Targetbase singapore google team policies and procedures

Targetbase Integrated Pte Ltd
Registration 200811112k

The objective is to provide a simple reference point for all employees of Targetbase Insourcing and Targetbase Integrated on our workplace policies for both routine and one-off situations. We are committed to driving a positive Team Culture and ensuring every member of our Team has easy access to their workplace benefits and our policies.

Targetbase Workplace Policies apply to all employees, Applicants for employment, Interns, (paid or unpaid), Contractors and any individaul conducting business with Targetbase Insourcing and Targetbase Integrated.

If you have just joined the Targetbase Team here is a handy reference to get you started Guide for New Starters in Google Singapore

Temporary COVID – 19 Pandemic Employee Policy Singapore
  1. It is mandatory that all staff are double vaccinated before they return to onsite work at the Google Office.
  2. Staff unable to work from home or even returning to work on an ad hoc basis needs to do a Rapid Antigen Test (RAT) on a weekly basis.
  3. In addition, follow Google Singapore return to work policies
  4. For further information on return to work policy please



Targetbase prohibits​ ​employee​ ​discrimination​ ​of​ ​any​ ​kind,​ ​including​ ​sexual​ ​harassment​ ​by employees,​ ​managers,​ ​vendors​ ​and​ ​customers.

“Sexual​ ​Harassment​ ​is​ ​defined​ ​as​ ​any​ ​harassment​ ​based​ ​on​ ​a​ ​person’s​ ​sex,​ ​such​ ​as unwelcome​ ​sexual​ ​advances,​ ​requests​ ​for​ ​sexual ​ ​favours,  ​and​ ​other​ ​verbal​ ​or​ ​physical harassment​ ​of​ ​a​ ​sexual​ ​nature,​ ​including​ ​offensive​ ​remarks​ ​about​ ​a​ ​person’s​ ​gender.​ ​Both males​ ​and​ ​females​ ​can​ ​be​ ​victims​ ​of​ ​sexual​ ​harassment”.

Prohibited​ ​behaviour​ ​includes​ ​any​ ​behaviour​ ​that​ ​creates​ ​an​ ​offensive​ ​work​ ​environment (Hostile​ ​Environment)​ ​or​ ​that​ ​results​ ​in​ ​an​ ​adverse​ ​employment​ ​decision​ ​such​ ​as​ ​the​ ​victim being​ ​fired​ ​or​ ​demoted​ ​(Quid​ ​pro​ ​Quo).​ ​

Individuals​ ​violating​ ​this​ ​policy​ ​will​ ​be​ ​subject​ ​to​ ​discipline,​ ​which can include​ ​termination of employment.

Retaliation Prohibition:

No person covered by this Policy shall be subject to adverse action because the employee reports an incident of sexual harassment, provides information, or otherwise assists in any investigation of a sexual harassment complaint. Targetbase will not tolerate such retaliation against anyone who, in good faith, reports or provides information about suspected sexual harassment. Any employee of Targetbase who retaliates against anyone involved in a sexual harassment investigation will be subjected to disciplinary action, up to and including termination. All employees or non-employees working in the workplace who believe they have been subject to such retaliation should inform a Director of Targetbase at the earliest opportunity. All employees or non-employees who believe they have been a target of such retaliation may also seek relief in other available forums, as explained below in the section on Legal Protections.

Sexual harassment is offensive, is a violation of our policies, is unlawful, and may subject Targetbase to liability for harm to targets of sexual harassment. Harassers may also be individually subject to liability. Employees of every level who engage in sexual harassment, including managers and supervisors who engage in sexual harassment or who allow such behaviour to continue, will be penalized for such misconduct.

We will conduct a prompt and thorough investigation that ensures due process for all parties, whenever management receives a complaint about sexual harassment, or otherwise knows of possible sexual harassment occurring. At all times Targetbase will keep the investigation confidential to the extent possible. Effective corrective action will be taken whenever sexual harassment is found to have occurred. All employees, including managers and supervisors, are required to cooperate with any internal investigation of sexual harassment.

All employees are encouraged to report any harassment or behaviours that violate this policy.

Employees are required to report any complaint that they receive, or any harassment that they observe or become aware of to a Targetbase director.


