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Medical Benefit and Life Insurance

Policies > Medical Benefit and Life Insurance
This policy outlines the medical benefit entitlement for all Full-time permanent staff regardless of their level or position, unless they are on another Yoma Group Medical Plan.
The Yoma Group preference is that Employees use Pun Hlaing Siloam Hospital, but this is not mandatory. The company will pay medical expenses by reimbursing employees within the coverage limits, and subject to the Exclusion listed in this Policy.

(1) All benefits in this policy are based on annual limits.

(2) Outpatient medical coverage is up to 80% of such annual medical costs and up to a maximum reimbursement of 200,000 Ks per year. Both medical expenses and medicine prescribed by a licensed medical doctor are covered.

(3) Inpatient hospitalisation expenses will be reimbursed as follows:
  • 100% of inpatient medical expenses up to 1,000,000 Ks.
  • 50% of the next 2,000,000 Ks.
Example: Employee incurs an inpatient hospital medical bill of 3,000,000 Ks. The reimbursement will be (i) 2,000,000 Ks made up of 100% of first 1,000,000 Ks, and (ii) 50% of next 2,000,000 Ks.
The following Outpatient and Inpatient (OPD and IPD) services are excluded from this cover:
  • Obstetrics including prenatal, antenatal land postnatal
  • Plastic surgery
  • Dental care
  • Cosmetics
  • Optical
  • Preexisting conditions
  • Preventive medical checkup / health screening
In the event of a Chronic Illness, you should discuss options with your manager and Entity HR.
The following conditions apply to all parts of this medical policy: Full compliance with terms and conditions of this policy is necessary before a Claim will be paid. Claim procedure:

1. The employee shall provide the Medical Claim Form attached with Doctor’s prescription and medical bill to the relevant entity HR department.

2. The HR department shall verify and process the payment through the finance department.

3. In all cases, the company will require a completed Claim Form within 30 days of the date of the medical bill, together with full original supporting evidence to substantiate the expense, such as receipts and reports.
  1. Any sum in excess of the coverage limits.
  2. Any expense which the company considers to be unreasonable, unnecessary or excessive.
  3. Any claim involving fraud, misrepresentation or concealment or their consequences.
  4. Contraception, sterilisation (or its reversal), fertilisation, vasectomy, venereal disease, sexually transmitted infections, gender reassignment or any other form of sexual related condition.
  5. Investigations and / or treatment for infertility and any related condition or form of assisted reproduction.
  6. Chronic or end-stage kidney failure which has or will require regular or long-term dialysis.
  7. Any treatment to relieve symptoms caused by ageing or any physiological cause.
  8. Costs for treatment incurred outside the geographical area specified on the Policy Schedule.
  9. Artificial heart implantation.
  10. Drugs and other medicines purchased without a Physician’s prescription.
  11. Routine or preventative medicines, vaccinations and checkups.
  12. Cosmetic surgery, removal of fat or other surplus body issue and any consequences of such medical treatment, weight loss or weight problems / eating disorders, whether or not for psychological purposes, unless required as a direct result of an accident or surgery for cancer.
  13. Surgery to correct short or long sight or any other eye defect, unless caused as a result of an accident or illness.
  14. Accommodation and treatment costs in a nursing home, hydro, spa, nature clinic, health farm or the like or a hospital where the establishing concerned has, effectively, become the Employee’s home or permanent residence and the admission is arranged wholly or partly for domestic reasons.
  15. Medical treatment for mental or nervous disorders, psychiatric treatment and the costs of a psychotherapist, psychologist, family therapist or bereavement counsellor.
  16. Any claim in any way caused or contributed to by the use or release or the treat thereof of any nuclear weapon or device or chemical or biological agent.
  17. Any claims whatsoever resulting from war, invasion, act of foreign enemy, hostilities (whether war be declared or not), act of terrorism, civil war, rebellion, revolution, insurrection, military or usurped power or taking part in civil commotion or riot of any kind. For the purpose of this exclusion, an act of terrorism means an act, including but not limited to the use of force or violence and / or the threat thereof, of any person or group(s) of persons, whether acting alone or on behalf of or in connection with any organisation(s) or government(s), committed for political, religious, ideological or similar purposes or reasons including the intention to influence any government and / or to put the public, or any section of the public, in fear.
The Yoma Group will provide a compassionate payment to the family of the deceased Employee (as per the beneficiary list provided):
  • Below 10 years’ service – 6 x last drawn Gross Salary
  • Above10 years’ service – Completed service years x last drawn Gross Salary

Benefits

Policies > Group Policies and Guidelines > Benefits

This policy is designed to assist Yoma Group employees during the joyous occasion of welcoming a new family member.

