Welcome to IX Telecom!

We simplify the world of global connectivity. Let's get you plugged in.

We started with a simple goal: to assist businesses in connecting the unconnected globally. Today, we are a global virtual network operator spanning 200+ countries and territories. We are thrilled you are here to help us build what’s next.

Who We Are

Discover our history, global footprint, and the leadership team guiding our mission.

Our Mission

To be one of the top Virtual Network Operators & Service Providers in the World.

Our Vision

To connect the world seamlessly, while cultivating a culture where innovation and well-being thrive.

Our Journey
1997

The spark. Founders Noor Mohd Helmi & Mohd Amzari meet at UiTM.

The foundation. After discussing the need to connect the unconnected, IX Telecom is established.

The global footprint. We offer global managed services and SD-WAN across 200+ countries

Our Footprint

We are headquartered in Cyberjaya with global offices in Hong Kong, Singapore, Jakarta, and Yangon. We operate a 24x7x4 Network Operation Centre with a strong ASEAN focus.

Leadership Frontline
Ts. Noor Mohd Helmi
Group CEO/Co-Founder

Telecommunication Engineer with vast experience in Telco and Airline industries, instrumental in the setups of AtlasOne and AirAsia.

Mohd Amzari
DCEO & CFO/Co-Founder

Network Engineer with an MBA in Finance, highly involved in designing and operating the second largest fibre network in Cyberjaya.

Our Global Services

An overview of our Global Connectivity and Managed Services, from SD-WAN to Virtual NOC.

The Industry Problem

Global connectivity is historically plagued by complex supply chains, massive resource requirements, and high costs due to multiple layers of third-party vendors.

The IX Solution

We cut out the clutter. By going direct, we provide our customers with cost-saving solutions, faster implementation, and a drastically better user experience.

Global Connectivity: Including Global Internet Access, SD-WAN, Point to Point, Leased Line, and IPVPN.

 

Global Managed Services: Covering Managed Network Equipment, Managed SD-WAN, Professional Services, and our Virtual NOC.

Imagine a business growing globally. Instead of chaotic, disjointed management, our SD-WAN provides a simple, secure, and automated SINGLE PLATFORM to manage connectivity and cloud services worldwide.

Your Tech Stack

The essential portals you’ll use to manage projects, support customers, and track your performance

PEOPLE (ppl)
HR Management System

Acts as your core profile. Your credentials here will securely unlock access to all other IX internal systems.

Go to App
CRM (crm)
Customer Relations Hub

Used by the Sales team to seamlessly manage active leads, business cases (BC), and client quotations.

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PMO (pmo)
Project Management Office

Used by Service Delivery and Engineering to track project progress, deliverables, and financial operations.

Go to App
BILLING
Billing & Invoicing System

Automates all financial workflows, including time tracking, recurring customer invoices, and payment collection.

Go to App
HELPDESK
Ticketing & Support Center

The nerve center for our NOC. It carefully captures, sorts, and monitors all service requests for resolution.

Go to App

Our Culture & Values

Learn about our Work-Life Practices, in-house amenities, and team initiatives.

Well-Being Comes First

Work-life balance isn't a buzzword here; it's essential for mental health. We build an informal setting where colleagues bond as friends and family
Diversity & Inclusion

We nurture a culture of appreciation and acceptance. Every employee deserves to be heard and uplifted for their own professional development, not just for company gain.

Work-Life Practices (WLPs)​

Step away from the desk. Enjoy our comfy sitting areas, blow off steam at the in-house gym or boxing stand, challenge a colleague at the ping-pong board, or join us for Friday Breakfast and IXCHANGE sessions. Saturday activities are also pitched by the team for stress-free breaks.

