Singapore Addendum
 

  

For Singapore Employees Only
To our Singapore employees: Please note that wherever Singapore law provides for or offers greater protections to our employees, Singapore law will govern. Some of the policies below may not be applicable to all employees. Please contact a member of the Human Resources Department if you have any questions about the content of this Addendum. 
 
 
Table of Contents


Supplementary Terms and Conditions of Employment 
Probationary Period 
Normal Place of Work
Your Work Schedule
Secondment Within Singapore – Terms and Conditions
Central Provident Fund (CPF) and Other Retirement Benefits 
Annual Leave 
Sickness
Personal Data
Leaving Citadel
 
Non-Contractual Policies and Procedures 
Parental Leave and Other Time Off
Maternity Leave
Paternity Leave
Adoption Leave
Childcare Leave
Extended Childcare Leave
Unpaid Infant Care Leave
Shared Parental Leave
Marriage Leave
Bereavement Leave
 
Supplementary Terms and Conditions of Employment 
_________________________________________________________
 
All references to the Employment Act in this Addendum are to the Singapore Employment Act 1968. 

Probationary Period 
While Citadel hopes your employment will be long term, the first 3 months of your employment will be a probationary period. This is an opportunity for Citadel to review your suitability for the job.

If you do not pass your probationary period, you will receive a letter terminating your employment. 
 
The notice provisions that apply during your probationary period are set out as follows: 

  • Your employment may be terminated during the first month of your probationary period, by either you or Citadel on 24 hours’ written notice;

  • For the remainder of your probationary period the notice required from either party is not less than 7 days’ written notice.
Normal Place of Work

Your normal place of work is Citadel’s premises in Singapore. We reserve the right to relocate our offices to any place within Singapore or otherwise make reasonable changes to your normal place of work at any time.

Your Work Schedule
Normal business hours are from 9:00 am to 6:00 pm, Mondays to Fridays, or such other hours as may be agreed between you and your manager. 
 
You are required to work such additional hours as are necessary for the proper performance of your duties and responsibilities and unless you are required to work on a gazetted public holiday, you shall not be entitled to receive any time off or additional remuneration for work performed outside or in addition to normal business hours (save as otherwise required by law). 
 
Secondment Within Singapore – Terms and Conditions 
 
From time to time, you may be seconded from your employment entity in Singapore (the “Employment Entity”) to other Citadel Group entities within Singapore (the “Secondment Entity”). The terms of your secondment to each Secondment Entity will be governed by the terms and conditions of any separate secondment letter that you may be asked to sign, or by the terms and conditions set out in this Section (Secondment Within Singapore – Terms and Conditions) (“this Section”) as notified to you by Citadel. 
 
For the avoidance of doubt, if you have signed a separate secondment letter or international assignment letter, the following provisions do not apply to you.
 
  1. The terms and conditions on which you are employed by the Employment Entity from time to time are unaffected by the secondment and will remain unchanged, except as specifically provided for within this Section (as amended from time to time) or as further notified to you (from time to time).

  2. For the avoidance of doubt, documents 1 to 6 under section “B. SUPPLEMENTARY TERMS AND CONDITIONS OF EMPLOYMENT” of the Handbook signed by you shall remain in full force and effect, and any reference to your employment with the Employment Entity shall include the period of your secondment to the Secondment Entity.

  3. If any changes are subsequently made to the terms of your employment or this Section during the secondment period, the secondment will be on such revised terms and revised version of this Section.

  4. During the secondment, you will remain an employee of the Employment Entity and the period of secondment will count as part of your continuous employment with the Employment Entity. You will not be an employee of the Secondment Entity during the secondment and nothing in this Addendum/the Handbook or any separate document shall deem you to be an employee of the Secondment Entity or have the effect of transferring your employment from the Employment Entity to the Secondment Entity.