All employees are entitled to the Baby Welcoming Benefit, which consists of a one-time payment of MMK 50,000 per newborn. In the event of twins, the total gift remains at MMK 50,000.

To avail of this benefit, employees must submit a copy of the child's birth certificate to the Entity HR department.

The Baby Welcoming Benefit will be effective starting from 1 January 2024 onwards.

In case of the death of an immediate family member, Yoma Group will contribute one hundred thousand kyats (MMK 100,000) towards the funeral expenses effective from April 1, 2023.

The Yoma Group preference is that Employees use Pun Hlaing Siloam Hospital, but this is not mandatory. The company will pay medical expenses by reimbursing employees within the coverage limits, and subject to the Exclusion listed in this Policy.

(1) All benefits in this policy are based on annual limits.

(2) Outpatient medical coverage is up to 80% of such annual medical costs and up to a maximum reimbursement of 300,000 Ks per year. Both medical expenses and medicine prescribed by a licensed medical doctor are covered.

(3) Inpatient hospitalisation expenses will be reimbursed as follows:

  • 100% of inpatient medical expenses up to 2,000,000 Ks.
  • 50% of the next 2,000,000 Ks.

Example 1: Employee incurs an inpatient hospital medical bill of 2,500,000 Ks. The reimbursement will be (i) 2,000,000 Ks made up of 100% of the first 2,000,000 Ks, and (ii) 50% of the next 500,000 Ks.

Example 2: Employee incurs an inpatient hospital medical bill of 4,500,000 Ks. The reimbursement will be (i) 2,000,000 Ks made up of 100% of the first 2,000,000 Ks, and (ii) 1,000,000 Ks of the next 2,500,000 Ks (Capped at 3,000,000 Ks).

Updated medical benefits will be effective from 01 January 2024 onwards.

The following Outpatient and Inpatient (OPD and IPD) services are excluded from this cover:

  • Obstetrics including prenatal, antenatal land postnatal
  • Plastic surgery
  • Dental care
  • Cosmetics
  • Optical
  • Preexisting conditions
  • Preventive medical checkup / health screening

In the event of a Chronic Illness, you should discuss options with your manager and Entity HR.

The following conditions apply to all parts of this medical policy: Full compliance with terms and conditions of this policy is necessary before a Claim will be paid. Claim procedure:

1. The employee shall provide the Medical Claim Form attached with Doctor’s prescription and medical bill to the relevant entity HR department.

2. The HR department shall verify and process the payment through the finance department.

3. In all cases, the company will require a completed Claim Form within 30 days of the date of the medical bill, together with full original supporting evidence to substantiate the expense, such as receipts and reports.

  1. Any sum in excess of the coverage limits.
  2. Any expense which the company considers to be unreasonable, unnecessary or excessive.
  3. Any claim involving fraud, misrepresentation or concealment or their consequences.
  4. Contraception, sterilisation (or its reversal), fertilisation, vasectomy, venereal disease, sexually transmitted infections, gender reassignment or any other form of sexual related condition.
  5. Investigations and / or treatment for infertility and any related condition or form of assisted reproduction.
  6. Chronic or end-stage kidney failure which has or will require regular or long-term dialysis.
  7. Any treatment to relieve symptoms caused by ageing or any physiological cause.
  8. Costs for treatment incurred outside the geographical area specified on the Policy Schedule.
  9. Artificial heart implantation.
  10. Drugs and other medicines purchased without a Physician’s prescription.
  11. Routine or preventative medicines, vaccinations and checkups.
  12. Cosmetic surgery, removal of fat or other surplus body issue and any consequences of such medical treatment, weight loss or weight problems / eating disorders, whether or not for psychological purposes, unless required as a direct result of an accident or surgery for cancer.
  13. Surgery to correct short or long sight or any other eye defect, unless caused as a result of an accident or illness.
  14. Accommodation and treatment costs in a nursing home, hydro, spa, nature clinic, health farm or the like or a hospital where the establishing concerned has, effectively, become the Employee’s home or permanent residence and the admission is arranged wholly or partly for domestic reasons.
  15. Medical treatment for mental or nervous disorders, psychiatric treatment and the costs of a psychotherapist, psychologist, family therapist or bereavement counsellor.
  16. Any claim in any way caused or contributed to by the use or release or the treat thereof of any nuclear weapon or device or chemical or biological agent.
  17. Any claims whatsoever resulting from war, invasion, act of foreign enemy, hostilities (whether war be declared or not), act of terrorism, civil war, rebellion, revolution, insurrection, military or usurped power or taking part in civil commotion or riot of any kind. For the purpose of this exclusion, an act of terrorism means an act, including but not limited to the use of force or violence and / or the threat thereof, of any person or group(s) of persons, whether acting alone or on behalf of or in connection with any organisation(s) or government(s), committed for political, religious, ideological or similar purposes or reasons including the intention to influence any government and / or to put the public, or any section of the public, in fear.

