OBJECTIVE

These rules and regulations set the general conditions of employment, with Restobars (S) Pte Ltd and/or Buzz In The Woods Pte Ltd.

SCOPE

The present rules and regulations are based on the Employment Act of Republic of Singapore. Consequently, they form an integral part of your contractual terms and conditions of employment with Restobars (S) Pte Ltd and/or Buzz In The Woods Pte Ltd (the "company").

The term "employee" or "you" in the document refers to any person that has signed a letter of employment with the company.

GENERAL OBLIGATIONS AND CODE OF CONDUCT

This Code of Conduct ("the Code") applies to all employees of Restobars (S) Pte Ltd and/or Buzz In The Woods Pte Ltd and its subsidiaries. It sets out the principles that employees must conform to in carrying out their duties and responsibilities. This is to ensure the highest standards of personal and corporate behavior and integrity when dealing with the Company, its competitors, customers, contractors, suppliers, other employees and the wider community.

The Code sets the minimum standard that is expected of all employees, regardless of the jurisdiction or legal entity through which the Company operates. Where appropriate, the Code can be supplemented by additional specific requirements related to a country, entity or business unit.

It is the responsibility of every employee to comply with the Code both in spirit and principles.

This Code may be amended at the Company's sole discretion as and when it sees fit and appropriate.

Compliance with the law

In addition to the Code, all employees must comply with all laws, regulations and legal requirements applicable to the different jurisdictions where the Company operates.

Workplace Health and Safety

The Company is committed to a healthy and safe work environment for employees, customers, business partners, visitors and other stakeholders. Every employee has a personal responsibility to support this commitment.

Employees are required to carry out their work in a safe manner, without causing harm to themselves or others, and to report any potentially unsafe or unhealthy situations to their supervisors immediately.

They must observe and follow all health, safety and environmental regulations laid down in the operation instructions, including putting all the necessary safety protective equipment where applicable.

Company Assets and Properties

Employees are responsible for all company property entrusted to them. This property includes, but not limited to physical property (e.g. phones, company vehicles, computers, tools and equipment), records (e.g. data on customers and company records), and intangible property (e.g computer software and computer records). It is a requirement that employees treat Company's property as they would their own and not damage, deface or remove it for personal use without proper authorisation.

Employees must not dispose of any company property (e.g. selling, loaning or giving it away) without proper authorisation.

Employees are responsible for the proper use of the company's funds including expenses. While spending or committing company funds, employees must ensure that all transactions are legal, proper and documented, and that the company receives appropriate value in return.

Computers

Employees must use office computers provided by the Company in accordance with instructions and guidelines issued. They should protect their own password and not use anyone else's ID or password to access records.

Employees must not alter records or software instructions without proper authorisation. They must always ensure that any software they use has been obtained from authorised suppliers and should only install software into their company issued computers with authorisation and direction from the Management.

Work Performance

The Company is committed to providing quality and efficient goods and services to all customers. Employees must perform their roles to the highest standard to ensure that customers' (both internal and external) needs are always met.

They are required to perform tasks assigned in a responsible and reliable manner and to manage time at work efficiently, without wasting company time and resources by taking part in unauthorised activities including, but not limited, to trading, gambling or political activities within the Company's premises.

Working with Other Employees

At all times, every employee has a responsibility to treat colleagues with respect and consideration. Improper behavior including (but not limited to) discrimination or harassment in any form such as bullying, intimidation, threats, ridicule, sexual, racial or verbal abuse, insults, gestures, willful or serious insubordination, physical violence etc. is not acceptable.

The company will not tolerate these behaviors and will take disciplinary action including termination of service or dismissal.

While at work, employees must not conduct themselves in such a manner that will interfere with or prevent other employees from carrying out their duties properly.

Customers and Business Partners

Honesty and integrity in all dealings with the government, businesses and other organisations are expected at all times. Making cash payments or payments in kind such as gifts or favors to influence individuals to award business opportunities to the Company or make a business decision in the Company's favor is prohibited.

Employees must obtain any third party's confidential information through the proper authorities. If given such confidential information, employees must ensure that they are entitled to have it, and obey the relevant laws and rules for handling the information.