  5. The secondment will terminate automatically upon the earlier of (i) termination of your employment with the Employment Entity for any reason (ii) if you are no longer lawfully entitled to work for the Employment Entity (iii) (if applicable) you cease to be licensed by the relevant regulatory body to carry on, or are otherwise prevented from carrying on “regulated activity” (or the equivalent term as defined in applicable laws) for the Secondment Entity or (iv) the date on which you are placed on garden leave. In addition, the Employment Entity may for any reason at any time terminate the secondment immediately by written notification to you, including, but not limited to, when the following situations arise:

          1. You do or omit to do anything (whether in connection with the secondment or otherwise) which, if done or omitted to be done when performing services for the Employment Entity, would allow the Employment Entity to terminate your employment without notice or payment in lieu of notice;

          2. You act in a way which is, in the reasonable opinion of the Secondment Entity, harmful to the Secondment Entity’s business (whether in connection with the secondment or otherwise);

          3. (If applicable) the Secondment Entity is of the opinion that you would not be viewed by the relevant regulatory body as being a fit and proper person to be or to remain a “regulated person” (or the equivalent term as defined in applicable laws);

          4. You are censured, disciplined or disqualified by any regulatory or professional body whether in connection with the secondment or otherwise;

          5. You are the subject of an investigation conducted by any regulatory, criminal investigatory or professional body whether in connection with the secondment or otherwise; or

          6. Your secondment with any other Secondment Entity is terminated.

  6. The Employment Entity may treat any serious misconduct during your secondment as a fundamental breach of your employment terms and in such instance, the Employment Entity may terminate your employment immediately without notice or payment in lieu of notice. Nothing in this Addendum/the Handbook limits the rights of you or the Employment Entity to terminate your employment in accordance with your employment terms. If your employment or the secondment is terminated, and if applicable, you understand and agree that the Secondment Entity will take steps to remove your accreditation as a “regulated person” (or the equivalent term as defined in applicable laws).

  7. During the secondment, the Secondment Entity will designate (i) your job title (ii) the representative(s) who will supervise you and to whom you will report (iii) the allocation of your duties and time and (iv) your normal place of work. The Employment Entity reserves the right, following discussion with you, to change your normal place of work to any other office of the Citadel Group.

  8. During the secondment you will comply with all applicable laws, regulations, rules and procedures (including but without limitation to the regulations, rules, codes and procedures issued by any relevant regulatory authorities) and applicable policies, procedures, manuals and guidelines issued by Citadel Group from time to time (which may include the Employment Entity’s, the Secondment Entity’s or other Citadel Group entities’ policies, procedures, manuals and guidelines, as amended from time to time) and the Citadel Group Personal Investment Policy.

  9. During the secondment while you act for the Secondment Entity, you will not act or represent yourself as acting, at any time in any capacity as a representative of the Employment Entity in relation to any regulated activities.

  10. During the secondment, you agree to:
     
          1. Act at all times in the Secondment Entity’s best interests;

          2. Use all reasonable skill and care in carrying out your duties for the Secondment Entity;

          3. Assist the Secondment Entity to comply with the laws and regulations that apply to the Secondment Entity;

          4. Not, without express written approval of the Secondment Entity do any act outside the ordinary course of business of the Secondment Entity; and

          5. Observe the same obligations with respect to confidential information and company property of the Secondment Entity as you must observe with respect to confidential information and company property of the Employment Entity (whether under the employment terms or otherwise).

  11. To effectively evaluate your performance and contribution during the secondment, the Employment Entity will from time to time obtain feedback from your secondment supervisor(s).

  12. Your salary will continue to be paid by the Employment Entity. All other benefits and entitlements, including any leave entitlements (which shall include, without limitation, annual leave, statutory holidays and sick leave), will continue in accordance with your employment terms, this Addendum/the Handbook, any applicable Citadel Group policies or procedures which will continue to apply to you during the secondment, and any applicable laws.

  13. The Employment Entity may provide personal data concerning you to the Secondment Entity as more fully described in the Personal Data section in this Addendum and your personal data may be used by the Secondment Entity in accordance with its data protection policies.
Central Provident Fund (CPF) and Other Retirement Benefits  
 
Please refer to the Intranet for information on CPF and other retirement benefits. 
 
Annual Leave  
Entitlement
In addition to the 11 gazetted Singapore public holidays, you are entitled to 20 working days’ paid annual leave per holiday year as your Annual Leave Entitlement (accrued throughout the year on a pro-rated basis for each completed calendar month). 
 
Procedures 
Your Annual Leave Entitlement is inclusive of any statutory annual leave entitlement. The portion of annual leave required under the Employment Act is “statutory annual leave” and any annual leave granted in addition to the statutory minimum is “additional annual leave”. Annual leave taken will be reduced against your accrued statutory annual leave balance first. Once you use all your statutory annual leave, any further annual leave you take will be reduced against your additional annual leave balance. 
 
