职员手册 （2026年三月更新）

1. 此职员手册之雇用条例、规章和程序将取代之前所发布的。
   


2. 公司可按情况作出必要的调整及更改雇用条例、规章和程序。有关更改将通过有关管道传达给职员，例如：布告栏、电子邮件、公司网络和更新手册等。


3. 此手册是公司财产及有关部门主管必须保管好以便让员工可随时取阅。


4. 若职员对此手册有不明之处可向人力资源部询问。

配合公司的人力资源理念，我们的酬薪配套与福利符合了最低工资法律法规，并会依时做出适当的调整，以满足员工的需求。另外，公司也设立以下的奖掖鼓励员工

• 最佳员工奖、最佳营业员奖、最佳公司奖和长期服务奖


• 公司提供各种内外培训帮助提升员工素质


• 除了有表现花红外，公司也设有丰厚额外奖励金给员工达成业绩指标的员工


• 实现公司关键指标(KPI)的额外奖励；本地或海外旅游奖励；公司提供员工认购股票计划，让员工增加归宿感


• 公司以特别优惠的利息，提供各项贷款给员工以解财务负担


• 公司提供集体意外保险，住院医疗保险， 医疗和牙科福利


• 公司设有亲善会，组织各项团康活动如家庭日，旅游等，以加强员工，家庭和社区之间的关系。

女职员不可在办公室里穿裤裙、短裤、热裤或暴露服装。以下是穿著准则：

• 正式录用职员
• 晋升评估
• 年度绩效评估

公司将在适当时安排内部培训给职员。若工作上需要，职员可能会被安排派外受训。公司可决定是否在派外受训後，有关职员须为公司服务一段时间。

若受训後服务合约期限不足，离职时需全数退还有关课程费用给公司。

职员可向培训部查询有关培训条规及程序。

员工离职必须参与离职面谈並填妥离职调查卷，目的是让公司了解离职原因。

有关辞职者上司将负责确保办妥离职移交手续，若职员没办妥，公司将从职员尚剩薪金里扣除有关费用。

• 歇业或使转让时
• 亏损时
• 业务性质变更，有减少员工人数的必要时
  

资遗费将按1980年劳工法令里（终止和解雇福利）处理。

• 重新加入
- 离职期3个月内，允许继续相关的服务期和福利。
- 离职期3个月以上，将视为新职员。

工作上的需要，公司可安排职员在工作日，休假或公假加班。无合理解释者，职员不可拒绝做超时。

职员在工作上需要超时则必须事先向有关部门经理或主管申请核准後方可加班。

超时津贴申请者资格如下（计算方法按1955年劳工法令第60A）：

1. 月薪RM4,000或以下的职员
2. 月薪RM4,000或以下的生产部及货仓主管，执行员和经理
3. 月薪RM4,000或以下的生产部劳动员及货仓的劳动员工

营业员、执行人员（职等７）及经理级职员不可享有加班补贴。假期代替可视情况，由上司批准。

培训视为提升职员职业发展，故在工作日过後或休息日或公假被安排上课则不享有加班补贴及假期替代。

代同事打工作卡或让同事打工作卡则视为触犯条规及将被受纪律处分。

一个月迟到三天或以上的职员，名字将会记录在迟到的名单。

每累积迟到二个月的职员，将会收到一封警告通知。

收到三封警告信之职员，公司将冻结其奖励金及年终花红，且年度加薪也会受影响。

若职员还是继续重复以上迟到行为，公司将采取更严格纪律惩罚，包括直接将有关职员开除／解雇。

在没申请年假期及合理原因的情况下缺勤一天，公司将发警告信给有关职员。 第二次触犯将发收到第二封警告信。再犯第三次，最後警告信。

若职员还是忽视有关警告，继续缺勤第四次，公司可直接开除有关职员。

备注
职员可以把尚剩年假累积至下个年度，最高累积年假为５ 天。

• 紧急情况
• 指定医生是否有营业？例如星期日或公假，或指定医疗所休业。
• 距离及合理往返时间

当医生或牙医给於职员病假，有关职员必须马上通知部门经理或主管，并在48小时内呈上病假证明。若职员未通知或超过48小时仍未呈上病假证明，则当旷职论。

若职员经常拿病假，公司可要求有关职员进行体检，以确定健康状况。如被证实身体健康有问题，公司可终止雇用合约。身体健康正常，公司将给於辅导。若无改善，公司将对有关职员采取纪律处分。

