PowerPoint Presentation

[Audio] WELCOME ONBOARD The Lentor Residence Private Limited…. We aim to provide our residents with a comfortable home and care services in their golden years..

Our team is dedicated to providing exceptional care and support to our residents and we are committed to making your transition as smooth and comfortable as possible.

Human Resource Team will take a pause.

Human Resource Team will take a pause.

We will take a pause here to take a screenshot of the address and contact numbers. Our HQ is located at Link @ Ang Mo Kio. Lentor's HR general email address is [email protected]

Board of Directors Chief Executive Officer , Mister Jonathan Koh. General Manager , Doctor Joshua Koh. Chief Operating Officer , Mister John Ho. Chief Financial Officer, Miss Koh Li Choo

An overview of the organisation’s hierarchy, departments and designations.

We provide the necessary support and resources to help our residents. Our services include Residential Care, Centre Based Services, , Medical transport, Medical standby and training services.

Since year 2010, Lentor Training Centre conducts training for Basic Cardias Life Support with A-E-D known as (BCLS AED) assisted living C-P-R plus A-E-D Standard First Aid. Infant and Child Heart Saver Course. Occupational First Aid Course. EMT Training

At Lentor Residence, we prioritize the well-being and comfort of our residents. Our goal is to promote healthy and gracious living, offer professional care, and provide peace of mind to both our residents and their loved ones. Our purpose is to enable care, enhance health and enrich life. We strive to create a nurturing environment that enhance the quality of life for our residents..

Our vision is to provide the holistic residence with professional medical, nursing, physical and pastoral care. We provide resident centred care facilities and a holistic lifestyle preference to give our residents a peace of mind and dignified living.

Core Values C-R-E-A-T-E Compassion. Respect. Ethics Attentive to staff. Teamwork. Edify. Teamwork. Edify.

Company Practices…..

Customer service standards at Lentor Residence. Staff are expected to provide good customer service. Warm smile and maintain eye contact​. Show Care and concern and greet all visitors with "good morning", "good afternoon" and "good evening" Speak in the language that visitor is comfortable with. Get assistance if you are not able to do so. use Palm or Thumb when giving directions. Remember the golden rule for service industries. G-E-M - Going the Extra Mile.

Social Care For Residents & Clients. -Treat our residents and clients as dignified individuals and give them due respect.​ -They shall have privacy when:​attending to their hygiene. -When they are making or receiving telephone calls. -​receipts of their personal mails,​receiving visitors. -​having personal conversations with staff, residents or their loved ones.​- Exercise due diligence:. -to ensure the Residents' and Clients' personal safety. -​to reduce the risk of Residents' and Clients' harm resulting from falls.​ -to reduce the risk of healthcare associated infections by complying with hand hygiene protocols.​

Environmental, Health & Safety (E-H-S) Safety is of paramount importance. Supervisors to ensure safe work practices. Guard against adverse Environmental, Health and Safety risks. Reduce, Re-use, Recycle Enhance efficient use of resources & energy. Ensure compliance with legal and other requirements. Nurture and promote E-H-S awareness among staff, suppliers and contractors.

Receiving Gifts Money or gifts of personal nature offered by residents, clients, or their relatives must not be accepted by the staff. Staff must inform Department Head and referred to the Management on all money or gift offers. Whenever appropriate, the management will disburse the money or gifts to the staff accordingly. Employee Grievance or Feedback Staff who has grievance or feedback can make a report to the immediate Supervisor, Department Head or HR Department, or submit an online feedback form, depending on the sensitivity of the matter.