Statutory annual leave must be taken in accordance with the Employment Act. Any additional annual leave must be taken within the same year that it accrues. Subject to applicable law: 
 
  • 5 days of your accrued but unused additional annual leave will automatically be carried forward from one holiday year to the following holiday year and additional carryovers of any accrued but unused additional annual leave are prohibited;

  • at the end of each holiday year, any unused additional annual leave not carried over, including any additional annual leave that was carried forward from a prior holiday year and remains unused, will be forfeited and no payment will be made in lieu of such accrued but unused annual leave.
Termination of Employment

On the termination of your employment, we will pay you in lieu of any accrued but untaken Annual Leave Entitlement in accordance with applicable law. This will be calculated at the rate of 1/260th of your annual basic salary for each accrued but untaken day.
 
If you have used more than your accrued Annual Leave Entitlement at the termination of your employment you must repay us (or we may make a deduction, to the extent permitted by law, and without prejudice to our right to seek repayment by you of any part still outstanding thereafter) at the rate of 1/260th of your annual basic salary for each excess day. 
 
 
Sickness   
Entitlement
After completing 3 months of continuous service, you will be entitled to sick leave in accordance with the Short-Term Disability (STD) Policy which is inclusive of any statutory entitlement you may accrue and be entitled to receive. Please refer to the Intranet for further details of this benefit.
 
For the avoidance of doubt, your statutory entitlement in accordance with the Employment Act after completion of 6 months of service is as follows: you will be entitled to paid sick leave of (i) 14 working days for each year of service if no hospitalisation is necessary and (ii) 60 days (inclusive of the 14 days of non-hospitalisation sick leave) for each year of service if hospitalisation is necessary. Between 3 and 6 months of service, your statutory entitlement to paid sick leave is pro-rated. To be entitled to paid sick leave, you must produce a certificate issued by a registered medical practitioner certifying that you are not fit for work by reason of any medical condition and your manager must be notified promptly of your intention to take sick leave.
 
If you are absent from work due to sickness or injury, you must inform your manager, the Chief Operating Officer, or Human Resources at the start of your normal working day on each day of absence. You must keep Citadel regularly informed of the reasons for and expected duration of your absence. Any unauthorised absence for whatever reason must be explained and failure to do so may be treated as a disciplinary matter.
 
Pay During Sickness 
If you do not qualify for STD sick pay in accordance with the STD Policy or if statutory requirements under Singapore law provides for more beneficial statutory entitlements, you will be entitled to sick leave and sickness allowance during your period of absence from work due to sickness or injury in accordance with Singapore law. 
 
Personal Data  
 
The following information is provided to you in accordance with the requirements of the Singapore Personal Data Protection Act 2012.
 
You may be required to supply (and you consent to supply) your personal data in connection with your employment. All personal data concerning you (whether provided by you or any other person, and whether provided before or after the date of the employment contract) may be disclosed or transferred to or otherwise used by Citadel and/or any member of the Citadel Group and/or any person authorised by Citadel when carrying out the business of Citadel or any member of the Citadel Group. Citadel may not be able to provide necessary support to you during your employment if you do not provide us with your personal data.
 
All personal data concerning you (whether provided by you or any other person, and whether provided before or after the date of the employment contract) may be collected, used, and maintained for the following purposes:
 
  • All matters connected to your employment including payroll, benefit administration, transfer, facilitating performance appraisals, promotion, secondment/assignment and other career-related matters, making tax returns, and the review of employment decisions;

  • All matters relating to or in connection with the business of Citadel or any Citadel Group entity, including marketing and promotional activities;

  • Any purpose relating to or in connection with compliance with any law, regulation, court order or order of a regulatory body; or

  • In the good faith that disclosure is otherwise necessary or advisable including and without limitation to protect Citadel’s and/or any member of the Citadel Group rights or properties or in circumstances which Citadel considers to be related to any of the purposes for which the data are collected.
All personal data collected by Citadel concerning you (whether provided by you or any other person, and whether provided before or after the date of the employment contract) may be used by Citadel and/or disclosed or transferred (within or outside Singapore) to: 
 
  • Our subsidiary and associate companies, including any member of the Citadel Group;

  • Insurers and bankers of any member of the Citadel Group;

  • Medical practices providing medical cover for employees;

  • Administrators or managers of Citadel’s provident fund scheme; and

  • Any other companies engaged in contractual activities on Citadel’s behalf and/or any person authorised by Citadel when carrying out the business of Citadel or any member of the Citadel Group,
for the abovementioned purposes for which the personal data are to be used. 
 