职员在上班时间看诊而医生无给予病假者必须回来工作岗位，否则当旷职论。职员同时也须呈上“看病时间单”给部门经理。

• 职员有住院
• 医生证实职员生病或其他原因需要住院
  

凡有职员住院可享有有薪病假60天（包括休日，公假及已申请的病假在内） 。

公司的义务只是为职员缴交保费。若职员发生意外受伤，公司将协助有关职员或职员的合法代表向保险公司申报。有关利益以公司为职员所投保之数额为准。

若职员发生意外，公司预先缴付有关医药费、丧礼费和遣送回国费，公司有权从保险赔偿金里扣除以上费用。

以下是投保类别：

• 紧急事故
• 公司医生是否有营业？例如星期日或公假，或指定医疗所休业。
• 距离及合理往返时间
  

• 中医师（仅限在海鸥连锁店和北京同仁堂驻诊的医师）
• 普通牙诊（只限一年四（4）次）
• 健康检验（只限一年一（1）次和须呈交健康报告）
• 脊椎治疗 （只限一年四 (4) 次)
  

#直系亲属的医药索偿只限于总经理，副总经理和公司的负责人
*直系亲属是指配偶和年龄不超过18岁的孩子。

• 吸毒、因毒品引起的病症、酒精及其他物质引起之治疗费
• 性交感染之疾病、爱滋病或其他相关疾病
• 怀孕、生产或流产引起之费用
• 手术、牙医费用（牙齿矫正或相关美容用途）
• 美容、整容及整形手术
• 割包皮手术
• 精神病例
• 自残、打架、犯罪、行为不检、参与危险运动／活动、不节制或不健康生活引起受伤。
• 任何在还未加入公司已存在的病症或疾病

• 花篮/水果篮价钱不超过 RM150/=
• 公司产品价值不超过 RM120/=

直属家人逝世（父母、配偶父母、配偶、子女、兄弟姐妹、祖父母、外祖父母），正式录用职员享有连续3天工作日的有薪丧假来处理有关事项。

试用期之职员不享有殡丧援助金，惟可享有1天的有薪丧假。必须附上复印死亡证明。

• 婚假（第一次合法婚姻） — 连续3天工作日假期
• 喜假（男性职员孩子出世）
  - 符合条件的男性职员将享有连续 7 天的有薪喜假, 无论配偶人数多少，不超 过 5 次分娩。
  - 相关职员必须在配偶生产前至少 30 天或生产后立刻通知雇主(公司)。
  - 职员须呈交孩子的报生纸给人力资源部为证明以申请该假期

必须附上证件以享有以上福利。

10 年服务奖—现金 RM1,500 及奖杯一个
20 年服务奖—现金 RM3,000 及奖杯一个
25 年服务奖—现金 RM4,000 及奖杯一个
30 年服务奖—现金 RM6,000 及奖杯一个
35 年服务奖—现金 RM8,000 及奖杯一个
40 年服务奖—现金 RM10,000, 奖杯一个及手表一个或价值RM2000/=的海鸥现金礼券或智能产品
45 年服务奖—现金 RM12,000 及奖杯一个
50 年服务奖—现金RM13,000, 奖杯一个及价值RM2,000的海鸥现金礼券或智能产品

贷款条件及详情可向有关公司了解。

总经理，副总经理和1-3职等的员工享有本地和海外出差的单人房住宿福利。

外坡津贴是根据下表类别来支付，惟不适用於职员职等1、2及3。

1. 里程从营业员地址必须超过70公里。
2. 必须附上销售/收账报告方可申报。
3. 驻在外坡的营业员来总部开会或培训则不算在内。
4. 公司保留绝对权利拒绝没有提供合理理由。