Company Handbook

Essential policies, procedures, and benefits for your time at IX Telecom

Objective & Definitions
ARTICLE 1: OBJECTIVE
  1. The objective of this employee handbook is to provide all employees with a clear understanding of matters concerning the terms and conditions of service and to provide for an orderly and effective means of conducting and resolving any misunderstanding or grievance between an employee and the Company
  2. The articles in this handbook shall apply to all employees in the Company, except where stated otherwise, either expressly or impliedly.
  3. The provisions of the Employment Act 1955 shall apply to those employees who come within the scope of the Act where such provisions are not covered in this handbook.
  4. The Company reserves the right to add to, alter, or vary the articles in this handbook as and when the need arises, after prior notice has been given to the employees.
ARTICLE 2: DEFINITION & INTERPRETATION
  1. In this handbook, the following words shall have the meaning hereby assigned to them:
    1. “Company” means IX Telecom Sdn. Bhd.
    2. “Employee” means any person who is employed under a contract of service by the Company but does not include trainees, or such other person or persons to be determined by the Company from time to time.
    3. “Normal Working Hours” means the number of hours of work as determined by each department according to its operational needs.
    4. “Break Time” for an employee shall not be less than one (1) hour in every shift and shall be determined by each department to suit its operational needs.
    5. “Day” means:
      1. a continuous period of 24 hours beginning at midnight for employees who work on normal office hours; or
      2. a continuous period of 24 hours beginning at any point of time for employees who engage in shift work.
    6. “Week” means a continuous period of seven days.
    7. “Shift” means work, which by reason of its nature requires to be carried on either continuously or continually, as the case may be two or more shifts.
    8. “Salary” means basic wage and all other payments as defined in the Employment Act 1955, or such other sums as to be determined by the Company from time to time at its absolute discretion.
    9. “Immediate Family” consists of spouse, parents, children (inclusive of legally adopted child), siblings and parents in-law.
    10. “Registered Medical Practitioner” means medical practitioner registered under the Medical Act 1971.
    11. “Act” or “The Act” means the Employment Act 1955
    12. Words imparting the masculine gender shall also include the feminine gender except where the context clearly indicates otherwise.
Article 3 - Working Hours and Break Time
  1. Hours of work mean the time during which an employee is at the disposal of the employer and is not free to dispose of his own time and movements.
  2. The number of normal working hours for all employees shall not be more than 45 hours a week (excluding break time).
  3. An employee is eligible for a one-hour break (rest) as may be determined by the Company. The break time shall be given after working for not less than four hours, but not more than five hours.
  4. The working hours and break time for employees who work on normal office hours are as follows:
    1. Day: Monday – Thursday Working Hours: 9:00 a.m. to 6:00 p.m. Break Time: 1:00 to 2:00 p.m.
    2. Day: Friday Working Hours: 9:00 a.m. to 6:00 p.m. Break time: 1:00 to 2:00 p.m. Break time: 12:30 to 2:30 p.m. (Muslim male employees only)
  5. The Company reserves the right to reschedule the working hours and break time to suit its operational needs, and staff will be notified of the changes from time to time.
  6. The Company shall have the right to require an employee (male or female) to work on a shift depending on the nature of the work performed. The Company shall be at liberty to roster the shifts as deemed necessary to meet its operational requirements.

Imagine a business growing globally. Instead of chaotic, disjointed management, our SD-WAN provides a simple, secure, and automated SINGLE PLATFORM to manage connectivity and cloud services worldwide.

Imagine a business growing globally. Instead of chaotic, disjointed management, our SD-WAN provides a simple, secure, and automated SINGLE PLATFORM to manage connectivity and cloud services worldwide.

Imagine a business growing globally. Instead of chaotic, disjointed management, our SD-WAN provides a simple, secure, and automated SINGLE PLATFORM to manage connectivity and cloud services worldwide.

