16/11/2021

To our stakeholders:

I am pleased to confirm off our continued support for the Ten Principles of the United Nations
Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption. With this communication, we express our intent to implement these principles.

We remain committed to making the UN Global Compact and its principle part of the Minconsult's strategies, culture and day-to-day operations and to engage in collaborative projects which advance the broader development goals of the United Nations, particularly the Sustainable Development Goals.

We will continue to show leadership by going our own programs and operations to advocate global action. We will work both with co-creation, community engagement, stakeholder, forums, advisory meetings, and partnerships.

Sincerely yours,

Datuk Dr. Ir. Dennis Ganendra
Chief Executive Officer

In our Company, we are committed to ensuring that everyone is treated with dignity and respect. The foundation of our approach to respecting human rights lies in The Federal Constitution of Malaysia (with due reference made to the United Nations Declaration of Human Rights and the ASEAN Human Rights Declaration) which provides for the protection of basic human rights.

Minconsult expects employees to treat each other and everyone they interact within their work on behalf of the Company, with due dignity and respect, specifically related to the following areas:

1. Valuing diversity and inclusion
2. Creating an environment free from discrimination and harassment.
3. Reporting potential discrimination, harassment, or any other type of disrespectful or excessive behavior.
4. Ensuring that there is no reprisal or retaliation of any kind as a result of reporting and participation in any investigation.

1) The employees of Minconsult Sdn Bhd will have to acknowledge the policies by signing off of Minconsult Code of Conduct in the Intranet (Internal Server) upon joining.

2) The information on Code of Conduct in Intranet to be accessed by all Employees upon joining the Company

3) If the Company concludes that a violation of this policy has occurred, the employee will be subject to disciplinary action, up to and including termination. Discrimination, harassment, including sexual harassment, derogatory words and jokes, and retaliation will not be tolerated. Such conduct is considered grounds for disciplinary action, up to and including termination.

4) The Grievances Procedures are highlighted in the Minconsult Code of Conduct for Employees to resolve grievances or disputes.

The Human Resource Department will track out any of the complaints received. Minconsult Sdn Bhd Code of Conduct was guided by the Malaysian Employment Act 1955. The act was the core legislation approved for the welfare and all relevant aspects of employees in Malaysia. Employment laws in Malaysia provide standard conditions for specific types of employees working in this nation.

Our Company is guided by The Employment Act, 1955, Malaysia is the core legislation approved for the welfare and all relevant aspects of employees in Malaysia. Employment laws in Malaysia provides standard conditions for specific types of employees working in this nation. These are applicable for native laborers who are actively serving various businesses in this country. Following are the employee criteria on which the employment Act is valid:

1) Any active labor whose monthly wages is less than RM2000.
2) Workers deployed in manual works which typically include, passenger transport operator, Manual labor, supervisors of manual labors, apprentice, employed on container vessels, domestic servants are specifically focused under this acting law.

This Act is implacable on the above-mentioned employees even if their monthly wages are equal to or more than RM2000. The foreign labor and other employees who don’t fit into the categories mentioned above are, however, excluded from the EPF and SOCSO coverage.

1) If the company is in violations, the employee can report it to government authorities. The company will ensure it operations within the regulation to avoid any penalty from authorities.

2) Sufficient checklist and authority check are in place to ensure compliance.

The Human Resource Department will track out any of the complaints received. Minconsult Sdn Bhd was guided by the Malaysian Employment Act 1955. The act was the core legislation approved for the welfare and all relevant aspects of employees in Malaysia. Employment laws in Malaysia provide standard conditions for specific types of employees working in this nation.

Minconsult Sdn Bhd is committed to the protection Of the Environment and to providing a safe and healthy workplace for all our employees and other
stakeholders at locations where activities are performed by implementing environmental, health, and safety (EHS) practices.

Minconsult Sdn Bhd shall implement the following Environmental, Health and Safety policy:-

1) Establish and maintain practices to prevent or minimize any adverse environmental impacts and to prevent injury and ill-health arising from our
activities and services.
2) Comply with applicable legal, statutory, and other requirements.
3) Communicate Our EHS Policy to all employees and persons working under the control of the company so that they are aware of their individual
obligations.
4) Provide training to enhance the knowledge and competency of the employees.
5) Strive for continual improvement of our Environment, Health, and Safety Management System and its implementation.
6) Promote awareness of EHS practices at all project sites.

The current Safety and Environmental Quality Management System requires all operational processes to be monitored and reported under several internal initiatives. These initiatives are monitored by designated personnel and data tabulated and reported every quarter to identify potential requirement for improvements which are gauged against the set Key Performance Indicators (KPIs) on Safety, Health and Environment on all aspects of our daily operations.

Our Health, Safety & Environmental Department shall update and report accordingly as required under the Malaysian Occupational Safety and Health Act 1994 and Environmental Quality Act 1974 and its related legislations which provides the legislative framework for the safety, health, and welfare of Minconsult personnel.

Minconsult Sdn Bhd shall:-

1) Fully abide by the nation's law, rules, procedures, and policies on corruption prevention and abuse of power.
2) Abhor and reject all forms of corruption and abuse of power, and shall give my full cooperation to the Malaysian Anti-Corruption Commission in preventing
corruption and abuse of power
3) Not indulge in any form of corruption and abuse of power either directly or indirectly, with any party dealing with the Minconsult Sdn. Bhd.
4) Ensure that my subordinates shall not indulge in any act of corruption and abuse of power in any dealings concerning the Minconsult Sdn. Bhd.
5) Instantly report any form of corruption and abuse of power either involving me or my subordinates, to the Malaysian Anti-Corruption Commission.

1) Minconsult shall not offer, give, solicit or receive, either directly or indirectly, any contribution which may be reasonably construed as having the effect of intent to influence the award of a contract.
2) Minconsult shall neither offer nor accept remuneration of any kind which in perception or in effect either a) seeks to influence the process of selection or compensation of consulting engineers and/or their clients or b) seeks to affect the consulting engineer’s impartial judgment
3) Minconsult shall co-operate fully with any legitimately constituted investigative body which makes inquiry into the administration of any contract for services or construction

1) Minconsult Gift Policy - Administered and Monitored by HR.
2) Employee can use Whistleblowing Policy as protection in case of potential case that they reported.