It is Citadel’s policy to retain certain personal data of employees when they cease to be employed by us. Such data is required for any residual employment-related activities in relation to a former employee including, but not limited to: the provision of job references, processing applications for re-employment, matters relating to retirement benefits, and allowing us to fulfil contractual or statutory obligations.
 
Citadel will retain data in respect of employees after the employee leaves Citadel’s employment for a period that Citadel considers necessary for legal and/or business purposes and/or to serve the purposes for which that personal data was originally collected.
 
In order to ensure the correct use and to maintain the accuracy of data collected from you, as well as preventing unauthorized or accidental access, processing, erasure or other use of the data, Citadel has implemented various physical, electronic, and managerial measures to safeguard and secure the data Citadel collects.  In general, and subject to certain exemptions, you are entitled to:
 
  • Request access to your personal data, which must be provided within a reasonable time;

  • Request the correction of your personal data; and

  • Be notified if a request for access or correction is refused.
Any request for access to and/or correction of personal data should be addressed to Head of People, APAC at APAC_People@citadel.com. 
 
 
Leaving Citadel Non-Contractual Policies and Procedures
 
As mentioned above, on satisfactory completion of your probationary period (or any extension), and subject to the termination provisions in relation to Right to Work and Regulatory Approval in the Handbook, your notice period will be as set out in your employment terms.  
 
Summary Termination 
Citadel may be entitled to terminate your employment without notice and without pay in lieu of notice in accordance with the Employment Act, including for the avoidance of doubt, and without limitation, gross misconduct as set out in the Handbook.  
 
You shall have no claim against Citadel for damages or otherwise by reason of termination of your employment by Citadel in accordance with this section (Summary Termination).
 
 
Non-Contractual Policies and Procedures

__________________________________________________________

 
Parental Leave and Other Time Off
 
Full-time employees are eligible for maternity leave, paternity leave, adoption leave, childcare leave, extended childcare leave, unpaid infant care leave, shared parental leave, marriage leave and bereavement leave under this policy. Individuals considered interns and other employees are not eligible for such leave, and they are only entitled to such benefits under Singapore law, if applicable.
 
Employees must complete the necessary forms and provide all documentation as required by the HR Benefits Team (hrbenefits@citadel.com) to substantiate any leave requests under this section. 
 
Maternity Leave 
If you become pregnant and have a baby while you are employed by Citadel, you will be entitled to take paid maternity leave in accordance with this policy. 
 
Eligibility
Regardless of your length of service, you will be entitled to take maternity leave of 16 weeks in one continuous period on full pay (inclusive of any statutory maternity leave entitlement you may have under Singapore law). If you would like to discuss flexibility around taking your leave, please speak to the HR Benefits Team.
 
If you need to take additional leave as a result of pregnancy-related illness, you may apply for sickness leave in accordance with this Addendum.
 
Throughout your maternity leave period, your entitlements and benefits will remain the same. During your period of maternity leave, you will continue to accrue annual leave at your contractual rate.
 
Ante-Natal Care 
If you are pregnant and have made an appointment to receive ante-natal care on the advice of a registered medical practitioner, you may take time off work to attend the appointment. You will not be required to work additional or different hours to make up the lost time but we ask that you endeavour to arrange ante-natal appointments at the beginning or end of the working day where possible. 
 
Start of Maternity Leave 
A medical certificate certifying the pregnancy by a registered medical practitioner is required by Citadel and should be provided to the HR Benefits Team. You may start your maternity leave in accordance with Singapore law.
 
You should inform your manager and the HR Benefits Team as early as possible to allow advance planning for work arrangements, and in any event no later than 1 week before the date on which you wish to commence maternity leave.
 
Paternity Leave 
If you become a father of a newly born child or a parent of an adopted child (where your spouse or partner is taking adoption leave) or child placed in long-term or permanent foster care while you are employed by Citadel, you will be entitled to take paid paternity leave in accordance with this policy.
 
Regardless of their length of service, employees who are fathers of a newborn child or a parent of an adopted child or a child placed in long-term or permanent foster care, are entitled to take up to 2 weeks' paternity leave on full pay (inclusive of any statutory paternity leave entitlement under Singapore law).
 
