TLR Employee Orientation Program

[Audio] The Lentor Residence Employee Orientation Program for Care Staff.

[Audio] Vision The holistic Residence with professional medical, nursing, physical, social and pastoral care Mission 1. Resident-centred care facilities 2. Holistic lifestyle preference for the resident 3. Honour loved one with dignified living and peace of mind.

[Audio] Core Values C.R.E.A.T.E. 1. Compassion – God's love enable us to love others, alleviate their pain and discomfort, treat them and their family with care and compassion 2. Respect – We treat everyone with honesty, dignity and fairness as we would like others to treat us 3. Ethics – the moral will to do what is right. Ethical conduct is displayed through one's exemplary behaviours, respect for others and sense of loyalty and responsibility 4. Attentive to staff – our genuine concern that we have for our staff and colleagues. This includes a personal touch and holistic well-being of our staff. 5. Teamwork – Together, everyone achieves more. Provide relief, continuity and magnitude 6. Edify – Mutual sharing, living and learning to discover our personal core being.

[Audio] Environmental, Health & Safety (EHS) Safety is of paramount importance. All supervisors are to ensure that their staff are trained in safe work practices. When in doubt, please ask your supervisor. Guard against adverse Environmental, Health and Safety risks and continuously, improve our performance. Reduce, re-use, recycle and enhance efficient use of resources & energy. Ensure compliance with legal and other requirements. Nurture and promote EHS awareness among staff, suppliers and contractors..

[Audio] Social Care For Our Residents We treat our residents as dignified individuals and give them due respect. Residents shall have privacy when: attending to their hygiene they are making or receiving telephone calls receipts of their personal mails receiving visitors having personal conversations with staff, residents or their loved ones. Residents shall have the right to be consulted about all matters affecting them, choose and maintain contact with individuals and groups from the community..

[Audio] We shall exercise due diligence: to ensure that the Residents' personal safety will be catered for in and around TLR. to reduce the risk of Residents' harm resulting from falls by assessing and reassessing the risk for falling and take action to decrease harm from falls. to reduce the risk of healthcare-associated infections by comply with hand hygiene guidelines..

[Audio] Code of Conduct / Disciplinary Code Staff are required to comply with all the rules & regulations of the company. Nursing staff shall comply with the Singapore Nursing Board Code of Ethics and Professional Conduct. Strictly follow the work schedule / roster assigned. No changes are allowed unless approval is obtained from the supervisor. No consumption of alcohol in The Lentor Residence, staff caught drinking or drunk will immediately be subject to disciplinary action. No smoking in the Lentor Residence premises. Smoking area is located at the grass patch in front of the main building. Staff are strongly discouraged to have any boy/girl relationships among colleagues. Not allowed to use hand phone for personal use while on duty To be punctual for duty/ return from meal break.

[Audio] General Misconduct The following acts or omission shall be treated as misconduct for which a staff is liable to be warned or suspended from work without pay or having his/her next increment forfeited. Carelessness, laziness, inefficiency or negligence of work and not observing hours of work. Quarrelling which may have a subversive effect on the company discipline. Absent or leaving workplace without permission or adequate reasons. Obtaining or attempting to obtain leave or absence by false pretence..

[Audio] Disciplinary action will be implemented misconduct, negligent and careless acts towards any of our residents or staff while being employed under The Lentor Residence. Refer to Guide to Disciplinary Code (dated 01/03/2014). Disciplinary action on general misconduct will normally take any or a combination of the following: Verbal Warning Written Warning Suspension of Employment Dismissal.

[Audio] Receiving Gifts Money or gifts of personal nature offered by Residents or their relatives must not be accepted by the staff. All offers must be referred to the Management. Whenever appropriate, the management will disburse the gift to the staff accordingly. Using of Mobile Phone While on duties, especially when attending to Residents, staff are strongly discouraged from the use of mobile phones..

[Audio] Dress Code When on duty, staff are expected to dress neatly in uniform. The uniform must be well ironed. Shoes (including shoes laces) and socks must be in one solid black color. Shoes with soft soles are greatly encouraged. When off-duty, staff are allowed to wear their own clothing. However, spaghetti strap blouse/dress, shorts, pyjamas are not acceptable..

[Audio] Bearing & Turnout for Male Staff Hairstyle Hair is to be neatly trimmed and shall not extend beyond the collar. Hairstyle which is ragged, excessive in bulk or length, covers the eyes or ears is not allowed. Hairstyle that is punky, spiky or Mohawk shall not be allowed. No sideburn shall be longer than earlobe. No highlighting or dyeing of hair. Goatee / Beard – Not Allowed.

