Our Sustainability Journey
Employee Handbook
Chapter 1
THEY welcome you
Chapter 2
THEY have values
Chapter 3
THEY have a history
Chapter 4
What do THEY do
Chapter 5
How THEY conduct themselves
Chapter 6
How THEY work internally
Chapter 7
THEY have benefits and perks
Chapter 8
Sustainability at THEY
Chapter 9
Social and environmental initiatives
Chapter 10
THEY have a future
Chapter 11
THEY have policies
Chapter 12
Appendix

THEY have a future

Fair compensation

We are committed to providing fair compensation to every employee based on skills and experience and market standards. Our compensation structure is regularly reviewed and updated to ensure that it remains competitive and aligned with industry benchmarks.

Annual performance review

THEY is committed to fostering a culture of continuous growth and development. To support this, we have established an annual performance review process to provide employees with valuable feedback, recognise their achievements, and identify areas for further improvement. 

Eligibility

  • All full-time employees who have completed at least 12 months of continuous employment with THEY will have an annual performance review. This includes the 3 month probation period. 

Process

  • Annual performance reviews are typically conducted during the month of April, but  we could conduct these before our earlier  
  • The review process involves a comprehensive performance evaluation, including individual achievements of employees as well as their contribution to the team. 
  • Employees will have the opportunity to submit a self-assessment and discuss their career aspirations during the review. 
  • The performance review will result in a formal written evaluation summarising the employee’s strengths, areas for improvement, and future development goals.
  • If performance concerns are identified during the review, a Performance Improvement Plan (PIP) will be developed to provide clear, actionable steps for improvement. The PIP will include specific goals and a timeline of 3 months for progress. 
  • During the PIP period, employees will receive regular feedback and support to help them meet the outlined objectives. At the end of the 3 months, performance will be reviewed again. If additional time is needed for improvement, the company may extend the PIP period by another 3 months. 
  • If, after the extended period, performance is still not meeting expectations, further discussions will take place to determine the next steps, which may include exploring other opportunities, or, in some cases, termination. 
  • All performance review information will be treated with the utmost confidentiality and only disclosed on strictly need-to-know basis. 

Annual salary review

The annual salary review will be based on several factors, including the individual performance review and the overall financial health of the company.

Eligibility

  • All full-time employees who have completed at least 1 year of continuous employment with THEY are eligible for annual salary increases. This includes the 3 month probation period. 
  • Employees under Performance Improvement Plans (PIP) are not eligible for annual salary increases until they successfully complete their Performance Improvement Plan. 

Process

  • Salary reviews are typically done annually during the month of April.
  • The salary review process involves a comprehensive performance evaluation of employees including an assessment of their individual achievements as well as their contribution to the team. 
  • While employees may be eligible for an annual salary review, it is important to note that increments are not guaranteed and depend on various factors, including individual performance and the company’s financial position at the time. 
  • If an employee has any questions or concerns regarding their salary reviews, they are encouraged to discuss this with their HR representative.  

Career development opportunities 

We offer a diverse range of opportunities including internal training programs and workshops, educational resources, and external company-sponsored online courses (from Coursera, Edex, Udemy, etc.). If a particular workshop or training is being arranged by the company, the employees will be notified through an email with all relevant details. If an employee is interested in taking an online course, they can reach out to the HR Representative for guidance. Our focus is on empowering employees to sharpen their skills, broaden their knowledge, and pursue their career ambitions. Through continuous learning initiatives and growth opportunities, we cultivate an environment that encourages individuals to thrive and reach their full potential. Additionally, we facilitate cross-job trainings to enable lateral movement within the company, ensuring a versatile and adaptable workforce. 

Training beyond regular work

From time to time, we also offer different training and awareness sessions beyond work-related skills such as financial planning, physical and mental well-being, good parenting and more. This could include a company-sponsored consultation with an expert, or a newsletter offering practical tips and advises on a particular topic. Additionally, we arrange group sessions on social and environmental matters, fostering awareness and understanding of critical issues affecting our communities and the planet. The sessions could be planned in-person or online, depending on the team’s availability. Through these initiatives, we aim to support holistic employee development and encourage active engagement in creating positive change both personally and within the wider community.