The Yoma Group will provide a compassionate payment to the family of the deceased Employee (as per the beneficiary list provided):

  • Below 10 years’ service – 6 x last drawn Gross Salary
  • Above10 years’ service – Completed service years x last drawn Gross Salary

When employee is entitled to obtain Now Health Insurance it will be stated on the Employee Contract. If you need further information regarding the Now Health Insurance policy kindly contact to askhr@yoma.com.mm or click on AskHR icon on Yoma Connect App for live chat.

Up to 3 (three) months of your gross salary

The interest rate is set at 8.5% per annum and calculated based on loan balance. There are additional no fees.

The agreed monthly repayment amount will be directly deducted from your Yoma Bank SMART account over 12 months

  • Application form can be downloaded from Yoma Connect (//52.220.87.101).
  • Application starts on 1st April 2020
  • The application will be approved within 24 hours (1 working day)
  • For more details, please email YRL@yoma.com.mm

The Yoma Relief Loan is designed as a loan to support employees that are experiencing financial difficulties. The Loan is offered with the expectation that staff will remain in the Employment of the Group for the next 12 months.
Expectations of employees that take out the Yoma Relief Loan:

  • Staff are expected to only take out this loan if they are facing financial hardship
  • Staff can pay the loan back sooner than 12 months
  • If an employee resigns, the Loan at 8.5% must be paid back in full
  • If someone would like to continue the loan with Yoma Bank after they resign the loan may revert to the commercial rate of approximately 14.5%

This applies to all SPA/FMI/YSH Group of Companies’ employees on full-time appointment. Employees who have to complete at least one year of service are eligible.

The company will bear the annual student registration fees and/or the exam fees by reimbursement basis to the employee within the coverage limits.

Professional development courses and degree/diploma programs must be relevant to the development needs of the employee and the company.

Employee who would like to claim the fees (Annual / Member and Exam) of reimbursement must submit the professional development requisition form with the approval of the Entity Head in advance.

The company will bear the annual/member registration fee and the exam fees as follow:

  • The company will provide the annual /member registration fee to a maximum of up to US$ 100 per calendar year. Re-registration will only be considered in case where there is good academic progress.
  • The company will reimburse the exam fees if the employee passes the exam successfully as per the following coverage limit per calendar year.
Coverage Limit of Exam Fee Per Calendar Year Reimbursement %
Up to USD 1500 80% of Exam Fee
From USD 1501 Up to USD 3000 50% of Exam Fee

If the exam fee is in Myanmar Kyat (MMK), it will be considered as equivalent to the coverage amount.
The exchange rate will be calculated based on the rate applicable on the same date when employee submit the form.

(1) Prepare the Professional Development Requisition Form [Form A] with the detail training information and the relevant document.

(2) Submit the Form A to respective HR Department with the agreement of department head and the approval of entity head.

(3) Claim the registered Annual / Member Fees accordance with the Policy [Up to US$ 100].

(4) If pass the exam, submit the Professional Development Claim Form [Form B] to the respective HR department with the relevant document for the reimbursement.

Communication is a vital part of the Group’s work environment and is instrumental when conducting our daily business. The purpose of the Campus Telephone Policy is to provide a framework for the provision of telephony service.

There are three primary telephony services available to employees at the Campus.

  1. Yoma Social Chat
  2. Cisco VoIP phones
  3. Mobile

Employees are encouraged to use Yoma Social chat for internal communications purposes. There are voice and video calling capabilities that should cover all internal telephony needs.

Cisco VoIP phones are reserved for those who require long distance calling capabilities. That means that most phones on the Campus will be removed and reassigned as requested and approved by Managers. Cisco phones will be placed in meeting rooms for all to use as needed.