公司也会缴交同等月费给海鸥亲善会， 即每月1:2之标准。

1. The Beshom Group adopts a zero-tolerance approach towards bribery and will not pay bribes to anyone for any purpose.
2. The Group takes the upholding of its anti-bribery stance across the Group’s business seriously and expects the same from stakeholders internal and external to the Group’s businesses, extending to all the Group’s business dealings and transactions in all countries in which it operates.
3. Directors, Employees, suppliers, Distributors, Business Associates, and any third parties working with, for or on behalf of the Group shall adhere to and observe the Group's anti-bribery stance and relevant provisions, policies, and procedures established by the Group.
4. The Group treats any violation of this Policy seriously and will undertake necessary actions, including, but not limited to, review of employment or appointment, disciplinary actions, dismissal, cessation of business relationship, and reporting to the authorities, consistent with the relevant laws and regulations.
5. The Group is committed to comply with the relevant anti-bribery laws and regulations, breaches or violation of which may cause great damages to the Group which may include reputational damage, legal fines, or even jail sentences.

1. "bribery" refers to the act of corruptly authorising, giving, agreeing to give, promising, offering, soliciting, receiving, or agreeing to receive any gratification;
2. "gratification" shall have the meaning as defined in the Malaysian Anti-Corruption Commission Act 2009, i.e.:
3. where this Policy refers to the act of "giving" or "paying" a bribe it also refers to actions amounting to the act of agreeing to give, promising, or offering a bribe;
   
   
   1. money, donation, gift, loan, fee, reward, valuable security, property or interest in property being property of any description whether movable or immovable, financial benefit, or any other similar advantage;
   2. any office, dignity, employment, contract of employment or services, and agreement to give employment or render services in any capacity;
   3. any payment, release, discharge or liquidation of any loan, obligation or other liability, whether in whole or in part;
   4. any valuable consideration of any kind, any discount, commission, rebate, bonus, deduction or percentage;
   5. any forbearance to demand any money or money’s worth or valuable thing;
   6. any other service or favour of any description, including protection from any penalty or disability incurred or apprehended or from any action or proceedings of a disciplinary, civil or criminal nature, whether or not already instituted, and including the exercise or the forbearance from the exercise of any right or any official power or duty; and
   7. any offer, undertaking or promise, whether conditional or unconditional, of any gratification within the meaning of any of the preceding paragraphs (a) to (f);
   
   
   
4. where this Policy refers to the act of "receiving" a bribe it also refers to actions amounting to the act of soliciting or agreeing to receive a bribe;
5. "facilitation payments" shall have the definition consistent with that provided by Transparency International, which is: a small bribe, also called a 'facilitating', 'speed', or 'grease' payment, made
6. to secure or expedite the performance of a routine or necessary action to which the payer has legal or other entitlement;
7. "Employees" include full-time, part-time, probationary, contract and temporary employees;
8. "Service Providers" include the Group's contractors, sub-contractors, consultants, distributors, agent representative, or any parties performing work or services for or on behalf of the Group;
9. "Business Associates" include the Group's joint-venture entities, joint-venture partners, associate companies, and business partners, as well as Service Providers;
10. "Officer of a Public Body" shall have the definition as provided in the MACC Act 2009; and
11. "Foreign Public Official" shall have the definition as provided in the MACC Act 2009.

• the Group is expecting to be audited by, or to apply, obtain, or renew a licence, permit, approval, audit report or any other types of clearance (generally referred to as the "Clearance") from the Authority in the near future; or
• the Group has just applied, obtained, or renewed a Clearance (including the issuance of an audit report) from the Authority in the recent past.

• the Group is expecting to apply, obtain, or renew a Clearance from the said Authority in the near future; or
• the Group has just applied, obtained, or renewed a Clearance from the said Authority for the Group's business activities in the recent past.

• general complaints about the Group’s products or services;
• matters which are trivial or frivolous or malicious or vexatious in nature or motivated by personal agenda or ill will;
• matters pending or determined through any tribunal or authority or court, arbitration, or other similar proceedings.