Prevention of Resident or Client Abuse and Whistleblowing Policy The management has Zero Tolerance of any resident or client abuse. All staff are required to report any case of abuse or suspected abuse to the appropriate supervisor. The company’s Whistleblowing Policy will protect the identity of the person reporting the abuse or suspected abuse. All whistleblowing complaints are to be made to Chief Executive Officer (C-E-O--) via one of the following communication channels: Email: [email protected]

Prevention and Management of Workplace Harassment​ -Workplace should be safe and free from harassment.​ Individuals are responsible for their own conduct at work and should be respectful towards others.​Any form of harassment will not be tolerated and would be dealt with seriously.​Any staff who has participated in an act of harassment or encouraged such conduct by others, shall be subject to disciplinary action. ​For severe cases, a police report may be made. ​Disciplinary actions can include warning, suspension, demotion or termination.​

Code of Conduct & Disciplinary Code Must comply with all the rules and regulations of the company, including Code of Ethics and Professional Conduct of Singapore Nursing Board and Allied Health Professional Council respectively. Strictly follow the work roster assigned. No changes are allowed unless approval is obtained from the supervisor. Must be punctual for duty and return from meal break. Workplace communication in English is strongly encouraged. No consumption of alcohol on work premises, in Staff Quarters and company leased units. No consumption of drugs including betel nut and leaves. No smoking on work premises, in Staff Quarters, company leased units and while in uniform. Strongly discourage any boy/girl relationships among colleagues. Not allowed to use hand phone for personal matters while on duty.

[Audio] Misconduct Examples of misconduct, not limited to: Negligent and careless acts towards resident, client or staff. Laziness, inefficiency, negligence of work and not observing hours of work. Quarrelling, disrespectful behaviour, fighting. Absent or leaving workplace without permission or adequate reasons. Obtain leave or absent by false pretence. Theft, dishonesty. Examples of misconduct, not limited to:​​Negligent and careless acts towards resident, client or staff.​Laziness, inefficiency, negligence of work and not observing hours of work.​Quarrelling, disrespectful behaviour, fighting.​Absent or leaving workplace without permission or adequate reasons.​Obtain leave or absent by false pretence.​Theft, dishonesty.​.

Disciplinary measures may include, but are not limited to: Verbal Warning Written Warning Forfeiture of Salary Increment Demotion Suspension from Work Termination of Employment All disciplinary actions shall be formally acknowledged by the staff concerned.

Grooming Standards…..

Dress Code. -When on duty, dress neatly. -Uniform must be well ironed. -Shoes, shoes laces and socks must be in one solid black colour if uniform is required. -When off duty, staff are allowed to wear their own clothing. -However, spaghetti strap blouse/dress, shorts, pyjamas are not acceptable on work premises.

Confidentiality…..

Online Social Media Policy -Exercise discretion and responsibility when communicating or publishing information on the online social media (Facebook, TikTok, Instagram, et cetera) -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 residents’ or clients’ information; or any confidential information. -Do not publish residents’ or clients’ photographs or videos. Do not air grievances on online social media – there are appropriate platforms to escalate your grievances in the company.

Communication with The Press and Media Staff are not allowed to communicate with the press or media concerning company matters and residents’ or clients’ information unless authorised to do so. When approach by the press or media for comments, politely direct them to the Management.

Clean Desk and Workstation Locking. -Do not leave sensitive data exposed in locations where they might be viewed by any other persons. -Any printed materials containing sensitive information should be kept in drawer or locked location when staff are away from their desks. -Be responsible for securely shredding any printed materials containing sensitive information before disposal. -All devices (for example, laptops and phones) must have auto lock enabled and must not be left unattended at the end of the day.

Leave Policy…..

Leave Policy -Leave application within the first 3 months of employment will be No Pay Leave. -Generally, only 10% of each department can go on leave during the same period, except for sick leave. -Any exception cases beyond S-O-P guidelines, H-O-D's may decide to approve the leave subject to work and manpower requirements. -The management can rescind all previously approved leave and recall back all staff in times of crisis or due to work exigencies. - Staff shall refer to Employment Contract for leave entitlement.