All employees are currently eligible for Telenor post pay package plan instant of phone allowance benefits.

This policy applies to all Staff based at the Campus.

  • Group HR shall determine allowance levels, and to liaise with Telenor on changes, adds and removals.
  • Group IT will be responsible for providing Cisco phones to those who are eligible.
  • Entity Finance will receive itemized bill for checking and payment to Telenor on monthly basis
  • Employee’s will utilize their Telenor allowances primarily for business purposes. The telephone can be topped up, if needed at the employee’s expense, using Scratch cards.

Postpaid Plan Allowances based on Job Role

Job Position Telenor Post Paid Cisco Landline
Exco members iBiz A Yes
Managers iBiz B Only if frequent international calls are required, based on approval
Other eligible Staff below Manager iBiz C Only if frequent international calls are required, based on approval

Explanation of Benefit limits

IBiz C Ibiz B Ibiz A
CUG On-net CUG Free
Voice On-net Unlimited
Off-net
Data Data 3.5 GB/ 5 GB 7GB/ 10 GB 18GB
SMS SMS On-net Unlimited
SMS Off-net
International IDD Call 25mins/month 50mins/month 10mins/day
Roaming Data n/a n/a n/a
Roaming Voice n/a n/a n/a
Roaming SMS N/A N/A N/A

We advise our employees to:

  • Use company-issued phones for business purposes only and preserve them in perfect condition.
  • Surf the internet, text and talk on the phone only if needed.
  • Turn off or silence their phones when asked.
  • Speak quietly on their phones within earshot of colleagues’ working space during working hours. There are private phone booth areas on each floor that can be used so not as to distract those around you.
  • Avoid answering your cell phone during meetings. This is a disruption and disrespectful to those around you.

We won’t allow employees to:

  • Play games on the cell phone during working hours.
  • Use their cell phone’s camera or microphone to record confidential information.
  • Download or upload inappropriate, illegal or obscene material on a company cell phone using a corporate internet connection.

How to properly use cell phones in the workplace

Employees can benefit from using cell phones. They’re allowed to use their phones during working hours to:

  • make business calls.
  • use productivity apps.
  • check important messages.
  • make brief personal calls away from the working space of colleagues.
  • The Company reserves the rights to amend policy without prior notification.

Employee Leave

Policies > Group Policies and Guidelines > Employee Leave

  • All employees are entitled to Annual Leave from the commencement date of their employment
  • Annual leave is accrued monthly and calculated on a pro rata basis
  • Annual leave will be calculated on a prorated basis for part-time employees
  • Annual leave is credited in advance each year and can be used in advance of accrual
  • The annual leave cycle commences on 1st April and ends on 31st March
  • For example: If the employee joins on 1st July, he/she will be entitled to 9 days of annual leave by 31st March.
  • Annual leave must be applied for 3 days in advance and must be approved by the line manager
  • Annual leave entitlement, unless otherwise stated in the relevant employment contracts, will be as follows:
Length of Service Entitlement
First year service 12 working days
After 5 years of continuous service 14 working days
After 10 years of continuous service 16 working days
After 15 years of continuous service 18 working days
Expatriate Leave 20 working days (no entitlement to casual leave)
  • All annual leave applications must be applied for using the Yoma Connect App
  • Annual leave may be taken together with public holidays
  • Annual leave calculation is based on working days, which shall include Saturday (if applicable)
  • The employer shall pay out unused Annual Leave at the employee’s basic salary in the following circumstances;
      - Resignation, retrenchment, expiry of the employment contract, or death of the employee;
      - Retirement of the employee upon attaining the prescribed retirement age;
      - Other special circumstances as may be approved by the employer on a case by case basis.

Annual leave should be taken during the annual leave period, defined April-March. All staff will be permitted to carry forward a maximum of 5 annual leave days into the new leave cycle.

The carry forward leave balance must be used in the first quarter of the new leave cycle (1st April – 30th June).

Permission to carry forward leave beyond June 30 must have the expressed permission of an employee's line manager in consultation with HR Management and must only be used in “exceptional circumstances”. HR will make a manual adjustment of the leave balance in the Yoma Connect System in this case.

Employees are entitled to paid medical leave of 30 days per year.

Employees will be credited their new medical leave credit at the beginning of the leave cycle (April – March)
Employees who apply for medical leave must submit a leave application via the Yoma Connect App and attached a valid medical certificate if the leave taken is more than two consecutive days.