1. A whistle-blower may make the Disclosure either in writing (including email) or orally.
2. A whistle-blower shall include the basis or reasons for his/her concerns including as many details as possible in relation to the Disclosure. However, A whistle-blower is not expected to obtain substantial evidence of proof beyond reasonable doubt when making a Disclosure.
3. The whistle-blower has the right to remain anonymous when making a Disclosure. However, it is usually easier to conduct a more effective and fair investigation if he/she could identify himself/herself and disclose as much information as possible within his/her knowledge.
4. First Contact Point
   
   
   1. If the whistle-blower is an employee of the Group, his/her first contact point shall be his/her direct superior or line manager. However, for any reason, if it is believed that this is not possible or not appropriate, he/she may report to the Head of Group HR, as follows:
      Head of Group HR: Jessica Lim
      Office No.: +(603) – 3342 3322 ext. 513
      Email: jessicalim@beshom.com
   2. If the whistle-blower is a distributor of the Group, he/she shall make the Disclosure to the SHOM Compliance Unit, via the following email: COE@shom.com.my.
   3. If the whistle-blower is neither an employee nor a distributor of the Group, he/she shall make the report to the Head of Group HR.
   
   
5. Prescribed Persons
   
   If a whistle-blower believes that it will be inappropriate to report to the First Contact Point, the whistleblower can make the Disclosure to any of the Prescribed Persons, as follows:

   Prescribed Persons	Group Managing Director	Group Executive Director
   Name	Mr. Tan Keng Kang	Mr. Hew Von Kin
   Office No.	+(603) - 3342 3322, Ext:518	+(603) -3342 3322, Ext:515
   Email	GrpDir@beshom.com

   
   For any Disclosures made via email to the Prescribed Persons, the email shall be addressed to the dedicated whistle-blowing email provided above, which is accessible by all Prescribed Persons.
   
   For any Disclosures made via phone calls, orally, or in writing, the Prescribed Persons are generally required to inform each other of the Disclosure.
   
   If the Disclosure issue involves any of the Prescribed Persons or any Directors, it shall be made to the Independent Directors of the Group, in accordance with Item 3(f) below.
   
   
6. In the case where making a Disclosure to management is a concern, then the report may be made directly to the Chairman or the Audit Committee Chairman, who is an Independent Director of Beshom, as follows:
   
   

   	Chairman, Senior Independent Director	Audit Committee Chairman
   Name	Mr. Ng Chek Yong	Dato' Lee Teck Hua
   Email	ngcy@beshom.com	leeth@beshom.com

   
   
7. Any persons who receives a verbal Disclosure in accordance with Paragraph 3(d), (e), or (f) above shall put in writing the Disclosure and its details which is to be confirmed by the whistle-blower.

1. In addressing any Disclosures, depending on the seriousness of the alleged Wrongdoing, the relevant authorities within the Group shall decide on how the Disclosure shall be handled, including investigation, enquiries, and deliberations on the outcome.
2. All alleged Wrongdoings involving fraud or bribery shall be notified to the Audit Committee, who shall have the authority to designate any person, within the Group or external to the Group, to oversee and conduct relevant investigation.
3. All alleged Wrongdoings involving a Director or a Prescribed Persons shall be escalated to the Audit Committee, who shall handle the Disclosure, including investigation, enquiries, and deliberations on the outcome.
4. In general, an independent party, which may be the internal audit, an external independent auditor or professional, or an Independent Director, shall always be involved in an investigation process.
5. Any person, including Directors if any, who are related to or involved in the alleged wrongdoing concerning the Disclosure shall be excluded from the investigation, recommendation, and deliberation procedures to ensure the objectivity and independence of the Disclosure handling process.
6. All Disclosures received and handled by the First Contact Point and Prescribed Persons are required to be summarised in a report to the Executive Risk Committee, at least once in a year.

1. A whistle-blower shall be informed of the status of his/her Disclosure, including the outcome of the deliberation, as far as reasonably practicable, in writing.
2. The alleged wrongdoer, which may include the whistle-blower in the event the whistle-blower is implicated or discovered to be involved in the allegation, may be asked to attend a meeting to discuss the allegations and he/she shall take all reasonable steps to attend the meeting. He/she shall be given an opportunity to answer the allegations at the meeting which shall be minuted.
3. If an investigation is conducted on a whistle-blower who is implicated or discovered to be involved in the allegation, it shall not be treated as a reprisal against the whistle-blower but a facilitation of factfinding and decision making.