Bullying can include the following behaviours:

  • A person or group of people repeatedly acts unreasonably towards them or a group of Workers.
  • The behaviour creates a risk to Health and Safety.
  • Spreading malicious rumours

Unreasonable behaviour includes victimising, humiliating intimidating or threatening.  Whether behaviour is unreasonable, can depend on whether a reasonable person might see the behaviour as unreasonable in the circumstances.

Bullying does not include reasonable management action carried out in a reasonable manner.

Reasonable Management action may include:

  • Performance management process
  • Disciplinary action or misconduct
  • Informing a worker about unsatisfactory work performance or inappropriate work behaviour
  • Asking a Worker to perform reasonable duties in keeping with their job
  • Maintaining reasonable workplace goals and standards

However, these actions must be conducted in a reasonable manner if there not, they could still be bullying.


Discrimination occurs when a person, or a group of people, is treated less favourably than another person or a group because of their background or certain personal characteristics like race, religions or sex.

Employees who feel victimised in the workplace should report their concern to the Targetbase Directors immediately.

Anti Bribery and Corruption

We are committed to proactively support and operate on the anti-bribery and Corruption policies of all our Clients as well as the Countries we are operating in.  At Targetbase Integrated (Singapore) our Compliance Officer is responsible for the administration of this along with all our other policies. We have implemented internal control systems we will audit regularly to ensure they are effective in minimising the risk of non – compliance with our policies and operations.

All employees of Targetbase Integrated are required to understand and comply with this policy and should report any breaches or suspicious conduct to the Directors.


TBI prohibits employees engaging in or tolerating Bribery or any other forms of Corruption.

We value that in all forms of our business, “our people” act with honesty and adhere to the highest ethical standards and conduct their business in compliance with relevant legal requirements.

TBI Personnel must not: offer to promise an item of value to influence an official in the government, private sector or a third party in order to provide TBI with business or improper advantage to secure or retain business. This also include requests or acceptance by employees anything of value, furthermore obtain required approvals for donations and sponsorship.

The intention of this policy is to provide guidelines to our staff when dealing in situations of potential corruption and bribery and not to engage in such acts.

Who is covered by this Policy?

This policy applies to all directors, management and employee of TBI Group as well as our customers, suppliers, consultants, distributors, joint venture partners and any other third-party representatives.

Anti-Corruption  And Anti-Bribery Laws

TBI and all its employees and Third Parties we deal with in Singapore, are governed by the following Anti-Corruption and Bribery Laws that are in place;

Singapore Prevention of Corruption Act (PCA)legislation

 – UK Bribery Act

 -US Foreign Corruption Practices Act:

All Singapore registered entities, will be subject to the Prevention of corruption Act(PCA) which is the main legislation in Singapore aimed at preventing and punishing, acts of bribery and corruption.

…The PCA also imposes penalties on both givers and receivers of bribes.”

Breaching This Policy


Working With Agents

The TBI Group does not condone the action nor do we wish to be held liable for any of our personnel who may have made any bribes whilst acting for us to retain or obtain business.

“Red Flags” for potential Risk of Corruption or Bribery of Agent”

“Red Flags”: Examples of such situations may include (but are not confined to)

The source we deal with has a reputation for accepting or demanding bribes, and/or has requested to make or receive a bribe.

The sources have been subject of previous enforcement action(s) for corruption related.

The sources report of its business structure is unusual, incomplete or overly complex with a lack of transparency.

The source provides incomplete, false or misleading business contact information.

Accept payments in cash or through an agent.

An unnecessary middleman is involved in the contract or negotiations.

The source boasts about relationship with government officials.

The agent requests split of purchase to avoid procurement thresholds.

Your Respinsibilities As An Employee

You must ensure that you read, understand and comply with this Anti-Corruption Policy as well as any future updates and other materials issued from time to time as part of the TNI’S efforts to address and prevent corruption and to be compliant.

Reporting Of A Breach            

TBI management encourages openness and will support anyone who raises a genuine concern in good faith under this policy, even if the issue under review is found to be compliant. TBI is committed to ensuring no one suffers detrimental treatment as a result of raising such concerns. Detrimental treatment would include unfair dismissal, Discrimination action, threats or connected with raising such concerns to the company

All overseas and interstate Business Travel is suspended until further notice.  Please seek approval for all travel with your Targetbase Manager prior to booking.