Statutory Deductions
ARTICLE 1: OBJECTIVE
  1. The objective of this employee handbook is to provide all employees with a clear understanding of matters concerning the terms and conditions of service and to provide for an orderly and effective means of conducting and resolving any misunderstanding or grievance between an employee and the Company
  2. The articles in this handbook shall apply to all employees in the Company, except where stated otherwise, either expressly or impliedly.
  3. The provisions of the Employment Act 1955 shall apply to those employees who come within the scope of the Act where such provisions are not covered in this handbook.
  4. The Company reserves the right to add to, alter, or vary the articles in this handbook as and when the need arises, after prior notice has been given to the employees.
ARTICLE 2: DEFINITION & INTERPRETATION
  1. In this handbook, the following words shall have the meaning hereby assigned to them:
    1. “Company” means IX Telecom Sdn. Bhd.
    2. “Employee” means any person who is employed under a contract of service by the Company but does not include trainees, or such other person or persons to be determined by the Company from time to time.
    3. “Normal Working Hours” means the number of hours of work as determined by each department according to its operational needs.
    4. “Break Time” for an employee shall not be less than one (1) hour in every shift and shall be determined by each department to suit its operational needs.
    5. “Day” means:
      1. a continuous period of 24 hours beginning at midnight for employees who work on normal office hours; or
      2. a continuous period of 24 hours beginning at any point of time for employees who engage in shift work.
    6. “Week” means a continuous period of seven days.
    7. “Shift” means work, which by reason of its nature requires to be carried on either continuously or continually, as the case may be two or more shifts.
    8. “Salary” means basic wage and all other payments as defined in the Employment Act 1955, or such other sums as to be determined by the Company from time to time at its absolute discretion.
    9. “Immediate Family” consists of spouse, parents, children (inclusive of legally adopted child), siblings and parents in-law.
    10. “Registered Medical Practitioner” means medical practitioner registered under the Medical Act 1971.
    11. “Act” or “The Act” means the Employment Act 1955
    12. Words imparting the masculine gender shall also include the feminine gender except where the context clearly indicates otherwise.
Article 3 - Working Hours and Break Time
  1. Hours of work mean the time during which an employee is at the disposal of the employer and is not free to dispose of his own time and movements.
  2. The number of normal working hours for all employees shall not be more than 45 hours a week (excluding break time).
  3. An employee is eligible for a one-hour break (rest) as may be determined by the Company. The break time shall be given after working for not less than four hours, but not more than five hours.
  4. The working hours and break time for employees who work on normal office hours are as follows:
    1. Day: Monday – Thursday Working Hours: 9:00 a.m. to 6:00 p.m. Break Time: 1:00 to 2:00 p.m.
    2. Day: Friday Working Hours: 9:00 a.m. to 6:00 p.m. Break time: 1:00 to 2:00 p.m. Break time: 12:30 to 2:30 p.m. (Muslim male employees only)
  5. The Company reserves the right to reschedule the working hours and break time to suit its operational needs, and staff will be notified of the changes from time to time.
  6. The Company shall have the right to require an employee (male or female) to work on a shift depending on the nature of the work performed. The Company shall be at liberty to roster the shifts as deemed necessary to meet its operational requirements.

Imagine a business growing globally. Instead of chaotic, disjointed management, our SD-WAN provides a simple, secure, and automated SINGLE PLATFORM to manage connectivity and cloud services worldwide.

Imagine a business growing globally. Instead of chaotic, disjointed management, our SD-WAN provides a simple, secure, and automated SINGLE PLATFORM to manage connectivity and cloud services worldwide.