They must always maintain good relationship with customers which is vital to the success of the business. Customers must fee that they are getting the highest standard of goods and services for a company which listens to them and is responsive to their needs.

All contracts with customers and business partners must be fairly arrived at, with no hidden deals or unspoken agreements. They must be fully documented in writing. Information about customers and business partners must remain confidential and should only be shared with the proper authorisation.

Alcohol and Drugs

Drugs and/or alcohol can impair an individual's capacity to perform his/her job safely, efficiently and with respect for colleagues and customers. The use of such substances may result in injury or a threat to the well-being of an individual, colleagues, customers or members of the public.

An employee must attend work in a fit state and is not to be under the influence of alcohol or drugs during working hours.

Official Records

Information is valuable asset of the Company and its integrity depends on the honesty, completeness and accuracy of its records. This means that anyone preparing the company's records and reports must be diligent in assuring the factualness, accuracy and completeness of all data, records, reports and expenditure connected with the company.

Employees must keep copies of company records and documents as necessitated by legislation and Company requirements (e.g. financial reports, HR personal data, installation data, customer records and test data) at a safe location. Where necessary back-up of important records must be maintained and periodically updated.

For financial record keeping purposes, employees must not engage in any practice or procedure which might conceal, facilitate or constitute bribery, kickbacks, or improper gratuities or other illegal or improper payments or receipts, or which might appear as such.

Proprietary Information and Intellectual Property

From time to time, and in the course of work, employees may have access to information which includes the trade secrets, know-how used by the Company to distinguish its businesses and services from those of competitors, as well as sensitive private business information of a commercial, technical or financial nature (e.g. prospects, agreements with customers, business partners, competitors, account plans, business proposals, negotiations and contracts).

It is important that all company proprietary information is kept confidential. Employees have a duty to safeguard company information, bearing in mind ethical, legal ramifications and government regulations. Information of commercial value or of a sensitive nature must be tightly controlled. When releasing information to a third party for a bid proposal, a Non-Disclosure Agreement should be signed by the third parties, and information released is on a need-to-know basis.

Any trademark, copyrights, patents, designs, registered designs, proprietary information and all other intellectual property rights developed and commissioned by the company belong to the Company. Employees are reminded not to infringe any third parties' rights including, but not limited to, any third party intellectual property rights, copyrights, patents and trademarks.

The Company will hold exclusive property of any invention, discovery, design or improvements made. This could also include inventions employees may create which relate to the company's business, regardless of whether the invention or designs are patentable or are capable of being registered or copyrighted.

Employees must report these inventions to the company and shall, at the company's request and expense, disclose information relation to the invention and do what is required to obtain patents or industrial rights relating to the invention. The patents will be in the name of the company or its nominee and the employee will not be entitled to any payment for the invention. The company's ownership of any intellectual property created by employees while with the company continues after they have left service.

When employees leave the company for any reason, including retirement, they must return all the company's properties, including all documents and records in their possession, and they must not disclose or misuse company confidential information. Employees are also responsible for protecting information provided in confidence by any third party, such as a customer, supplier or a partner, after they leave the company.

Disclosure of Official Documents, Information and Trade Secrets

All documents, correspondences, notes and memoranda of any trade secrets or confidential information concerning the business or operations of the Company and/or its subsidiaries or any of their suppliers, agents, distributors or customers acquired in an employee's official capacity or otherwise should be treated as confidential and trade secrets of the Company. These shall be the property of the Company and/or its subsidiaries and shall be surrendered by the employees to an authorised Company representative at the point of termination of employment or at the Company's request at any time during the course of employment.

Employees must not copy, reproduce, extract, translate or in any way deal with them in a manner that is not authorised 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 authorised by any Court of Law or with authorisation from the Management. This clause shall continue to apply even after they are no longer employed by the Company.

Conflict of Interest

A "conflict of interest" arises when employees have competing professional or personal interest that would either make it difficult to discharge their duties properly, or would create an appearance of impropriety that could undermine customer or public confidence.