[Audio] Bearing & Turnout for Female Staff Hairstyle Long hair neatly tied up in ponytail & above collar-fold. Long hair neatly braided and above collar-fold. Short and neat hair above collar-fold. Long hair neatly tied-up with hair net and above collar-fold. No highlighting or dyeing of hair. No coloured contact lens unless for medical reasons No conspicuous rubber bands, pins, combs or any other ornaments shall be worn..

[Audio] Earrings Acceptable Simple stud-type earring not exceeding 6 mm in size. Simple ring-type earring not exceeding 10 mm in size. Not Acceptable More than one earring exceeding 10 mm in diameter. Stud-type earring exceeding 6 mm in size..

[Audio] Customer Service Standard Staff are ambassadors of TLR. They are expected to project the image of TLR and provide good customer service, whether to internal or external customer.

[Audio] Online Social Media Policy Exercise discretion and responsibility when communicating or publishing information on the online social media (Facebook, Twitter, Instagram, etc.) General guidelines: No comments on company policies and practices. Do not make use or post company logo unless prior permission is given. Do not share or disclose any patients' information; or any confidential information. Do not publish patients' photographs. Do not air grievances on online social media – there are appropriate platforms to escalate your grievances in TLR. Whenever in doubt, seek clarifications from HR department and/or supervisor..

[Audio] Communication with The Press and Media Staff are not allowed to communicate with the press or media concerning company matters and patients' information unless authorised to do so. When approach by the press or media for comments, politely direct them to the management..

[Audio] Leave Policy, Entitlement and Application Procedures.

[Audio] Guidelines Employee shall refer to his Employment Contract for his leave entitlement. All types of leave applied within the first 3 months of employment will be treated as No Pay Leave. As a general guide, only 10% of each vocation can go on leave during the same period, except for sick leave. Half day leave is only applicable to non-shift employee. Any exception cases beyond SOP guidelines, HODs may decide to approve the leave subject to work and manpower requirements. The management can rescind all previously approved leave and recall back all employees in times of crisis or due to work exigencies..

[Audio] Procedures Public Holidays (PH) There are 11 days of gazetted public holiday in a calendar year: • New Year's Day • Chinese New Year (1st day & 2nd day) • Hari Raya Puasa • Hari Raya Haji • Good Friday • Labour Day • Vesak Day • National Day • Deepavali • Christmas Day.

[Audio] Shift-work employee & care staff who wish to consume a particular PH is required to discuss with HOD at least 1 month in advance. Approval will subject to work and manpower requirements. HOD will finalise the approval list prior to each PH. Employee who is scheduled to work on a PH is entitled to PH Off in Lieu. If a public holiday falls on a non-working day, employee is entitled to PH Off in Lieu. PH Off in Lieu will be encashed in payroll in the month of PH for all Work Pass Holder and eligible care staff..

[Audio] Sick Leave (Outpatient Sick Leave and Hospitalisation Leave) Employee who is unwell should inform Roster Planner / Supervisor prior to duty as soon as possible. If become unwell during working hours, report to Supervisor immediately. Proceed to see doctor at any licensed medical institution in Singapore and obtain a Medical Certificate to be certified unfit for work. Employee is required to submit: sick leave certificate on the day of absence, hospitalisation leave certificate as soon as it is available. Application must be submitted via HR system; attachment of Medical Certificate is mandatory..

[Audio] Sick Leave (Outpatient Sick Leave and Hospitalisation Leave) Employee must send a copy of the Medical Certificate to Reporting Officer immediately by email or message. If employee did not visit a doctor or Medical Certificate is not available, employee shall submit Annual Leave / No Pay Leave application on the same day. Employee is not eligible for Paid Sick Leave if fall sick during public holiday, annual leave, rest day, or non-working day..

[Audio] Medical Appointment Employee shall inform Roster Planner / Supervisor in advance to make suitable arrangements for the covering of duties. On the day of medical appointment after visiting doctor, employee shall apply: Medical Leave if doctor granted Sick Leave, medical certificate attachment is mandatory, or Urgent Leave if Sick Leave is not granted by doctor and employee has Annual Leave balance, or No Pay Leave if Sick Leave is not granted by doctor and employee does not have Annual Leave balance..

[Audio] Annual Leave Annual Leave is pro-rated based on the number of completed months an employee worked in a calendar year. If the pro-rated fraction of a day is less than one-half, round it down; if it is half or more, round it up to one day. Annual Leave application must be submitted in advance for approval: Shift-work employee / Care staff - at least 14 days before leave start date (for roster planning) If leave application is submitted more than 2-3 months in advance, HOD is not obligated to approve it immediately till closer to the date. HOD can reject the leave application at his discretion for it to be submitted at a later date. Depending on operational needs, the leave can still be rejected. Employee is reminded not to make travel plans before his leave is approved. The company will not be able to compensate for any fees paid as a result of leave being postponed or rejected..