1. Every effort will be made to protect and keep confidential a whistle-blower's identity, subject to relevant legal constraints.
2. A whistle-blower shall be protected from reprisal within the Group as a direct consequence of a Disclosure made in good faith. A reprisal refers to any disciplinary actions, which may include a warning or letter or reprimand, demotion, loss of merit, loss of bonus, suspension without pay, or termination of employment. Any such reprisal against the whistle-blower shall be consider a serious breach of this Policy.
3. If a whistle-blower reasonably believes he/she is being subjected to harassment, victimisation, reprisal as a direct consequent of having made a disclosure under this Policy, he/she may reach out to higher authority as provided in Paragraph 3(e) or (f) above. Essentially, the complaint shall be processed in a similar manner as a whistle-blowing Disclosure.

• Act honestly, diligently and in good faith when discharging and performing duties and responsibilities;
• Act honestly, diligently and in good faith when discharging and performing duties and responsibilities;
• assist company to promote and maintain a good, safe and healthy working environment;
• Contribute towards achieving the Company's objectives to the best of your abilities, while making decisions consistent with the Code;
• consult your superior or HR department manager if you have any questions about the Code.

• act promptly and in good faith by raising it with your superior and such breach or violation remain confidential before a full investigation is conducted. The authorized personnel will investigate the matter promptly;
• take your concern beyond your superior to Managing Director or Executive Directors if the suspected breach you have reported was not resolved;
• report directly to Group Chairman if the possible breach involves any member of the Board and keep Audit Committee informed;
• be prepared to cooperate in the investigations regarding violation of the Code.

• his/her immediate supervisors/ managers or higher authorities along his/her reporting line; or
• the Head of Group HR, the Group Executive Director cum Chief Financial Officer, or the Group Managing Director if the supervisors/ managers mentioned above are not applicable or contactable.

• lead by providing a model of high standards of ethical conduct, creating a positive work environment reflecting the content and the spirit of the Code;
• be vigilant in preventing, detecting and responding to any violations of the Code;
• protect those who report violations.

• All gifts and entertainment given or received shall be in accordance with the Group's Policy on Gift, Entertainment, and Hospitality.
• You may accept gifts that are appropriate to the business relationship.
• When you receive gifts, you should report to your superior or may be required to handover the gifts to the Group Admin Department for company use or as a lucky draw gifts for staff whichever purpose that may deem fit. And such receipt shall be properly recorded by Group Admin Department.
• Customary business entertainment such as lunch, dinner, or sporting events, is appropriate if it is made known to the superior and of a reasonable nature, and its purpose is conducting business discussions or fostering better business rapport.

• Keeping electronic and paper documents and files containing confidential information in a safe place;
• Not discussing confidential matters where they could be overheard, for example, in public places such as elevators, hallways, restaurants, etc.
• Transmitting confidential documents by fax or e-mail, only when it is reasonable to believe this can be done under secure conditions;
• Restrict from using confidential documents as recycled papers; and
• Shredding off documents instead of disposing in dustbin once the documents need to be discarded.

• To give first consideration to the objectives and purchasing policies of the Company;
• To strive to obtain the maximum value for each ringgit of expenditure;
• To support the principle of fair competition as a basis for selecting suppliers and awarding business to suppliers (minimum two quotations must be sought for making fair comparison);
• To fully comply with the internal purchasing process of purchase requests and purchase orders when awarding business to a supplier. No purchase will be done without a properly authorized Purchasing Order;
• To authorize Purchasing Order within the approved purchase limit;
• To make every reasonable effort to negotiate an equitable and mutually agreeable settlement of any controversy with a supplier.

• Act honestly, professionally and in good faith when discharging and performing duties and responsibilities;
• Ensure due diligence is observed when disseminating financial or relevant information that is accurate, complete, timely and understandable in reports and documents that Beshom files with, or submits to, government agencies, securities commission, Bursa Securities and in other public communication;
• Refrain from directly or indirectly taking any action to fraudulently influence, coerce, manipulate or mislead persons preparing the financial statements or to otherwise take any action directly or indirectly that would cause such financial statements to be materially incorrect or misleading;
• Ensure that the company's accounts and reporting complied with applicable approved accounting standard in the country it operates;
• Give due consideration to assessing the quality of financial controls, including internal controls over Financial reporting, as well as to implementing control improvements;
• Ensure that the professional competences and skills are maintained at a level that is consistent with the responsibility of their job, with due observance of requirements from professional bodies.