Medical leave shall not apply on rest day, off-days or while staff are on Maternity Leave.

In the event that the employee is unfit for work for a period exceeding 30 days due to severe sickness, the following may be considered:

  • Extension of medical leave on an unpaid basis; or
  • review of the medical leave arrangement; or
  • termination of the employment on the ground of incapacity.

The purpose of casual leave is to enable an employee to attend to urgent or unforeseen contingencies.

All employees are entitled to take a total of 6 days of paid casual leave in a year (April - March). Casual leave is accrued on a pro rata basis.

Casual leave shall not exceed 3 consecutive days at any one time except in case of religious ceremony.

Unused casual leave cannot be carried forward and will not be paid out.

Employees who wish to take casual leave shall inform their Line Manager in advance where possible and in any case no later than one hour before the commencement of the working shift. The applicable casual leave application must be submitted via Yoma Connect App and shall not be later than three working days after their return.

Employees are entitled to marriage leave of 6 consecutive days only (including weekends) after completion of (6) months’ employment. Application of marriage leave should be submitted beforehand and should be accompanied by the wedding invitation or marriage certificate (after the wedding).

Yoma Group Maternity Leave Policy  

This Anargat Program is effective from 29th December 2020. The policy applies to all permanent female employees of the Yoma Group.

Purpose:  

Maternity Leave is a temporary absence from an employee’s position and applies to expectant mothers who require time off for pregnancy, childbirth and childcare.

How much time does an employee get for maternity leave?   

Under Myanmar labour law, employees are entitled to 14 weeks of maternity leave,  however,  the Yoma Group chooses to provide employees with improved maternity leave options  that aim to support women in the workplace. As a Group employee, expectant mothers are entitled to 20 weeks of paid leave.

Procedure:   

  • Employee must give notice of their intention to take maternity leave 3 months in advance of their leave commencement.
  • The employee must inform their manager in advance and apply for their leave via the Yoma Connect App.
  • Employees can commence maternity leave 6 weeks prior to their expected due date.
  • Employee must provide a thorough handover prior to commencing maternity leave.

Male employees are entitled to a total of 15 days of paid leave in one year after the birth of a child. These days do not have to be consecutive and can be spread out throughout the year. Employees applying for paternity leave must submit the birth certificate of the child when applying for leave via the Yoma Connect App.

All permanent employees are entitled to 7 days of examination leave in each calendar year (April - March) following the completion of the probation period. Examination leave will be granted if supporting documents are provided by the employee showing the examination dates. Employees are not entitled to study leave.

For part time staff, being staff who work less than 5 days per week, or less than 8 hours per day, the employee shall be entitled to examination leave on a pro-rata basis according to the percentage of time that the employee has worked.

The examination leave shall only be applicable if such examinations are for an approved field of study related to the employee’s current position or future developmental role in the organization. Where the examinations and course of study are of a personal nature, the employee shall utilise his/her annual leave entitlements.

Applications for each examination leave shall be submitted beforehand to the supervisor/line manager, and shall not be taken without prior approval.

Employee’s can apply for examination leave via the Yoma Connect App.

Employees are entitled to 7 days of compassionate Leave (including weekends and Public holidays) in each calendar year (April - March) in the case of death of the employee’s immediate family members (Parents, Spouse, Children, Brothers and Sisters only).

In the event that the employee is absent from work for a longer period than the leave that has been approved without valid excuse or prior approval, such absence will be regarded as unpaid and deducted from the employee’s wage/salary for the period of absence.

Working Time, Overtime and Public Holidays

Policies > Group Policies and Guidelines > Working Time, Overtime and Public Holidays

It is the employee’s responsibility to notify your immediate manager in advance (or as soon as practicable in the case of an emergency) if they

(a) will be late to work;

(b) have to leave work early; or

(c) will be absent from work.

Any unauthorised late arrival to work / early departure from work or chronic absenteeism may result in disciplinary action being taken against the employee.

  1. Meal times will be set by the individual entities in accordance with the nature of their business operations. Employees are to have their meal at the designated time only unless a special incident may require otherwise.
  2. In the event that the overtime worked exceeds 5 consecutive hours a paid meal break must be included.

An employee is entitled to have at least one rest day each week for shift duties and two rest days for office duties.

