; (i) All material information pertaining to HR records (ii) Financial records (iii) Investment records (iv) Manufacturing process & design (v) Sales strategy and records including but not limited to marketing intelligence or survey informati on. , TEXCHEM Page 67 I 68

8. COVENANTS UPON TERMINATION AND/OR RESIGNATION AND/OR CESSATION AGREEMENT 8.1 All Employees upon accepting employment with the Company must sign Covenants Upon Termination and/ or Resignation and/ or Cessation Agreement. 8.2 Employees leaving the Company must ensure all documents including softcopy and hardcopy files, emails, and related information, business contacts, etc. are handed to the successor/ superior to ensure smooth transiti on. 8.3 FORCE MAJEURE The Company shall be excused from liability for the failure or delay from any event beyond reasonable control including but not limited to Acts of God, fire, flood, explosion, earthquake, or other natural forces, war, civil unrest, accident, any strike or labor disturbance, pandemic, or any other event similar to those enumerated above. 9. ENTERING INTO CONTRACTS AND AGREEMENTS ON BEHALF OF COMPANY 9.1 No person should enter into any contracts and agreement on behalf of the Company if he himself has a personal interest (whether directly or indirectly) in the contracts or agreements. Page 66 I 68 ,. TEXCHEM

ACKNOWLEDGEMENT I, ................................................................................., NRIC No/ Passport No. ...................................... acknowledge that I have access to Texche m Group of Companies': (i) Employee Handbook (ii) Group HR Guildeline : Anti-Corruption Policy and Procedures (Ref No. GHR 8.09) (iii) Code of Conduct and Ethics covering terms and conditions of employment which are in addition to those stipulated in my letter of app ointment. I hereby acknowledge that I have read and understood the contents of the Employee Handbook, Group HR Guideline : Anti-Corruption Policy & Procedures (Ref No. GHR 8.09), and Code of Conduct and Ethics which constitutes a valid and legally binding obligations on me enforceable in accordance with its terms. Employee Signature : Employee Name: Company Name: Date : *Each employee is required to sign and return the Acknowledgement Form to the HR Department . If you have not done so, please contact the HR Department to complete the submission immediately . , TEXCHEM Page 67 I 68

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