• Our objective is to conduct our business in the safest possible manner consistent with the Occupational Safety & Health Act, and any other applicable legislation.
• Employees at every level, including management are responsible and accountable for the Company's overall safety initiatives.
• Complete and active participation by everyone, everyday in every job is necessary for the safety among all workers on the job site.
• An injury and accident-free workplace is our goal.

1. I have read and fully understood the contents of Beshom Group’s Code of Ethics & Business Conduct, including the Group's Anti-Bribery Policy and specific policies referred therein.
   
   
2. I shall at all times comply with Code of Ethics & Business Conduct laid down being essential for the proper conduct of my employment with the Group.
   
   
3. I shall continue to abide on the code of confidentiality (item 10) of the Code of Ethics & Business Conduct after termination of my employment with the Group.
   
   
4. I declare that, to the best of my knowledge: (tick whichever is applicable)
   (   ) I am not aware of any conflicts that I have with the Group, its personnel, or its business.
   (   ) apart from the conflicts declared below, I am not aware of any other conflicts that I have with the Group, its personnel, or its business.
   

   	Name of Conflicted Party (actual, potential, and perceived)	Relationship with Conflicted Party	Nature of Conflict of Interest Situation with the Beshom Group and Detailed Description (e.g. shareholdings, directorships, or close family member relationship)
   ( i )
   ( ii )
   ( iii )
   ( iv )

   I agree to notify the Beshom Group, as soon as practicable, on any emerging or new actual, potential, or perceived conflict of interest situations arising.
   
   
5. I declare that: (tick whichever is applicable)
   (   ) I have never been convicted of any crimes or offences, other than traffic offenses (if any).
   (   ) I have been convicted of the following crimes or offences, other than traffic offenses (if any).
   
   
   
6. Failing to comply with the Clauses 2, 3, and 4 above, the Group has the right to undertake any disciplinary action against me for serious misconduct including suspension or dismissal or even legal actions.

海鸥控股及其子公司和联营公司（ “海鸥集团”或“集团”或“公司”）的所有董事、雇员和其他人员有义务在他们受雇或任职期间所收到的信息保密。此保密政策规定了海鸥集团董事、雇员和其他人员的保密责任和义务。

海鸥集团的董事、雇员和其他人员须清楚知道在其任职期间将会了解并拥有或掌握集团或第三方向集团披露不为普遍所知的信息。可能包括的信息如泄露了可能会损害海鸥集团利益，也包含可能损害“集团”利益的商业机密信息的揭露。

海鸥集团所有董事、雇员和其他人员有责任和义务对集团相关的信息严格遵守保密，并将其依法用于正当的目的上。

保密政策的宗旨是制定必须遵守的保密原则。 本政策适用于所有与海鸥集团合作并有机会接触到海鸥集团机密信息的人员。

此政策（如相关）同时应用于海鸥集团签发予董事，雇员和其他人员的委任书和/ 或雇佣合约，以及其涉及任何与 工作相关的条规，政策和程序。

机密信息是指任何还未公开让大众知晓的信息。它涉及公司技术、业务、财务、交易或其他事务。它也包括了具商业价值较高的信息，如：集团战略提案、业务计划、商业秘密、与供应商和客户之间的贸易条款以及产品成本和利润率等商业信息，以及个人信息。

机密信息的例子包括但不限于：任何文件、创造、发明、改进、专利说明书、生产程序、设计、专有技术，营销和销售数据，配方，计划，想法，书籍，账户，数据，报告，各种文件的草稿，通信，客户信息，名单和档案, 决策, 产品信息, 进出口信息, 员工相关的信息, 战略, 绘图, 建议, 办公室前例，政策和程序 ，预测 , 预算和财务信息，包括任何呈现形式，如：海鸥集团以书面，口头或电子形式准备的任何文件或信息，可根据该信息的性质或当时披露的情况合理的视为机密信息，无论其是否在披露时被确定为“受限制资讯” 。