[Audio] Annual Leave Pro-rated based on number of completed months worked in a calendar year. Leave Application Seek supervisor’s approval before applying. To submit at least 14 days before leave date. HOD is not obligated to approve any advance leave application immediately. Leave approval is subjected to operational needs, may be rejected. Staff should not make travel plans before leave is approved. Company will not compensate for any cost incurred due to leave being rejected. If staff falls sick while on annual leave, cancellation is not allowed. Urgent Leave For any leave submitted within 7 days. This is not encouraged to avoid disruption to planned roster. Leave Encashment 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. Unutilised annual leave beyond the two calendar years’ eligibility will be forfeited. Encashment of annual leave balance is allowed on resignation. Annual Leave​--- Pro-rated based on number of completed months worked in a calendar year.​​Leave Application​Seek supervisor's approval before applying. ​To submit at least 14 days before leave date.​HOD is not obligated to approve any advance leave application immediately. ​Leave approval is subjected to operational needs, may be rejected.​Staff should not make travel plans before leave is approved. ​Company will not compensate for any cost incurred due to leave being rejected. ​If staff falls sick while on annual leave, cancellation is not allowed.​​Urgent Leave​For any leave submitted within 7 days.​This is not encouraged to avoid disruption to planned roster.​​Leave Encashment​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.​Unutilised annual leave beyond the two calendar years' eligibility will be forfeited.​Encashment of annual leave balance is allowed on resignation. ​.

[Audio] Medical Leave (Outpatient Sick Leave and Hospitalisation Leave) If unwell during work day, must inform Reporting Officer immediately. Proceed to see doctor and obtain a Medical Certificate to be certified unfit for work. Apply sick leave via HR system, upload Medical Certificate and update Supervisor. If did not visit a doctor or Medical Certificate is not available, Annual Leave / No Pay Leave application must be applied on the same day. Paid Sick Leave is not available if fall sick on public holiday, annual leave, rest day, or non-working day. For staff staying in Staff Quarters (SQ), inform Room IC, SQ in charge, Reporting Officer and proceed to sick bay if instructed. Medical Leave----- (Outpatient Sick Leave and Hospitalisation Leave)​If unwell during work day, must inform Reporting Officer immediately.​Proceed to see doctor and obtain a Medical Certificate to be certified unfit for work. ​Apply sick leave via HR system, upload Medical Certificate and update Supervisor.​If did not visit a doctor or Medical Certificate is not available, Annual Leave / No Pay Leave application must be applied on the same day.​Paid Sick Leave is not available if fall sick on public holiday, annual leave, rest day, or non-working day.​For staff staying in Staff Quarters (SQ), inform Room IC, SQ in charge, Reporting Officer and proceed to sick bay if instructed.​​.

Singapore Public Holidays (P-H-) -11 days of Public Holiday in a calendar year: -New Year's Day -Chinese New Year 1st day -Chinese New Year 2nd day -Hari Raya Puasa. -Hari Raya Haji. -Good Friday -Labour Day -Vesak Day -National Day -Deepavali -Christmas Day Treatment of Public Holidays (PH)​ Shift worker who wishes to consume a particular PH, must discuss with HOD at least 1 month in advance.​ Approval will be subject to work and manpower requirements. ​ HOD will finalise the approval list prior to each PH.​ Staff who is rostered to work on a PH is entitled to PH Off in Lieu. ​ If a PH falls on a non-working day, staff 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 holders.​

OverTime & Benefits….

[Audio] Medical and Dental Claims After 3 months of continuous service, staff is eligible for: Medical Claims For medical fees incurred at any Singapore registered medical institutes up to a maximum of S$400 per calendar year: - Up to S$40 per visit, maximum 10 times per year - This amount includes all doctor’s consultation fee, prescriptions, specialist treatment or investigations, A&E charges. Traditional Chinese Medicine (TCM) Medical receipts from Traditional Chinese Medical Practitioner (TCM) is not acceptable. Dental Claims Claim reimbursement for dental fees incurred at any Singapore registered dental clinics up to a maximum of $100 per calendar year. After 3 months of continuous service, staff is eligible for:​​Medical Claims​. For medical fees incurred at any Singapore registered medical institutes up to a maximum of S$400 per calendar year: ​- Up to S$40 per visit, maximum 10 times per year​- This amount includes all doctor's consultation fee, prescriptions, specialist treatment or investigations, A&E charges. ​​Traditional Chinese Medicine (TCM)​. Medical receipts from Traditional Chinese Medical Practitioner (TCM) is not acceptable.​​Dental Claims​. Claim reimbursement for dental fees incurred at any Singapore registered dental clinics up to a maximum of $100 per calendar year..

Human Resource System….