ARTICLE 27: Traveling
  1. An employee who is required to perform duties outstation or away from his designated location on approved Company business shall be entitled to the following reimbursement:
    1. Meal Reimbursement
      Country Breakfast Lunch Dinner
      Malaysia RM10 RM20 RM20
      Asia RM20 RM30 RM40
      Middle East RM30 RM45 RM55
      United States RM45 RM65 RM80
      Europe RM45 RM65 RM80
      Australia RM45 RM65 RM80
      Japan RM40 RM70 RM90
    2. Accommodation Accommodation will be provided to an employee who is required to perform duties outstation in a hotel appointed by the Company. The eligibility is as follows:
      Category Cost per room, per night
      Local Overseas
      Directors RM350 USD200
      Other ranks RM250 USD100
      However, if the employee wishes or has justifications to stay at a higher room rate, prior approval by the Management is needed before proceeding to purchase/book the rooms. If the employee does not need the accommodation provided by the Company, he may claim RM50.00 per night’s stay.
  2. ‘Outstation’ means a one way trip not less than 80 km from work place.
ARTICLE 28: No-pay leave
  1. Confirmed employees with a minimum of 12 months continuous service and not less may apply for No-Pay Leave for any of the following reasons:
    1. to pursue an academic course of study that is not sponsored by the company;
    2. to accompany his/her spouse who is on study leave overseas or serving overseas;
    3. medically unfit to perform normal duties (on recommendations of the company’s doctor);
    4. to perform Hajj;
    5. Any other reason, subject to the approval of the Management.
  2. The period of No-Pay Leave shall not exceed two (2) years and shall also be subject to the entire discretion of the Management. If the said leave granted exceeds 30 continuous days, the employee may lose his seniority, and he may not be guaranteed his job in the Company upon the expiry of the No-Pay Leave.
  3. An employee who is on No-Pay Leave for more than 30 consecutive days shall cease to enjoy all the benefits provided by the Company during the period.
  4. The application for No-Pay Leave must be supported by relevant documents.
  5. The said employee must first utilize his/her annual leave balance before starting the No-Pay Leave. He should not proceed with No-Pay Leave until he receives approval from the Management.
  6. An employee who is found and proven to have abused any of the unpaid leaves shall be subjected to the Company’s disciplinary actions.
Rest Days, Off Days, & Public Holidays
ARTICLE 14: REST DAYS
  1. Employees engaged in shift work shall be granted in each week a designated rest period of not less than 30 hours as determined by the Company from time to time.
  2. Employees who work during normal office hours shall be granted in each week one (1) rest day, i.e., Sunday.
  3. Where there is more than one non-working day in a week, the last of such non-working days shall be deemed to be a designated rest day.
  4. Each department will prepare a roster before the commencement of the month in which the rest days fall, informing the employee of the days appointed to be his rest days, and display it at the place of work.
  5. Employees who come within the scope of the Employment Act 1955 work on a rest day will be paid as follows:
    6. No. of hours worked Rate
    Not to exceed half his normal hours of work 1/2 day-pay
    More than half but not exceeding his normal working hours 1 day’s pay
ARTICLE 15: OFF DAYS
  1. In a week where there is more than one non-working day, the non-working days preceding the designated rest day shall be deemed to be off-days.
  2. Employees who work during office hours shall be granted in each week one (1) off day i.e., Saturday.
  3. Employees who come within the scope of the Employment Act 1955 work on an off day will be paid one and a half times at the hourly rate of pay.
ARTICLE 16: PUBLIC HOLIDAYS
  1. Employees shall be entitled to paid public holidays on gazetted public holidays as Federal Public Holidays and State Public Holidays or Federal Territory Public Holidays in the State or the Federal Territory, as the case may be, in which they are employed.
  2. If the gazetted Public Holidays fall on a rest day, the employee’s working day following immediately shall be a paid holiday in substitution thereof. However, if the gazetted Public Holidays fall on an off day; there is no replacement for the holiday.
  3. Where any day is declared a public holiday suddenly, an employee who is required to carry on normal work on that day, shall be granted another day as a paid holiday in substitution for such a public holiday.
  4. Employees who come within the scope of the Employment Act 1955 work on a public holiday will be paid three-day salaries at the ordinary rate of pay, regardless of whether the period of work done on that day is less than the normal hours of work.
  5. An employee who absents himself from work on the working day immediately preceding or succeeding a public holiday or two or more consecutive public holidays or any day or days substituted thereof without the prior consent of the Company or without a reasonable excuse shall not be entitled to any holiday pay for such holidays.
ARTICLE 17: ANNUAL LEAVE
  1. An employee shall be entitled to annual leave as follows:
Category Period of Services Entitlement
Executives and above Less than continuous 5 years of service 5 years and above 16 days 20 days
Non-executives Less than continuous 5 years of service 5 years and above 16 days 20 days
Operation Staff Less than continuous 5 years of service 5 years and above 16 days 20 days
Note: The annual leave entitlement for operations staff (staff who work on shift/roster pattern) mentioned above are inclusive of Public Holidays.
  1. An employee will become eligible for annual leave upon confirmation of their employment.
  2. Annual leave must be officially applied for by an employee using the Leave Application Form 5 days before the date of such leave, and must be duly approved by the Head of Department before going on leave.
  3. An employee is allowed to take half-day leave in a special case as may be determined by the Head of Department.
  4. The annual leave entitlement MUST be utilised by the end of the year, otherwise it will be forfeited.
  5. At the Company’s discretion, approved annual leave may be cancelled, and the employee concerned may be called back should emergencies occur.
ARTICLE 18: No-pay leave
  1. Confirmed employees with a minimum of 12 months continuous service and not less may apply for No-Pay Leave for any of the following reasons:
    1. to pursue an academic course of study that is not sponsored by the company;
    2. to accompany his/her spouse who is on study leave overseas or serving overseas;
    3. medically unfit to perform normal duties (on recommendations of the company’s doctor);
    4. to perform Hajj;
    5. Any other reason, subject to the approval of the Management.
  2. The period of No-Pay Leave shall not exceed two (2) years and shall also be subject to the entire discretion of the Management. If the said leave granted exceeds 30 continuous days, the employee may lose his seniority, and he may not be guaranteed his job in the Company upon the expiry of the No-Pay Leave.
  3. An employee who is on No-Pay Leave for more than 30 consecutive days shall cease to enjoy all the benefits provided by the Company during the period.
  4. The application for No-Pay Leave must be supported by relevant documents.
  5. The said employee must first utilize his/her annual leave balance before starting the No-Pay Leave. He should not proceed with No-Pay Leave until he receives approval from the Management.
  6. An employee who is found and proven to have abused any of the unpaid leaves shall be subjected to the Company’s disciplinary actions.
ARTICLE 19: MATERNITY, PATERNITY, AND MARRIAGE LEAVE
  1. Maternity: Female employees shall be entitled to 98 consecutive days of maternity leave under the provisions of the Employment Act 1955.
  2. Paternity: Male employees shall be entitled to 7 consecutive days of paternity leave with full pay. Paternity leave shall commence on the day of the birth of the child.
  3. Maternity leave shall not commence earlier than a period of 30 days immediately preceding the confinement or later than the day immediately following her confinement.
  4. Absence from work due to any illness or miscarriage before 28 weeks of pregnancy shall not be considered as maternity leave but as normal sick leave/hospitalization on leave where applicable.
  5. Paid maternity leave will only be granted for up to five surviving children.
  6. Marriage: The employee shall be entitled to marriage leave of 3 days on the occasion of his first marriage.
ARTICLE 20: PROLONGED ILLNESS
  1. When an employee has to go on prolonged medical leave due to illness resulting from tuberculosis, cancer, leukemia, leprosy, or paralysis, after examination by and on recommendation of the Company’s approved doctors shall be granted, in addition to his sick leave entitlement to prolonged illness benefit as follows:
    1. first three months – full pay
    2. next three months – half pay
    3. next six months – no pay
  2. The above period resumes immediately on the expiry or exhaustion of sick leave/hospitalization on leave and annual leave of an employee, where applicable.
  3. To be eligible for these prolonged illness benefits, an employee must be working for not less than 2 years of continuous service with the Company.
  4. The employee concerned must produce a ‘Fit for Duty’ certificate from the Company doctor before he is allowed to resume work.
  5. If an employee is not certified fit to resume work after 2 years, the Company may terminate his employment on medical grounds.
  6. However, if the condition of the employee is very serious, the Company reserves the right to terminate his employment earlier than 2 years, after examination by and on recommendation of the Company’s doctors.
ARTICLE 21: MATERNITY, PATERNITY, AND MARRIAGE LEAVE
  1. Maternity: Female employees shall be entitled to 98 consecutive days of maternity leave under the provisions of the Employment Act 1955.
  2. Paternity: Male employees shall be entitled to 7 consecutive days of paternity leave with full pay. Paternity leave shall commence on the day of the birth of the child.
  3. Maternity leave shall not commence earlier than a period of 30 days immediately preceding the confinement or later than the day immediately following her confinement.
  4. Absence from work due to any illness or miscarriage before 28 weeks of pregnancy shall not be considered as maternity leave but as normal sick leave/hospitalization on leave where applicable.
  5. Paid maternity leave will only be granted for up to five surviving children.
  6. Marriage: The employee shall be entitled to marriage leave of 3 days on the occasion of his first marriage.
ARTICLE 22: COMPASSIONATE LEAVE
  1. The Company shall grant two (2) days of compassionate leave in respect of the death of an employee’s immediate family (i.e. spouse/children/siblings/parents/parents-in-law).
  2. Compassionate leave shall commence effectively from the day/date of the incident/event, and such leave shall not be deferred.
  3. Any compassionate leave taken shall be supported by documentary proof, and an application for such leave must be submitted on the next working day of the employee.
ARTICLE 23: LEAVE IN LIEU
  1. Executives and non-executives in non-operational departments who do not come within the scope of the Employment Act 1955, when requested by the Company to work on a rest day, public holiday, or non-working day, are eligible for leave in lieu.
  2. For this reason, employees must work at least 6 hours on that particular day.
  3. Leave in lieu must be taken within 3 months, failing which, it shall be forfeited. Leave
  4. In lieu, one full day must be taken; no half-day leave is allowed.
ARTICLE 24: EXAMINATION LEAVE
  1. A confirmed employee shall be granted examination leave for examinations where the resulting qualifications have been determined by the Management to be beneficial to the Company.
  2. The examination on leave shall be granted for employees studying at higher institutions as approved by the Company.
  3. The examination on leave must be applied for five (5) days before the date of such leave and must be supported by documentary proof.
Training & Education
ARTICLE 29: COURSES / TRAINING AND EDUCATION
  1. The Company may require an employee to attend or take part in any courses organized or certified by the Company to establish work performance. An employee should not decline to attend the above courses without reasonable cause.
  2. An employee, if necessary, is tied with a bond agreement in order to provide services for a certain period determined by the Company.
  3. If an employee tied by a bond agreement fails to observe the terms and conditions of the courses organized, the employee is responsible for paying back to the Company all expenses incurred for the courses that he attended.
ARTICLE 30: PUBLICATIONS, INTERVIEWS, BROADCASTS, LECTURES AND SPEECHES