[Audio] Urgent Leave application can be submitted within 7 days. This is not encouraged to avoid disruption to planned roster. If employee falls sick while on annual leave, annual leave cancellation is not allowed. Annual Leave on Promotion Upon promotion to a higher Job Division with higher annual leave entitlement, annual leave entitlement shall be pro-rated based on the promotion date. For the particular year in which the promotion takes place, the employee's total Annual Leave entitlement for that calendar year shall be [pro-rated leave entitlement before promotion] + [pro-rated leave entitlement after promotion]..

[Audio] Annual Leave Accumulation and Forfeiture For facilitation of home leave, Work Pass Holder may carry over a maximum of two calendar years' annual leave eligibility into the following calendar year. Management may decide on yearly leave encashment every February/March. Unutilised annual leave beyond the maximum two calendar years' eligibility will be forfeited if not encashed. Upon resignation, the company allows encashment of annual leave balance on resignation. The employee shall be paid a sum equivalent to his unconsumed outstanding annual leave balance.

[Audio] Home Leave for Work Pass Holder Home leave application during the period of one week before and after Christmas and Chinese New Year is strongly discouraged. Home leave frequency and duration: Home leave is not encouraged during 1st & 2nd year of service as new staff must attend training programme and undergo preceptorship assessment during this period. One trip of not more than 30 days per year, subject to employee's earned annual leave balance and maximum of 14 days of No Pay Leave (inclusive of off days). If urgent cases, please refer to Urgent Home Leave. Once discussed and agreed with HOD, employee is to submit Annual Leave and/or No Pay Leave Application via HR system at least 6 months in advance before leave start date..

[Audio] Procedures for Applying Leave Urgent Home Leave Once discussed and agreed, employee is to submit leave application via InfoTech Mobile immediately before flight date under: Urgent Leave if employee has leave balance, or No Pay Leave if employee does not have leave balance. Return air ticket (2-way) to be 100% borne by employee. Employee is to submit a copy of death certificate to HR upon return. Compassionate leave will be granted as Off in Lieu accordingly in the month when employee returns to work..

[Audio] Urgent Home Leave for Work Pass Holder Case to case basis, subject to HOD's decision. 1st priority for immediate family members: parents, spouse, children. 2nd priority for other family members: grandparents, parents-in-law, siblings. Recommended urgent home leave duration: 7 to 10 days. Once discussed and agreed with HOD, employee is to submit leave application via HR system immediately before flight date: apply Urgent Leave if employee has leave balance, or apply No Pay Leave if employee does not have leave balance. Return air ticket (2-way) to be 100% borne by employee. Employee is to submit a copy of next-of-kin's death certificate to HR upon return from home leave. The compassionate leave will be granted as Off in Lieu accordingly in the month when employee returns to work. Upon receipt of document proof from employee, HR will grant Off in Lieu accordingly, to be consumed within 12 months from date of event / incident..

[Audio] Overseas Holiday Leave for Work Pass Holder Work Pass Holders are reminded that they are approved by MOM to work in Singapore. The Government and employer are responsible for their well-being, safety and living environment throughout their employment period in Singapore only. The current insurance and legal framework do not provide protection beyond Singapore. If travelling to a third country (not employee's home country) is approved, it is compulsory for employee to buy travel insurance with repatriation coverage. Employee must submit emergency contact, a copy of the travel insurance policy and travel ticket containing travel dates, time, destination, and coach/vessel/flight number to HR at least 1 week before the travel date. Once discussed and agreed with HOD, employee is to submit Annual Leave Application via HR system at least 2 months in advance before leave start date..

[Audio] Procedures for Applying Leave Other leave application & clarification Employee may contact HR if they need further clarifications. Email address: hr@lentorresidence.com HR whatsapp number: 9091 4404 HR office contact number: 6250 2300.

[Audio] Staff Benefits. Staff Benefits. 33.

[Audio] Claims Medical Claims After 3 months of continuous service with the company, the company will bear the cost of consultation fees at any licensed clinic or medical institutions. Reimbursement of medical fees incurred at any Singapore registered medical institutes up to S$400 per year: S$40 per visit, maximum 10 times per year This amount includes all doctor's consultation, prescriptions, specialist treatment or investigations, A&E charges. Dental Claims After 3 months of continuous service with the company, you are eligible for dental coverage of up to $100 in each year of service..

[Audio] Uniform & Shoes Reimbursement Uniform - Pants $20/year Shoes $45/year.