Overtime may be authorized by the employer, subject to maximum overtime hours allowed under the law, when the employer is satisfied that the work or service involved is essential, and that overtime is the most appropriate and cost-effective way of doing the work or providing the service. Overtime hours must be approved by the Manager in advance. No company mandated overtime can exceed the maximum hours of overtime provided in the relevant laws and statutes. Overtime may either be paid or lead to time off in lieu.

Employee: seek prior approval from immediate supervisor or department manager to work overtime (normal working days or public holidays) and use the Yoma Connect App to apply for leave.

Supervisor/ Department Manager: control and manage overtime working hours of employees, approve or decline employee overtime claims via the Yoma Connect App.

Human Resources Department: verify the overtime request and overtime working hours of employees and make payment where applicable.

Public Holidays (statutory holidays) set by the yearly notification of the Union of Myanmar Government shall be a paid public holiday. If required by management to work in Public holiday, overtime rate will apply as per labor law.

Employee Movement

Policies > Group Policies and Guidelines >Employee Movement

An employee may be transferred to another suitable role within the Yoma Group. Such transfer may be at the sole discretion of the management and with the agreement of the departments concerned. The employee will be informed of the transfer accordingly.

Employees who have at least 18 months of service in the current role may apply for any vacant position within the Yoma Group. Management approval is not required before applying for an internal open position.

Seniority is the length of continuous service (including the probation period) with the Yoma Group commencing from the date of employment as specified in the employment contract.

In the unfortunate case of Redundancy or Severance the Yoma Group will make payments in accordance with the provisions of any applicable laws, rules or notifications of Myanmar being in force from time to time.

An employee’s employment may be terminated in accordance with his employment contract notice and the existing laws, rules, and regulations.

An Employee may resign by giving notice in accordance with the employment contract. The notice should be in writing and directed to the employee’s direct supervisor/line manager. The notice period may be shortened by mutual agreement between the employee and the relevant line manager.

The normal retirement age of our employees is 65. With the consent of the employer, the employee may remain in employment after 65 years of age with the medical examination record supported by the Social Security Board’s recommended clinics.

Company Data Protection Policy

Policies > IT Policies > Company Data Protection Policy

This policy is applicable all parties (including employees, job applicants, customers, suppliers, contractors etc.) who provide information to the Yoma Group. 

As part of our operations, the Yoma Group may need to obtain and process information. This information includes any offline or online data that makes a person identifiable such as names, addresses, usernames and passwords, digital footprints, photographs, social security numbers, financial data etc. 

The Yoma Group will collect this information in a transparent manner and with the full cooperation and knowledge of interested parties. 

The Yoma Group will ensure that the personal data be: 

  • Collected fairly and for lawful purposes only 
  • Processed by the company within its legal and moral boundaries 
  • Protected against any unauthorized or illegal access by internal or external parties 

Any personal data will not be: 

  • Communicated informally 
  • Stored for more than a specified amount of time 
  • Transferred to organizations, states or countries that do not have adequate data protection policies 
  • Distributed to any party other than the ones agreed upon by the data’s owner (exempting legitimate requests from law enforcement authorities) 

In the collection of personal information, the Yoma Group also undertakes to: 

  • inform people that their data is collected 
  • Inform people about how data is proceed 
  • Have provisions in case of lost, corrupted or compromised data 
  • Allow people to request that any data provided in relation to themselves be modified erased, reduced or corrected in the databases.  

Actions 

The Yoma Group will: 

  • Restrict and monitor access to sensitive data 
  • Develop transparent data collection procedures 
  • Train employees in online privacy and security measures 
  • Build secure networks to protect online data from cyber attacks 
  • Establish clear procedures for reporting privacy breaches or data misuse 
  • Include contract clauses or communicate statements on how we handle data 
  • Establish data protection practices (document shredding, secure locks, data encryption, frequent backups, access authorization etc.) 

Disciplinary Consequences 

All principles described in this policy must be strictly followed. A breach of data protection guidelines will invoke disciplinary and possibly legal action. 

9.3 Travel Policy 

The Global Travel Policy defines standards and guidelines for the usage of the Yoma  Group’s subsidies linked to air and land transport (including petrol and toll fees), as well as temporary accommodation whilst travelling for the Yoma Group.  

This policy applies to all employees of the Yoma Group.  

For more information about the Global Travel Policy, please refer to your respective human resources  department and policy document in Yoma Connect. 