对于还未发布/刊登的发明或设计是属于特别敏感的信息。例如，在提交专利申请之前披露未公开的发明信息或设计信息将导致该发明或设计持有者的知识产权受到不可逆转的损失。即使在提交专利申请后，也必须留意不可公开披露对发明或设计改进的相关信息，这将导致商业秘密丧失该有的保护。

海鸥集团期望所有董事、雇员和其他人员都能以敏感和专业的处理方式处理所有机密信息。集团董事、雇员和其他人员有义务不获取或试图获取其未经授权的信息。然而，集团也清楚知道具有明确沟通和问责制的透明度文化的重要性。因此，海鸥集团希望能维护个人和集团数据的安全，并期待所有董事、雇员和其他有关人员务必以保护集团数据安全的方式处理集团的任何机密信息。

保密的目的基本上有两个层面：（一）保护集团及其利益相关者、供应商、业务伙伴、客户和顾客们的敏感或机密信息。（二）基于集团的有效运作为考量，集团董事、雇员和其他有关人员在工作过程中有必要共享某些信息和知识，此保密政策是建立彼此信任的必要条件。

防止泄露机密信息的最佳保护措施是将有权收悉敏感信息的雇员和人员的数量保持在基本的最低人数。

任何雇员故意、重复、意外或未经授权披露任何机密信息将受到纪律处分。 任何纪律行动将会考虑信息的性质如其机密性和敏感度，并妥当的处理泄露信息事件，确保违反保密政策的情况不再发生。

• 必须对所有机密信息保密；
• 仅限于担任海鸥集团董事和雇员在履行其职责时使用的机密信息；和
• 只能向已经知道机密信息且已知须要保密的人员和那些须要被告知机密信息的人员披露有关的机密信息（仅限于每个人都需要知道情况下）。

• 所有物质形式的机密信息；
• 任何包含机密信息或部分机密信息的笔记和其他记录；
• 所有涉及机密信息的副本或注释机密信息的笔记和其他记录；以及
• 集团董事、雇员或其他人员所持有或管理属于海鸥集团的物业和资产。

即使在雇佣期结束后，对机密信息保密和不披露的义务仍将继续存在。

任何海鸥集团的董事或雇员在任职期间若被发现违反保密和不披露原则将受到纪律处分，在严重的情况下将被解雇。任何已离职的前雇员若被发现违反该保密原则可能会根据违规情况受到惩罚，公司将保留法律权力采取行动。其中包括取消/撤销有关的任何或所有的福利（如果公司向离职雇员提供了福利）。

本政策将与海鸥集团董事、雇员和人员的雇佣合同或委任函共同实行。

机密信息只能在 “需要知道” 的基础上披露，并且只有在必须知道的情况下才允许披露相关信息，以便能让董事或雇员有效的执行其职责。

7.1 在“需要知道”的情况下（包括从集团内部系统产生的数据），机密信息仅能在获得事先授权的情况下才能披露：

1. 为特定目的而使用有关的信息 ： 须获得其公司负责人或其上司（职等不低于4级）的批准 ；
2. 包含范围更广的机密和敏感数据的信息 ；以及4级和以上职等的雇员：须经由集团董事经理/集团执行董事批准/授权：

海鸥集团的董事或雇员必须能够合理性的判断披露相关信息的需求 。

• (i) 信息披露之时或之后，并非是披露方的过错而导致众所皆知的信息（前提是披露方在此过程中不可披露任何非公开的机密信息）；或
• (ii) 披露方能够以合理满意的方式证明，他方人员告知机密信息之前，披露方早已掌握有关的机密信息。

任何包含机密信息的书面文件皆须严密保存，不可随处置放。数据包括电话留言、电脑打印的文件、信件和其他文件。所有包含机密信息的文件/硬件都须要进行恰当的处理和保护，并将其存放在安全地方。

雇员还须要谨慎行事，避免滥用或无意中泄露机密信息。这包括了把包含机密信息的电子文件，纸质文件及其他文件档案存放在安全的地方；以及在安全条件下，才通过电子邮件或其他电子方式或手机设备传输机密文件。