  1. An employee shall not, unless authorised by any written law, publish or cause to be

    published any article, book, photograph, or lecture, or give any interview or broadcast or

    deliver any lecture or speech on any matter which concerns his duties or the business of

    the Company or any member connected with the Company without having obtained the

    prior wri en consent of the Company.

ARTICLE 31: DISCIPLINE MANAGEMENT
  1. The Company may take disciplinary action against any employee in the event of misconduct, indiscipline, or inefficiency. Disciplinary action will also be taken against the employee who has been tried or convicted in any Malaysian Courts for any criminal offences.
  2. All employees shall be required to observe the Company’s rules and regulations in order to maintain discipline and safety standards in all Company operations.
  3. Any employee who commits a breach of the rules established by the Company or any Other acts of misconduct, indiscipline, or inefficiency shall be subject to disciplinary action.
  4. All complaints/reports about alleged or suspected misconduct by employees shall be directed to the Head of Department/Immediate Superior, who shall, in turn, review the facts and circumstances related to the complaint/report, and if its merit further action.
  5. The Head of Department/Immediate Superior, with the assistance of the Human Resources Department (if necessary) shall assess whether the offence committed is a minor or major misconduct and shall act accordingly.
  6. All Heads of Department/Immediate Superiors shall be responsible for counseling and administering the prescribed disciplinary procedure under his area of operation.
  7. Depending on the gravity of the offence committed and after investigation or due inquiry, the employee may be subject to any one of the following punishments:
    1. give the employee a written warning; or
    2. suspend the staff without pay for a period not exceeding one week; or
    3. downgrade the staff; or
    4. dismiss the employee (summarily); or
    5. impose any other punishment permissible under the law.
  8. The disciplinary inquiry process shall be conducted as follows:
    1. An employee may be suspended from work without pay for a period not exceeding one week or with half pay for a period not exceeding two weeks pending investigation and/or holding a disciplinary inquiry.
    2. If the disciplinary inquiry cannot be completed within the specified period as stipulated in (a) from the date of suspension, the employee shall not be required to report for duty until the completion of the disciplinary inquiry. In such a case, the period of suspension will be with full pay until such time the inquiry is completed and an appropriate decision is arrived at.
    3. If the disciplinary inquiry does not disclose any misconduct on the part of the employee, the Company shall restore to the employee the full amount of wages so withheld.
ARTICLE 32: GRIEVANCE PROCEDURE
  1. It is desired that grievances arising between the employee and the Company be settled equitably and as quickly as possible. In pursuance of this mutual desire, it is agreed that grievances should be processed in accordance with the procedure with the aim of reaching an agreement at the lowest possible level and maintaining continuous good relations between both parties.
  2. A grievance shall be defined as a complaint by the employee concerned, which he brings to the attention of his immediate superior and which is subsequently not settled to the satisfaction of the employee.
  3. The grievance procedure to be followed in processing any complaint or grievance concerning an individual employee shall be as follows:
    1. Step I – If an employee fails to obtain satisfaction from his immediate superior within 3 working days, he may refer his grievance to the attention of his Departmental Head within a further 3 working days.
    2. Step II – If the matter is still not settled within a further 3 working days, the employee may refer his grievance in writing to the Human Resources Department within a further 3 working days.
    3. Step III – If the matter remains unresolved through these meetings, the dispute may be referred for settlement under the provisions of the Industrial Relations Act, 1967. If at any time a complaint or grievance is not referred to the next step by the employee or if he fails to attend any meetings arranged in connection with the grievance within the time specified in each step, the grievance will be considered as settled.
  4. 32.4 In all steps of the grievance procedure where a time limit is specified, such time limit shall only be extended by mutual agreement between the employee and the Company.
ARTICLE 33: POST-RESIGNATION RESTRICTIONS

  1. In the event of an employee resigning from the Company, the outgoing employee is restricted from joining or accepting employment at any organisations categorised as the Company’s customers, partners, or competitors for a period of 12 months upon resignation unless prior written consent by the Company is obtained.

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