Miscellaneous  

This Handbook, the guideline and policies of Yoma Group, may be amended when it is deemed necessary by the company. 

Employee confidentiality policy

Policies > IT Policies > Employee confidentiality policy

All documents, papers and information acquired in an employee’s official capacity or otherwise should be treated as confidential and trade secrets of the Yoma Group. Employees must not copy, reproduce, extract, translate or in any way deal with them in a manner that is not authorized or allow others to do so, or disclose, publish or communicate them to the Press or to individuals whether directly or indirectly unless it is in the course of their official duties or if it is lawfully required or authorized by any Court of law or with authorization from the Management. This clause shall continue to apply even after they are no longer employed by the Yoma Group.  

This policy affects all employees, including board members, investors, contractors and volunteers, who may have access to confidential information. 

Confidential and proprietary information is secret, valuable, expensive and/or easily replicated. Common examples of confidential information are: 

  • Unpublished financial information 
  • Data of Customers/Partners/Vendors 
  • Patents, formulas or new technologies 
  • Customer lists (existing and prospective) 
  • Data entrusted to our company by external parties 
  • Pricing/marketing and other undisclosed strategies 
  • Documents and processes explicitly marked as confidential 
  • Unpublished goals, forecasts and initiatives marked as confidential 

Employees may have various levels of authorized access to confidential information. 

What employees should do: 

  • Lock or secure confidential information at all times 
  • Shred confidential documents when they’re no longer needed 
  • Make sure they only view confidential information on secure devices 
  • Only disclose information to other employees when it’s necessary and authorized 
  • Keep confidential documents within the Yoma Group’s premises unless it’s absolutely necessary to move them 

What employees shouldn’t do: 

  • Use confidential information for any personal benefit or profit 
  • Disclose confidential information to anyone outside of our company 
  • Replicate confidential documents within the Yoma Group’s and files and store them on insecure devices 

Upon termination or expiry of the employee’s employment with the Yoma Group, employees are obliged to return any confidential files and delete them from their personal devices. 

Confidentiality Measures 

The Yoma Group takes measures to ensure that confidential information is well protected, including but not limited to: 

  • Storing and locking paper documents 
  • Encrypting electronic information and safeguarding databases 
  • Requiring employees to sign non-compete and/or non-disclosure agreements (NDAs) 
  • Requesting for authorization by senior management to allow employees to access certain confidential information 

Exceptions 

Confidential information may occasionally have to be disclosed for legitimate reasons. Examples are: 

  • If a regulatory body requests it as part of an investigation or audit 
  • If our company examines a venture or partnership that requires disclosing some information (within legal boundaries) 

In such cases, employees involved should document their disclosure procedure and collect all needed authorizations, and should not disclose more information than required. 

Disciplinary Consequences 

Every breach of the confidentiality policy will be investigated. Employees who do not comply with the confidentiality policy will face disciplinary and possibly, legal action. In the event that any employee willfully or regularly breaches the confidentiality policies for personal benefit, the Yoma Group reserve the right to terminate the employment of such employee immediately.  

This policy is binding even after termination or expiry separation of employment. 

Employee Social Media Policy

Policies > IT Policies > Employee Social Media Policy

The Yoma Group’s social media policy provides a framework for using social media. Social media is a place where people exchange information, opinions and experiences to learn, develop and have fun. Whether employees are handling a corporate account or use one of their own, they should remain productive. The Yoma Group will differentiate between an employee’s use of personal social media at work and the use of corporate accounts as may be required in the performance of the duties. This policy provides practical advice to avoid issues that might arise by careless use of social media in the workplace. 

All employees are expected to follow this policy. 

“Social media” refers to a variety of online communities like blogs, social networks, chat rooms and forums. This policy covers all of them. 

Employees are advised to:  

  • Use their common sense. If employees neglect their job duties to spend time on social media, their decline in productivity will show on their performance reviews.  
  • Ensure others know that personal account or statements don’t represent our company. Employees shouldn’t state or imply that their personal opinions and content are authorized or endorsed by our company. We advise using a disclaimer such as “opinions are my own” to avoid misunderstandings. 
  • Avoid sharing intellectual property like trademarks on a personal account without approval. Confidentiality policies and laws always apply. 
  • Avoid any defamatory, offensive or derogatory content. It may be considered as a violation of our company’s anti-harassment policy, if directed towards colleagues, clients or partners. 
  • Avoid posting any material that: (i) constitutes harassment, hate speech, or libel; (ii) violates the privacy rights of fellow employees; or (iii) is disruptive to the work environment because it impairs workplace discipline or control, impairs or erodes working relationships, creates dissension among co-workers, interferes with job performance, or obstructs operations.” 