[Audio] Download the application from either Play Store (Android) or App store(IOS) Log in with your details you have created via browser. When done, you will see this interface. please follow the screenshot and download the application in your application store..

[Audio] Leave Application Claim Submission After downloading the application, you will be able to see the interface as shown in the screenshot. For leave application, select the LEAVE button. Press APPLY shown at the bottom of the page. Fill in the required details and click SUBMIT. For Claim submission, Click on the CLAIM BUTTON. Press APPLY shown at the bottom of the page. Fill in the required details and click SAVE AS DRAFT. your claims will be saved as draft ONLY. not submitted yet. This will give you a chance to amend your claims if required. Click on the DRAFT button below, double check on all details. Click the check box and select SUBMIT. Then, your claim is submitted..

Leave Policy…. (Work Pass Holder)

Home Leave for Work Pass Holder Not applicable to Malaysian Work Pass Holders. Home leave is not encouraged during first 2 years of service. Home leave application one week before and after festive period is not encouraged. One trip of not more than 30 days per year, inclusive of maximum 14 days No Pay Leave & Off Days. Staff are to seek (head of department) H-O-D’s approval before submitting Annual Leave and/or No Pay Leave Application via HR system at least 6 months in advance before Home leave start date. Overseas Holiday Leave for WP Holder  The current insurance and legal framework do not provide protection beyond Singapore. For approved overseas leave (not to home country), it is compulsory for staff to buy travel insurance with repatriation coverage. Staff 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. Staff to apply Annual Leave via HR system at least 2 months in advance before leave start date.

Urgent Home Leave for Work Pass Holder Urgent leave are subject to HOD’s approval. 1st priority for parents, spouse, children.  2nd priority for grandparents, parents in law, siblings.  Recommended leave duration: 7 to 10 days. Once H-O-D approved, staff to apply leave application via HR system immediately: Urgent Leave : if staff has leave balance, or No Pay Leave : if staff does not have leave balance. Return air ticket (2-way) to be 100% borne by staff Staff to submit air ticket to HR before flight departure. Staff is to submit next of kin’s death certificate to HR upon return. HR will then grant off in lieu, to be consumed within 12 months from event date.

Overtime (if applicable) -Criteria approval from Reporting Officer worked more than 44 hours per week or more than 88 hours over 2 consecutive weeks -Rate 1.5 times of hourly basic salary -Cutoff date 15th of each month  For example, -OverTime hours from First January to Fiftheen Janurary, will be paid pay in the same month Janurary. -OverTime hours from Sixtheen January to Thirsty First January, will be paid in the following month, February. 

Uniform and Shoes Reimbursement. Eligible after completed 3 consecutive months of service Claim approval cut off date is 15th of each month. -Uniform – Black or dark blue Pants . -Up to $40 for 1st year new join. -Up to $20 per year for 2nd year onwards. -Shoes Up to $45 per year.

Staff Accommodation and Change of Address -Staff staying in Staff Quarters or Company Leased Units must comply with company’s House Rules. -Staff must seek approval from HR department before moving in/out of -Staff Quarters or company leased unit -Staff must update HR department on change of address, according to M-O-M regulations. -Staff must provide proof of address change 5 days before shifting date : H-D-B registration proof (work pass holder staying in H-D-B-) Tenancy Agreement (work pass holder staying in private housing)

Bearing & Turnout for Male Staff​. Hairstyle. Neatly trimmed and above collar.​.. Not allowed:​Ragged , punky, spiky or Mohawk hairstyle​. Hair length covers eyes or ears​Sideburn longer than earlobe​. Highlighting or dyeing of hair​. Goatee/Beard.

Hairstyle for Female Staff. 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. Not allowed: No fancy 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.

Earrings Acceptable Simple stud type earring not exceeding 6 millimeters in size. Simple ring type earring not exceeding 10 millimeters in diameter. Not Acceptable Stud type earring exceeding 6 millimeters in size. More than one earring exceeding 10 millimeters in diameter.

All Infotech guides can be found in Infotech Mobile App under Company Policies. If you need any clarification, feel free to contact H R @ nine,zero,nine,one ,four,four,zero, four.. or look for the H R in charge at Admin Office.