Employees who are Vendor Contractors (VC) for Google, may be required to travel as part of their job function execution. This could include intrastate, interstate or international travel. Employees are responsible for making their own travel arrangements, including incurring the cost of each item, based on the following general principles:

Economy class airfares, 4-Star hotel accommodation, local taxi or Uber transport, reasonable meals and living away from home expenses (eg, laundry) and expenses genuinely incurred in executing business responsibilities.

What is not covered:

Non-business related travel, alcohol with meals (as this is not a tax deductable expense), personal services (eg, massage, sight-seeing tours), entertaining other Google staff (eg, taking colleagues out to dinner as this is not a tax deductable expense), partner costs.

Proof of Expenditure:

You must collect and retain Tax Invoices and Receipts as evidence of expenses being incurred. If there is no invoice or receipt then the item cannot be claimed as it cannot be proven. A quotation for an expense is not sufficient.

We use Zoho for all Expense Claims.  To submit an expense claim or check the status of your current claims please use this link Zoho Expense Claims

Please ensure you attach all your receipts for the claim.  You can now scan your receipts to your mobile and automate the submission of your expense claim with Zoho.  You can even submit your entire expense claim using your mobile phone.

Please use this link if you need to access the Zoho User Guide  Zoho User Guide

Please use this link if you need help on how to record and submit expenses  Zoho Submitter’s view

Annual Leave

You are entitled to 15 working days annual leave which is accrued against any “paid days worked”. This will be accrued at the rate of 15 days for every fully completed calendar year of service. (Pro-rata entitlement for shorter periods). All holiday leave is to be approved by Nick Maclay for Singapore or Sue Hope for Australia. We require that you provide adequate notice when planning and intending to take annual leave (ie: for leave requests of more than 5 days, the required advice period is 4 weeks. This is to assist with resource planning). All leave entitlement must be taken within the year of your Contract.

To submit or check your leave please login using this link  Zoho Leave

You can access Zoho from a mobile device as well as your laptop.

Sick And Carer Leave

You are entitled to sick or carer leave during the term of your contract.  If you do need to take sick leave or carer leave, please ensure you advise your Targetbase manager either before or on the day, and on your return to duties. If you are unable to report to work, the employment act requires you to inform your employer (Targetbase) within 48 hours.  You also need to submit your medical certificate (MC) when you submit your Sick Leave request.

Ministry of Manpower Medical Leave entitlements are shown below.

  • After 3 months’ - 5 days entitlement
  • After 4 months - 8 days entitlement
  • After 5 months - 11 days entitlement
  • After 6 months and thereafter - 14 days entitlement

Medical  Leave

Medical leave entitlements are as outlined by the Employment Act which requires you to inform your employer within 48 hours.

To submit or check your leave please login using this link  Zoho Leave

You can access Zoho from a mobile device as well as your laptop.

Please use this link if you need to access the Zoho User Guide  Zoho User Guide

Please use this link if you need help on how to record and submit expenses  Zoho Submitter’s view

Maternity/Paternity Leave
Our Parental Leave Policy is aligned to the Singaporean Government Policy Guidelines.  For further details please follow the link below:

Salary is calculated and paid monthly, in arrears.  That is, your pay at the end of each month will cover the month just completed up to and inclusive of the last day of that month. You will be paid around the fifth working day of the following month (may vary when month end falls on a weekend or long weekends/public holidays).

Pay Slips will be emailed to you once the monthly payroll has been processed. A PAYG Payment Summary will be supplied at the end of the Taxation year. You will need this to complete your annual taxation return.

Unused annual leave.

All annual leave is to be taken during your contract period. Any leave that has not been taken will be forfeited.

Access to Google premises and systems.

At the end of your contract period you will be required to surrender your key-pass and your access to the Google network will be disabled.

Return of equipment.

At the end of your contract period you will be required to surrender all equipment that was issued to you by Google (or Targetbase). This will include your PC. Please ensure that you remove any personal information prior to surrendering the device as you will not be able to retrieve this information once the contract has expired.