Annual Leave

An employee's leave entitlement is stipulated in his/her contract of employment.

For ease of administration, annual leave shall be computed on a calendar year basis.

In the case of new employee, on completion of three (3) months' service, an employee is entitled to pro-rated annual leave calculated from the day the employee commenced work to 31st December.

In calculating pro-rated leave, any fraction of a day, which is less than one-half of a day, shall be disregarded; where the fraction of the day is exactly one-half, it shall be regarded as half day; and where fraction of the day is more than one-half, it shall be regarded as one day.

Application of annual leave will be made electronically through Simplepay.com.sg portal (click link for instruction). Annual leave will be normally be granted on your application, but the Company reserves the right to change the period to facilitate the re-arrangement of work schedules. Kindly submit your request at least two (2) weeks before your planned leave.

Applications for part of a working half day is permitted, subject to approval by Company.

Unused annual paid leave will be forfeited three (3) months after the end of the calendar year. E.g. 202X annual leave will expire on 31st March 202Y Unused annual paid leave cannot be converted into cash. Extension of expiry of annual leave can be granted by the management on a case to case basis.

Sick Leave

Every employee shall, on production of a medical certificate from registered medical doctors or government or government restructured hospital/clinic be entitled to paid sick leave as follows:

• Fourteen (14) days Sick Leave in each calendar year if no hospitalisation is necessary or

• Sixty (60) days Hospitalisation leave in each calendar year if hospitalisation is necessary. 14 days sick leave is included on the 60 days hospitalisation leave.

If an employee has less than a year's service, he will be entitled to sick leave pro-rated according to his completed months of service in that year. If you fall sick on your rest day, public holiday or annual leave, a non-working day or on a day when he is on no-pay leave, you will not be entitled to paid sick leave on those days. You will also not be entitled to paid sick leave during the period when you are receiving compensation for temporary disablement under the Workmen's Compensation Act.

Sick Leave cannot be accrued from year to year.

Application of Sick leave must be submitted to simplepay.com.sg (click here for instruction).

Maternity Leave

A female employee who has worked for the Company for three (3) months may be entitled to maternity leave subject to eligibility and entitlement.

Singaporean child, worked 3 months or more:

You are entitled to sixteen (16) weeks of paid maternity leave. You may be able to share 1 week of your maternity leave with your husband in accordance with the shared parental leave.

Non-Singaporean child, worked 3 months or more:

You are entitled to total of twelve (12) weeks of maternity leave. For your first and second child, you are only entitled to first eight (8) weeks of paid leave. Four (4) weeks is unpaid maternity leave. For your 3rd and succeeding child, you are entitled to twelve (12) weeks of unpaid maternity leave.

Singaporean or Non-Signaporean child, worked less 3 months:

You are entitled to to twelve (12) week of unpaid maternity leave.

You must give the company at least one (1) week's notice before going maternity leave, and informed them as soon as possible of your delivery. Otherwise, you are only entitled to half the payment during maternity leave. Maternity leave is capped at 6 days a week depending on your employment contract.

Paternity Leave

As a working father, you are entitled to Government-Paid Paternity Leave (GPPL) for all births if you have meet the following requirements:

• Your child is a Singaporean;

• You are or had been lawfully married to the child’s mother between conception and birth;

• You have served your employer for a continuous period of at least three (3) months before the birth of your child.

Adoptive fathers who meet the following requirements are also entitled to GPPL for all births:

• Your child is a Singaporean;

• You have served your employer for a continuous period of at least three (3) months before the birth of your child.

You can either take two (2) continuous weeks within 16 weeks after the birth of the child or take 2 continuous weeks any time within 12 months after the birth of the child or Split the two (2) weeks into working days and take them in any combination within twelve (12) months after the birth of the child. Paternity leave is capped at 6 days a week, depending on your contract.

Childcare Leave

You are eligible for Government-Paid Childcare Leave (GPCL) if you meet the following requirements:

When taking your childcare leave:

• You have the full flexibility to use your leave to spend time with your child; for example, to accompany your child on the first day of school or to look after your child if you can't arrange childcare.

• You don't need to produce a medical certificate for the child.

• You should give early notice (at least 2 days in advance) to your employer of your intention to take childcare leave.

• Both you and your employer should mutually agree on a suitable time to take your leave.

• Leave is subject to your employer's approval. However, your employer is strongly encouraged to grant the leave for matters that cannot be postponed, such as child immunisation or school registration.

Some restrictions apply to childcare leave. You cannot:

• • • Transfer childcare leave between spouses.

    • Encash your unused childcare leave; it will lapse at the end of each agreed 12-month period.

    • Carry over any unused childcare leave to a new company, if you change employer.

    • Use your childcare leave to offset the notice period for termination of employment. However, if you apply for childcare care leave during the notice period, your employer is encouraged to grant the leave. The leave taken will not add to the notice period.

If you are entitled of this leave, please notify the Management. You are required to submit a copy of your child/children’s Birth Certificate to hr@restobarholding.com or handover a hard copy to your designated Manager so they can arrange it with the HR.

Reservist Leave

Regular full-time and part time male employees are entitled for reservist leave based on the period stipulated in the SAF10 form.

You are required to inform your manager and submit the official Notification of National Service Call Up issued by the government using our payroll portal simplepay.com.sg (click here for instruction) Since the Company participates in the Direct Reimbursement to Employers of Claims, you should not file a Make-up Pay (MUP) claim. The Company will continue to pay you as per your employment contract when you attend military training and claim reimbursement from MINDEF.

Reservist leave must be discussed with your immediate supervisor immediate after your receive the notice from MINDEF.

Public Holiday

The Company will observe 11 public holidays.

For Office staffs:

Generally, the office will be closed on these days and you will receive full base salary pay for the public holiday. If a public holiday falls on a Saturday or Sunday, the immediate following Monday will be a day off.

For Restaurant staffs:

You may be required to work on a public holiday. Employees who work on a public holiday will receive a public holiday in lieu.

The following are the public holidays that Company will observe:

• • • New Year’s Day

    • Hari Raya Haji

    • Chinese New Year (2 days)

    • Good Friday

    • Labour Day

    • Vesak Day

    • National Day

    • Deepavali

    • Hari Raya Puasa

    • Christmas Day

    • Polling Day

Compassionate Leave

According to MOM, there is no statutory entitlement for compassionate leave. The Company understands that losing a loved one can be unexpected and a difficult time in your life. Therefore, the Company provides the following paid time off to grieve the loss of a loved one:

• • • Three (3) working days in the event of death of a immediate family member. Immediate family member includes the following: Parents, Spouse, Children and Siblings.

    • One (1) working day in the event of death of a family member. This includes the following: Grand parents, In-laws, Grand Children