Employees must do nothing that conflicts with the interest of the Company, or anything that could be construed as being in conflict e.g. participating in the evaluation / approval of award to a vendor in which an employee has a vested interest (either personally, or through close relatives) or deciding on the employment of a candidate known to them. Employees should declare / disqualify themselves from handling transactions which put them, whether perceived or real, in a position of conflict.

Employees must avoid all situations which could results in conflicts of interest. They should comply with reporting and disclosure requirements of potential or actual conflicts of interest, and disclose any matters which could reasonably be expected to interfere with their professional duties.

Business Dealings

Employees should not engage in any outside business dealings that involve or could appear to involve, a conflict between their personal interest and the interests of the Company.

Employees must not have any direct or indirect financial or business interest in or dealings with competitors, suppliers, customers or anyone else with whom they are engaged in a business relationship on behalf of the Company, which might or might appear to, or create a conflict of interest, or impair the judgements they make on behalf of the Company.

They should also not engage in any personal business dealings which detract from a conflict with their employment in the company.

Employees must avoid situations where their loyalties may be divided between the Company's interest and those of a customer, supplier and competitor. Employees must not take advantage of any opportunity for personal gain that rightfully belongs to Company. They should avoid putting themselves in any situation which might, or might appear to put them at a personal advantage, and they must report any potentially compromising situation to their supervisors promptly.

External Employment

Employees should not engage in any outside employment or hold any position without the prior written consent of the Management unless such employment is undertaken in connection with the performance of their responsibilities and duties as part of the Company's requirements.

If employees are considering accepting an external appointment, they must consider if accepting this position may give rise to the possibility of conflict of interest. If they have been given permission to take on such employment or to have other business relationships, they must ensure that these activities do not negatively impact their ability to fully and effectively perform their role for Company or Company's reputation and/or its services to customers or the company's current or future business plans.

Gifts and Hospitality

The acceptance of gifts from customers, existing and/or potential, business partners, suppliers, contractors, competitors or members of the public is prohibited as it may create a situation of conflict or potential conflict of interest.

Declaration of Gift

Where circumstances make it impossible, difficult or impractical to reject gifts, except perishables and those of a token value, employees should immediately declare the gifts to their supervisors.

Retention of Gift

Gifts not exceeding S$100 can be retained by the employee if this is approved by the Management. It should be noted that retention of gifts is allowed only if they are received under non-obligatory circumstances.

As business lunches/dinners are an accepted mode of hospitality, these need not be declared but care must be exercised while accepting such meals. These should be infrequent and non lavish. The sole purpose must be for enhancement of a business relationship and not for reciprocity.

Dealing with the Media

It is important that news about the Company and all its activities be properly managed to avoid miscommunication and adverse reports about the Company. All media requests for information and interviews should be referred to Chief Executive Officer who is the sole authority to provide and address press and other statements concerning the Company.

Statements made in any online forum (e.g. Web logs, blogs or reddit) or social networking sites (e.g. Facebook, Twitter, Tiktok and Instagram) are considered to be public statements. No comments regarding the Company and its subsidiaries, its business, products, services, strategy or practices should be made without prior approval from the Management.

Where employees do participate in blogs or any other online space, even personal sites maintained outside of work hours, they should take care not to produce or comment on any information with respect to the Company and act in conflict with the interests of the Company.

Fraud

Where an employee has concerns, or receives information about any fraud in connection with the affairs of the Company, it is the employee's responsibility to report those concerns or information.

The Company adopts a "zero tolerance" approach to fraud and has in place procedures for reporting and investigating fraud in connection with the business and affairs of the Company.

Tidiness

We aim to provide a pleasant working environment for all staff. For this reason, every employee has a responsibility in ensuring that the work premises remain orderly and clean.

Penalties

Breaches of this Code will result in disciplinary action including termination of service or dismissal, as well as compensation for damage caused. By signing your Employment Contract, you hereby confirm that you have read the Company's Code of Conduct and will comply with both spirit and principles.

Loans and Advances

As a matter of policy, the Company does not provide loans or loan guarantees to employees.

Personal Phone Calls / Emails / Visitors

It is understandable that some personal calls must be made during business hours. However, the number and duration of these calls must be kept to a minimum.

Personal visitors to the office should be met in an area where other employees will not be distracted and the meeting should be kept as brief as possible.