In order to qualify for paternity leave, you must be the biological father of a newborn child or the mother's husband or partner, or the father of an adopted child or a child placed in long-term or permanent foster care.
 
Eligible employees are generally entitled to take the 2 weeks of paternity leave in one continuous period. Employees may take paternity leave at any time within 16 weeks beginning on the actual date of delivery or adoption or fostering placement of the child. Only one period of leave will be available to you irrespective of whether more than one child is (i) born as a result of the same pregnancy, or (ii) adopted, or (iii) placed on fostering care. If you would like to discuss flexibility around taking your leave, please speak to the HR Benefits Team.
 
You are expected to give advance notification of 3 months (or as close to that as reasonably possible) to your manager and the HR Benefits Team of the expected delivery date or adoption/foster placement date of the child. If you do so, you can take paternity leave by notifying your manager and the HR Benefits Team immediately prior to taking leave.
 
For the avoidance of doubt, an employee who has taken maternity or adoption leave will not be entitled to paternity leave under this section. 
 
Adoption Leave 
If you are to be the parent of an adopted child, you may be eligible for paid adoption leave. 
 
Eligibility
You must meet the following criteria to be eligible for adoption leave:
 
  • There is a “formal intent to adopt”, i.e. for a local child when you file the court application and for a foreign child when in-principle approval is granted for a Dependent’s Pass and at the point of this formal intent, your adopted child is below the age of 12 months; and

  • The adoption order must be passed within 1 year from the formal intent to adopt.
Only one parent can take adoption leave. If your spouse or partner takes adoption leave with their employer, you may be entitled to paternity leave. In some cases, you may also qualify for shared parental leave. For the avoidance of doubt, if both parents are employed by Citadel, only the mother is eligible to take adoption leave under this policy.
 
Regardless of your length of service, you will be entitled to take adoption leave of 12 weeks in one continuous period on full pay (inclusive of any statutory adoption leave entitlement you may have under Singapore law). If you would like to discuss flexibility around taking your leave, please speak to the HR Benefits Team. 
 
Throughout your adoption leave period, your entitlements and benefits will remain the same. During your period of adoption leave, you will continue to accrue annual leave at your contractual rate. 
 
Start of Adoption Leave  
Evidence of the formal intent to adopt is required by Citadel and should be provided to the HR Benefits Team. You may start your adoption leave in accordance with Singapore law.
 
For the avoidance of doubt, an employee who has taken paternity leave will not be entitled to adoption leave under this section.
 
Childcare Leave 
Currently, if you are a full-time employee and have at least 3 months’ continuous employment, you are eligible for 6 days of childcare leave per year until the year your child turns 7 years old, regardless of the number of children you have. Yearly childcare leave must be consumed by the end of that year and cannot be carried forward. Leave is pro-rated for part-time employees and employees with partial year of service in that calendar year. 
 
Extended Childcare Leave 
Employees who have at least 3 months’ continuous employment with Citadel and have a child between the age of 7 and 12 years of age (both inclusive) are eligible for 2 days of extended childcare leave. For parents with children in both age groups (i.e. under 7 years old as well as between 7 and 12 years old (both inclusive)), they shall be entitled only to a maximum of 6 days of childcare leave (inclusive of any extended childcare leave) per year (pro-rated for partial years of service). 
 
Unpaid Infant Care Leave 
Full-time working parents of children below 2 years of age, and with at least 3 months’ continuous employment, may take leave without pay in accordance with Singapore law1 1 each year (regardless of the number of children you have). This is additional to any entitlement to paid childcare leave. Leave is pro-rated for part-time employees. More information can be obtained from the HR Benefits Team.  
 
Shared Parental Leave
If you are a working father, you may be eligible for shared parental leave in accordance with the eligibility requirements and entitlements in accordance with Singapore law. 
 
Marriage Leave
If you have been continuously employed by Citadel for a period of one year or longer, you will be entitled to take up to 5 days’ marriage leave on full pay in the year in which you marry.
 
Bereavement Leave
You will be entitled to take up to 5 days’ leave on full pay to attend the funeral or take care of related personal details due to a death in your immediate family. “Immediate family” for purposes of this policy is defined as your spouse, children, parents, grandparents, siblings, siblings-in-law and parents-in-law. 
 
 
____________________________________
 
1 Unpaid infant care leave has been increased to 12 days from January 1, 2024.