Representing our company 

Some employees represent our company by handling corporate social media accounts or speak on our company’s behalf. We expect them to act carefully and responsibly to protect our company’s image and reputation. Employees should: 

  • Be respectful, polite and patient, when engaging in conversations on our company’s behalf. They should be extra careful when making declarations or promises towards customers and stakeholders 
  • Avoid speaking on matters outside their field of expertise when possible. Everyone should be careful not to answer questions or make statements that fall under somebody else’s responsibility 
  • Follow our (9.2.2)confidentiality policy and (9.2.3)data protection policy and observe laws on copyright, trademarks, plagiarism and fair use 
  • Inform our Group Communications or relevant Marketing department when they’re about to share any major-impact content 
  • Avoid deleting or ignoring comments for no reason. They should listen and reply to criticism. 
  • Never post discriminatory, offensive or libelous content and commentary 
  • Correct or remove any misleading or false content as quickly as possible 

Disciplinary Consequences 

The Yoma Group will monitor all social media postings on its corporate account. 

Disciplinary action may be taken if employees do not follow this policy’s guidelines. Examples of non-conformity with the employee social media policy include but are not limited to: 

  • Disregarding job responsibilities and deadlines to use social media 
  • Disclosing confidential information through personal or corporate accounts 
  • Directing offensive comments towards other members of the online community 

General

Policies > IT Policies > General

This employee internet usage policy applies to our employees, contractors, volunteers and partners who access our network and computers.  

Employees are advised to use the office internet connection for the following reasons: 

  • To complete their job duties. 
  • To seek out information that they can use to improve their work. 
  • To access their social media accounts, while conforming to our social media policy. 

While the Yoma Group does not want to restrict our employees’ access to websites of their choice, but we expect our employees to exercise good judgment and remain productive at work while using the internet. 

Any use of our network and connection must follow our confidentiality and data protection policy. 

Employees should: 

  • Keep their passwords secret at all times. 
  • Log into their corporate accounts only from safe devices. 
  • Use strong passwords to log into work-related websites and services.  

Employees should not use the network to: 

  • Download or upload obscene, offensive or illegal material. 
  • Send confidential information to unauthorized recipients. 
  • Invade another person’s privacy and sensitive information. 
  • Download or upload movies, music and other copyrighted material and software. 
  • Visit potentially dangerous websites that can compromise the safety of our network and computers. 
  • Perform unauthorized or illegal actions, like hacking, fraud, buying/selling illegal goods and more. 

Employees are also advised to be careful when downloading and opening/executing files and software. If they’re unsure if a file is safe, they should ask their supervisor or IT helpdesk. 

Anti-virus and disk encryption software may be installed on the Yoma Group’s computers. Employees may not deactivate or configure settings and firewalls without managerial approval. 

The Yoma Group shall not be responsible if employee devices are infected by malicious software, or if their personal data are compromised as a result of inappropriate employee use. 

Company-issued equipment 

Employees are expected to respect and protect any equipment belonging to the Yoma Group. “Company equipment” in this computer usage policy for employees includes company-issued phones, laptops, tablets and any other electronic equipment, and belongs to our company. 

Employees are also advised to lock their devices in their desks when they’re not using them, and remain responsible for their any Company equipment whenever taken out of the offices. 

Email 

Employees may use their corporate email accounts for both work-related and personal purposes as long as they don’t violate this policy’s rules. Employees shouldn’t use their corporate email to: 

  • Register to illegal, unsafe, disreputable or suspect websites and services. 
  • Send obscene, offensive or discriminatory messages and content. 
  • Send unauthorized advertisements or solicitation emails. 
  • Sign up for a competitor’s services unless authorized. 

The Yoma Group has the right to monitor corporate emails. And the right to monitor websites employees visit on any Company equipment. 

Disciplinary Action 

Employees who do not comply with this employee internet usage policy will face disciplinary action. Serious violations will be cause for termination of employment, or legal action when appropriate. Examples of serious violations are: 

  • Using our internet connection to steal or engage in other illegal activities. 
  • Causing our computers to be infected by viruses, worms or other malicious software. 
  • Sending offensive or inappropriate emails to our customers, colleagues or partners.