• 禁止将机密文件再循环使用；和
• 应将需要丢弃的文件撕碎或剪成碎片后才扔进垃圾桶。

公司将定期检讨此保密政策，在考虑集团的需求以及因随着规则及法则上的最新发展而导致现有的履行职责受到影响的情况下，公司将对保密政策作出适当及符合时宜的修订。

1. 适用范围

2. 住宿申请

3. 员工住宿守则

4. 整洁工作

5. 宿舍安全

6. 其他

公司指定医疗所名单

这份电子邮件和互联网使用政策的目的是概述当连接到组织网络或通过公司自有互联网设备时使用公司电子邮件和访问在线资源的准则和规定。该政策旨在确保公司 在 电子邮件和互联网的安全、完整性和 其 专业 的 使用，并促进高效、 相互 尊重的工作环境，同时保护组织 和 公司 的 资产和声誉。

这项政策适用于所有员工、承包商、顾问以及其他使用公司电子邮件，访问组织网络或使用公司提供的设备访问互联网的任何其他个人。

允许使用电子邮件和互联网进行与工作有关的活动，包括研究、与同事和客户沟通、 访问与工作职责相关的在线工具或服务，以及其他直接与官方职责相关的活动。

1. 4.1  严格禁止参与违反当地、州属、国家或国际法律法规的任何活动。
2. 4.2  严格禁止访问、下载或分享任何非法或盗版软件、受版权保护的材料或机密信息。
3. 4.3  严格禁止访问不当、冒犯性或露骨的内容，包括宣扬暴力、仇恨言论、歧视或骚扰的网站。
4. 4.4  禁止利用互联网谋取个人财务收益，进行与组织无关的商业活动，以及任何未经授权的商业行为。
5. 4.5  工作时间内不允许参与在线游戏、赌博或进行其他非工作相关的娱乐活动。
6. 4.6  严格禁止上传或转发病毒或任何恶意软件。
7. 4.7  禁止绕过网络安全措施，尝试未经授权访问其他系统或账户，或从事任何危害公司安全的行为。

1. 5.1  公司提供的电子邮件账户仅用于与工作职责相关的官方通信目的。
2. 5.2  在所有电子邮件回复和转发 中行使谨慎和专业精神，确保遵守公司的行为准则和政策。
3. 5.3  未经管理层授权，不得使用电子邮件传送敏感或机密信息。所有附加的机密商业文件必须受到密码保护。
4. 5.4  不转发连锁信、垃圾邮件或任何可能危及公司网络或声誉的未经授权的大规模邮件。
5. 5.5  避免在公司邮箱中进行个人通讯或违反本政策的其他任何部分。
6. 5.6  定期审核和管理电子邮件，以保持邮箱的高效运作。
7. 5.7  及时向 MIS部门报告任何疑似 网络 钓鱼尝试 (phishing attempts)、可疑的电邮件安全威胁。

1. 6.1  员工在使用公司的电子邮件和互联网时负责保护敏感信息和数据。这包括在未经授权的个人分享敏感信息或将其存储在不安全的位置。
2. 6.2  为所有在线帐户使用强密码，并避免在工作和个人帐户中使用相同的密码。
3. 6.3  在点击来自未知或可疑来源的链接或下载文件时要小心谨慎。

1. 7.1  在社交媒体上发布内容或参与任何与工作相关的在线讨论时要谨慎小心。
2. 7.2  未经适当授权，不得泄露有关公司 、其客户或同事的机密或专有信息。

避免不必要的或与工作无关的网络使用，以免对公司的网络资源造成压力或影响网络功能 。

公司保留在公司网络和设备上监控公司电子邮件和互联网使用情况的权利，以确保遵守本政策并保护 公司 利益。

对电子邮件和互联网使用政策的违反可能导致的纪律处分，包括口头或书面警告、停职、解雇或法律诉讼，具体取决于违规行为的严重程度和频率。

鼓励员工及时向其上级或集团人力资源部举报任何疑似违反政策的行为或安全事件。

公司保留更新或修改本政策的权利並将及时通知员工任何政策更动 。

所有员工必须确认已经阅读、理解，并将遵守此电子邮件和互联网使用政策。

通过遵守此电子邮件和互联网使用政策，我们可以确保安全、高效的工作环境，同时维护公司的诚信和声誉。